In 2021, the company’s total staff105numbered 6,466 people.
Table no. 38 – Evolution of employees by macro-area (2019-2021)
|(no. of employees)||(no. of employees)||(no. of employees)|
|Energy (Commercial and Trading)||437||392||397|
|Engineering and Services||262||274||298|
|Corporate (Acea SpA)||665||700||703|
(*) 2021 figures do not include the staff of Berg and Demap, totalling 33 people.
The Water Operations segment recorded the highest numbers and accounts with 52% of the total, in line with the number of Com- panies included and the percentage of business on the Group’s operations. The Energy Infrastructures segment followed, which represents 20% of the total figures.
Except for the paragraph Protection of health and safety at work, the information and data set out below in the chapter do not include Berg and Demap, for which it was not possible to collect and pro- cess information at the closing date. However, as these companies are small, the number of employees is not very significant and does not change the data illustrating the overall characteristics of the Group's workforce.
COMPOSITION AND TURNOVER
The Acea SpA Human Resources Management Department handles the administration of the personnel employed by the subsidi- aries according to defined procedures. To this end, the Department uses computer systems (SAP HCM, SIPERT PY, Success Factor) operating at the Group level for the management of employee records, salaries, merit plans.
In terms of composition, 76% of the total staff consists of men. This is caused by the fact that there are more men than women with technical skills in Italy today.
The professional structure is stable and is composed as follows: 60% are employees, 31% are workers, 8% are executives and 1% are managers.
7% of the workforce less than 30 years old, 51% is between 30 and 50 years old and 42% of people are over 50 years old.
With regard to the level of education, we confirm the steady in- crease of university graduates, who have increased to 27% of the total (25% in 2020) and the stability of diploma holders, whose percentage remains around 50% (for the above data, please see Chart no. 38 and Table no. 39).
Chart no. 38 – Composition of the staff: gender, age and category (2021)
98% of the workforce are employed with a permanent contract, which is in line with 2020. The length of the employment relation- ship indicates the stability of employment: 47% of the people who left during the year worked for the Group for 30 to 50 years and 53% up to 30 years (please see Chart no. 39 and Table nos. 39 and 41).
Chart no. 39 – Contract types and length of the employment relationship (2021)
335 people joined the company in 2021 (238 men and 97 women), 84% of whom on the basis of open-ended contracts divided into: 176 recruitments from the external labour market, 124 became per- manent employees (including 21 young people who did internships or apprenticeships in the company), 24 were hired internally and 11 were granted apprenticeships (see chart no. 40 and table no. 41). 39% of newly hired staff during the year were aged 30 or under.
Chart no . 40 – Types of entries and age of the staff (2021)
262 people left the company in 2021 (218 men and 44 women): 120 with a form of voluntary and incentivised early retirement, 43 as part of voluntary redundancy plans, with the agreed and incen- tivised termination of the employment contract, 10 retired, 57 resigned, 16 passed away, 8 had their contract expired and 8 were dismissed (see Chart no. 41 and Tables no. 41 and 42). 81% of the outgoing staff was over 50 years of age.
Chart no. 41 – Types of exits and age of the staff (2021)
The rate of turnover was 9.2% (9.21% for men and 9.16% for wom- en), the incoming rate was 5.17% (4.8% for men and 6.35% for women) and the outgoing rate was 4.04% (4.41% for men and 2.81% for women) (see Table no. 40).
THE PRESENCE OF WOMEN IN ACEA
In 2021, Acea had 1,528 female workers (up 28% from 1,486 in 2020), representing 24% of the total workforce.
The proportion of female executives as a percentage of total exec- utives (15 out of 82) is equal to 18%. The percentage of women in managerial positions is 33% of the category (169 out of 519) (Chart no. 42, while women accounted for 44% (765 out of 1,741) of the graduates employed by the Group.
Chart no. 42 – Distribution of staff by gender (2021)
A total of 61 women participate in the corporate governance of the re- porting companies (Boards of Directors, Boards of Statutory Auditors and Supervisory Bodies), representing 34% of the total members (in 2020, women in the governance bodies totalled 60, equal to 35%). In the Parent Company, women make up for 44.4% of the mem- bers sitting on the Board of Directors (4 women out of 9 members) and 60% of the members of the Board of Auditors (3 women out of 5 members, including 2 alternates), thus the company has ex- ceeded the quotas imposed by legislation (Law 120/2011). We also report that every internal board committee includes one or more women, and that the Chair of the Control and Risks, Appoint- ments and Remuneration, Ethics and Sustainability Committees is assigned to a female Director (see also Corporate Identity, section Corporate governance in Acea).
Chart no. 43 – Presence of women in the corporate governance bodies (2019-2021)
Table no. 39 – General personnel information (2019-2021)
|COMPOSITION of the staff|
|WOMEN IN ACEA|
|women out of the total workforce||22||23||24|
|female executives out of total executives||14||19||18|
|female managers out of total managers||31||31||33|
|female graduates out of total graduates||43||43||44|
|EDUCATION LEVEL OF THE PERSONNEL|
|high school graduates||2.275||583||2.858||2.541||643||3.184||2.546||637||3.183|
|AVERAGE STAFF AGE|
|average company age||48||45||48||48||45||47||48||45||47|
|average age of executives||53||51||53||53||51||53||53||52||53|
|average age of managers||51||49||50||51||49||50||51||49||50|
|average age of clerical workers||48||44||47||47||44||46||47||44||46|
|average age of workers||48||48||48||47||49||47||47||50||47|
|AVERAGE SENIORITY OF THE STAFF|
|average corporate seniority||17||15||17||16||14||16||16||14||16|
|average seniority of executives||17||16||17||17||16||17||17||17||17|
|average seniority of managers||20||18||19||19||18||19||19||17||19|
|average seniority of clerical workers||18||14||17||17||14||16||17||14||16|
|average seniority of workers||15||18||15||14||18||14||14||19||14|
|TYPE OF EMPLOYMENT CONTRACT|
|staff with permanent contract||4.327||1.256||5.583||4.783||1.435||6.218||4.859||1.501||6.360|
|(of which) part-time staff||26||95||121||23||102||125||20||81||101|
|staff under apprenticeship contracts||76||22||98||54||14||68||39||16||55|
Table no. 40 – Movements of personnel (2019-2021)
|INCOMING STAFF: CONTRACT TYPE|
|professional apprenticeship contracts||9||5||14||17||4||21||5||6||11|
|PERSONALE IN USCITA: MOTIVI|
|other reasons (*)||29||9||38||47||9||56||65||16||81|
|TASSI DI TURNOVER, TASSI DI INGRESSO E USCITA PER CLASSI DI ETÁ (**)|
|≤ 30 years||1,7||2,4||1,9||2,7||2,7||2,7||1,8||2,6||2|
|> 30 years and ≤ 50 years||4,7||3,7||4,5||3,8||4,1||3,9||2,5||3,6||2,8|
|> 50 years||1,9||0,4||1,5||1||0,4||0,8||0,4||0,1||0,4|
|≤ 30 years||0,2||-||0,1||0,1||0,2||0,1||0,2||0,4||0,3|
|> 30 years and ≤ 50 years||0,4||0,5||0,5||0,4||0,4||0,4||0,5||0,5||0,5|
|> 50 years||4,8||2,3||4,2||3,6||1,6||3,2||3,7||1,9||3,3|
(*) For 2021, the item includes: 16 deaths (not due to accidents at work), 57 resignations, and 8 contract expirations.
(**) 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. 41 – Age groups, employment contract length (2019-2021)
|STAFF AGE GROUPS|
|≥ 25 years and ≤ 30 years||203||80||283||302||91||393||330||105||435|
|> 30 years and ≤ 50 years||2.166||789||2.955||2.384||900||3.284||2.368||929||3.297|
|> 50 years and ≤ 60 years||1.703||374||2.077||1.822||419||2.241||1.832||426||2.258|
|> 60 years||358||43||401||398||58||456||408||68||476|
|INCOMING STAFF: AGE GROUPS|
|≤ 30 years||77||31||108||132||39||171||91||40||131|
|> 30 years and ≤ 50 years||208||48||256||188||60||248||125||55||180|
|> 50 years||83||5||88||47||6||53||22||2||24|
|OUTGOING STAFF: AGE GROUPS|
|≤ 30 years||7||0||7||6||3||9||12||6||18|
|> 30 years and ≤ 50 years||19||7||26||18||6||24||25||8||33|
|> 50 years||211||29||240||179||23||202||182||29||211|
|DURATION OF THE EMPLOYMENT CONTRACT OF THE OUTGOING STAFF|
|≤ 30 years||85||13||98||94||14||108||121||17||138|
|> 30 years and ≤ 50 years||152||23||175||109||18||127||98||26||124|