Discover the Acea Group online 2019 Sustainability Report
In 2019 there were 5,716 people in the workforce of the Companies in the reporting scope94, also extended to Gori.
TABLE NO. 36 – CHANGES IN EMPLOYEES BY MACRO SEGMENT (2017-2019)
|BUSINESS AREA||2017 |
(no. of employees)
(no. of employees)
(no. of employees)
|Commercial and Trading||437||443||437|
|Corporate (Acea SpA)||594||656||665|
(*) The three-year data of the Water segment include Acea Elabori, organizationally in the Engineering and services area, in view of the services provided to the sector (270 people in 2017, 237 in 2018, 262 in 2019). Moreover, the 2019 areas also include 922 people from Gori.
The Water and Energy Infrastructure industrial segments have the highest numbers, respectively 52% and 24% of the total, in line with the weight of the two businesses in the Group’s operations.
COMPOSITION AND TURNOVER
The Human Resources Management Department of Acea SpA handles the administrative management of the personnel employed by the subsidiaries on their behalf 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, etc.
The increase in the 2019 workforce – 5,716 people compared to 4,742 in 2018 – is mainly due to the inclusion of Gori in the reporting scope (with 922 employees). Looking at the overall composition there is a marked male presence, equal to 78% of the total, an increase of two percentage points compared to the previous two years (76%). The figure reflects the presence of technical- specialistic and operating skills that to date have mainly been offered by men.
2019 staffing levels and age structure are in line with previous years. The professional structure is stable and consists of 60% office staff, 31% workers, 8% managers and 1% executives. The distribution by age groups is characterized for 60% of the workforce by people over 45 years of age, while those belonging to younger age groups – between 30 and 45 and under 30 – represent respectively 35% and 5% of the workforce.
With regard to the level of education, we confirm the slight yet steady increase of university graduated, who rise to 23% of the total (22% in 2018) and the stability of diploma holders, whose percentage remains around 50% (for the above data see chart no. 34 and table no. 37).
CHART NO. 34 – COMPOSITION OF THE STAFF: GENDER, AGE AND CATEGORY (2019)
98% of the workforce – 5,583 people – are employed with a permanent contract (97% in 2018). The length of the employment relationship indicates the stability of employment: 64% of the people who left during the year worked for the Group for 30 to 50 years and 36% up to 30 years (see chart no. 35 and tables no. 37 and 39).
CHART NO. 35 – CONTRACT TYPES AND LENGTH OF THE EMPLOYMENT RELATIONSHIP (2019)
In 2019, 452 people (368 men and 84 women) were hired, 90% with a permanent contract: 245 hires from the external labour market, 106 stabilisations (of which 30 young people have completed internships in the company), 87 internalisations and 14 apprenticeships (see chart no. 36 and table no. 39). 24% of the incoming staff are 30 years old or younger.
Il 24% del personale in entrata ha al massimo 30 anni.
CHART NO. 36 – TYPES OF ENTRIES AND AGE OF THE STAFF (2019)
There were 273 people who left the company during the year (237 men and 36 women): 169 with a form of voluntary and incentivized early retirement, 53 as part of voluntary redundancy plans, with the agreed and incentivized termination of the employment contract, 28 resigned, 10 dismissed and another 10 for different reasons (see chart no. 37 and tables no. 39 and 40). 88% of the outgoing staff was over 50 years of age.
CHART NO. 37 – TYPES OF EXIT AND AGE OF THE STAFF (2019)
In 2019 the rate of turnover was 12.7% (13.7% for men and 9.3% for women), the incoming rate was 7.9% (8.3% for men and 6.5% for women) and the outgoing rate was 4.8% (5.3% for men and 2.8% for women) (see table no. 38).
WOMEN IN ACEA
Women working in Acea increased to 1,286 (1,154 in 2018) although the proportion of women in the total workforce decreased to 22% (24% in 2018).
The share of executives in the category (11 out of 81) decreased by about three percentage points compared to 2018 and is equal to 14% of the total, while the ratio of women among managers remained stable (137 out of 448, equal to approximately 31%) (chart no. 38). The percentage of graduates also decreased (567 out of 1,286), equal to 40% (44% in 2018).
CHART NO. 38 – THE DISTRIBUTION OF THE STAFF FROM A GENDER PERSPECTIVE (2019)
In the corporate governance of the reporting companies (Boards of Directors, Boards of Statutory Auditors and Supervisory Bodies), 52 women are operational, 33.5% of the total number of members (in 2018, women in the governance bodies in the same scope totalled 48, equal to 34%).
In the Parent Company, the percentage of women on the Board of Directors is 55.6% (5 women out of 9 members) and on the Board of Statutory Auditors it reached 66.7% (2 women out of 3 members), above the quotas required by law (Law no. 120/2011). We also report that every internal board committee includes one or more women, and that 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 NO. 39 – PRESENCE OF WOMEN IN THE CORPORATE GOVERNANCE BODIES (2017-2019)
TABLE NO. 37 – GENERAL DATA ON PERSONNEL (2017-2019)
|COMPOSITION OF THE STAFF|
|WOMEN IN ACEA|
|women out of the total workforce||24||24||22|
|female executives out of total executives||18||17||14|
|female managers out of total managers||31||31||31|
|female graduates out of total graduates||45||44||43|
|LEVEL OF EDUCATION OF THE STAFF|
|high school graduates||1,790||536||2,326||1,816||537||2,353||2,275||583||2,858|
|AVERAGE STAFF AGE|
|average corporate seniority||49||45||48||49||45||48||48||45||48|
|average seniority of executives||54||51||54||54||52||54||53||51||53|
|average seniority of managers||51||49||50||51||49||50||51||49||50|
|average seniority of clerical workers||48||44||47||48||45||47||48||44||47|
|average seniority of workers||48||50||48||48||51||48||48||48||48|
|AVERAGE SENIORITY OF THE STAFF|
|average corporate seniority||19||15||18||19||15||18||17||15||17|
|average seniority of executives||19||19||19||17||19||18||17||16||17|
|average seniority of managers||21||18||20||21||19||20||20||18||19|
|average seniority of clerical workers||20||15||18||20||15||18||18||14||17|
|average seniority of workers||17||28||17||17||29||17||15||18||15|
|TYPE OF EMPLOYMENT CONTRACT|
|staff with permanent contract||3,456||1,071||4,527||3,476||1,105||4,581||4,327||1,256||5,583|
|(of which) part-time staff||27||99||126||25||95||120||26||95||121|
|staff under apprenticeship contracts||34||4||38||68||16||84||76||22||98|
(*) The 922 employees of Gori are also included in 2019 as the Company entered the NFS reporting scope from this year.
TABLE NO. 38 – MOVEMENTS OF PERSONNEL (2017-2019)
|INCOMING STAFF: CONTRACT TYPE|
|professional apprenticeship contracts||11||1||12||41||11||52||9||5||14|
|OUTGOING STAFF: REASONS|
|other reasons (*)||24||9||33||28||13||41||29||9||38|
|TURNOVER RATES, ENTRY AND EXIT RATES BY AGE GROUP|
|≤ 30 years||-||-||1.5||-||-||2.2||1.7||2.4||1.9|
|> 30 years and ≤ 50 years||-||-||2.6||-||-||1.9||4.7||3.7||4,5|
|> 50 years||-||-||0.3||-||-||0.3||1.9||0.4||1.5|
|≤ 30 years||-||-||0.1||-||-||0.3||0.2||-||0.1|
|> 30 years and ≤ 50 years||-||-||0.5||-||-||0.4||0.4||0.5||0.5|
(*) In 2019 the item includes: 7 deaths, 28 resignations, 2 disabilities, 2 contract expiries.
(**) 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. 39 – AGE GROUPS, EMPLOYMENT CONTRACT LENGTH (2017-2019)
|STAFF AGE GROUPS|
|≤ 25 years and ≤ 30 years||129||65||194||169||70||239||203||80||283|
|> 30 years and ≤ 50 years||1,744||724||2,468||1,688||704||2,392||2,166||789||2,955|
|> 50 years and ≤ 60 years||1,370||308||1,678||1,387||337||1,724||1,703||374||2,077|
|> 60 years||316||36||352||344||43||387||358||43||401|
|INCOMING STAFF: AGE GROUPS|
|≤ 30 years||43||26||69||78||25||103||77||31||108|
|> 30 years and ≤ 50 years||74||51||125||67||24||91||208||48||256|
|> 50 years||11||2||13||13||1||14||83||5||88|
|OUTGOING STAFF: AGE GROUPS|
|≤ 30 years||5||2||7||7||6||13||7||0||7|
|> 30 years and ≤ 50 years||18||4||22||14||5||19||19||7||26|
|> 50 years||61||7||68||107||19||126||211||29||240|
|DURATION OF THE EMPLOYMENT CONTRACT OF THE OUTGOING STAFF|
|≤ 30 years||57||7||64||49||16||55||85||13||98|
|> 30 years and ≤ 50 years||27||6||33||79||14||93||152||23||175|
94 This chapter illustrates the data of the companies consolidated using the line-by-line method suitable for representing the operations of the Group (see Disclosing sustainability: methodological note): Acea SpA, Acea Ambiente, Aquaser, Acea Energia, Acea8cento, Areti, Acea Produzione, Ecogena, Acea Ato 2, Acea Ato 5, Gesesa, Acea Elabori and Gori (with the exception of the section entitled Hours worked, remuneration and pension funds, which does not include data relating to the latter Company). The total workforce, for all the Companies within the consolidation, was 7,576 during the year (6,534 in 2018).