Acea's employees

[95] The 2018 scope of the Financial Statements/DNF, which coincides with that of 2017, includes the following companies: Acea SpA, Acea Ambiente, Aquaser, Acea Energia, Acea8cento, Areti, Acea Produzione, Ecogena, Acea Ato 2, Acea Ato 5, Gesesa, Acea Elabori. See Disclosing Sustainability: methodological note. In 2016,Acea Gori Servizi (62 employees) were also included, which in 2017 was no longer consolidated using the full consolidation method, and Crea Gestioni (26 employees).

The difference in the scope therefore, involves the data relative to 88 people.

Chart no. 30 – staff composition: category, gender, level of education and age (2018)

The percentage of personnel employed in the Group with a permanent contract remains very high: 96.6%, or 4,581 employees.
The length of the employment relationship, relative to the employees who every year leave the company, still indicates the stability of employment: 41% of the employees leaving worked for the Group up to 30 years and 58.9% for a period of between more than 30 and 50 years (see Chart no. 31 and Tables no. 36 and 38).

Chart no. 31 – Contract types and the lenght of the employment relationship (2018)

In 2018, the rate of turnover was 7.7% (8% for men and 6.9% for women), the incoming rate stable at 4.4% (4.4% for men and 4.3% for women) and the outgoing rose to 3.3% (3.6% for men and 2.6% for women) (see Table no. 37).
The number of people hired remained stable compared to 2017, at 208 (158 men and 50 women). The entries are mainly the result of 112 hires from the external labour market, 52 apprentices and 41 stabilisations (see Chart no. 32 and Table no. 37). The companies most affected by the inflows of personnel were Acea Ato 2 with 60 hires, Areti with 42 hires, Acea Elabori with 31 hires and Acea SpA with 24 hires (including hires, transformation to permanent status and apprenticeships).
Overall, in 2018 60.6% of the hires had permanent contracts (a net increase compared to 41% in 2017) and 25% with professional apprenticeship contracts.
49.5% of the incoming staff are 30 years old or younger.

Chart no. 32 – The reasons for the entries and age of the staff (2018)

There were 158 people who left the company during the year, of which 128 men and 30 women, an increase of 63% compared to the 97 employees who left in 2017. In particular, 94 employees were laid off, a form of subsidised voluntary early retirement and 18 people resigned, 13 were dismissed and 7 employees were involved in the facilitated voluntary retirement plans, with the agreed and subsidised early termination of the employment agreement with the company (Chart no. 33 and Tables no. 37 and 38). 80% of the outgoing staff was over 50 years of age.

Women in Acea

There were 1,154 female workers in Acea in 2018: 24.3% of the workforce. The figure is similar to the preceding year (24.2% in 2017). The smaller presence of female workers in the Group compared to the male workers can be related to the operational nature of the processes managed: to date, in fact, in Italy, professional positions of a technical-specialised nature are still predominantly held by men (Chart no. 34).

Chart no. 34 – the distribution of the staff from a perspective of gender (2018)

During the year, the presence of women among executives fell by about one percentage point (12 out of 72, equal to 16.7%) and the presence of women among managers remained substantially stable (127 out of 416, equal to 30.5%); the percentage of women graduates of the total number of university graduates in the workforce also remained stable (470 out of 1,063, equal to 44.2%). 48 women were in the corporate governance of the companies included in the reporting scope (Boards of Directors, Boards of Statutory Auditors and Supervisory Bodies), equal to 34% of the total number of members (in 2017 in comparison, women in the governance bodies totalled 49, equal to 33%). The percentage of women on the Board of Directors of the Parent Company is 33.3% (3 women out of 9 members), in full compliance with Law no. 120/2011.
In particular, we report that every one of the internal board committees includes one or more women and the Chair of the Control and Risks, Appointments and Remuneration, Ethics and Sustainability Committees is assigned to a female Director (see also Corporate Identity, section Corporate governance in Acea).

Chart n. 35 – presence of women in the corporate governance bodies (2016-2018)

TABLE NO. 36 - SOCIAL INDICATORS: GENERAL DATA ON THE STAFF (2016-2018)

(*) The 2016 figure included 88 employees of two companies (Acea Gori Servizi and Crea Gestioni) no longer included in the scope of the two-year period.

TABLE NO. 37 - SOCIAL INDICATORS: CHANGES IN STAFF (2016-2018)

(*) In 2018 the item includes: 10 deaths, 18 resignations, 1 disability, 8 contract expiry and 4 service limits.
(**) The turnover rate is provided by the sum of hires and terminations of the year relative to the workforce at year end. The companies to which the data refers are predominantly located in Lazio.

TABLE NO. 38 - SOCIAL INDICATORS: AGE GROUPS, EMPLOYMENT CONTRACT LENGTH (2016-2018)