Discover the Acea Group online 2020 Sustainability Report




In 2020, there were 6,374 people in the workforce of the Companies within the reporting scope. The chapter illustrates the data for Companies within the NFD scope (see Disclosing sustainability: Methodological Note), with the exception of Acea Innovation and Acea Sun Capital, which have staff seconded from other Group companies or do not have staff. The total workforce, for all the Companies within the consolidation, was 7,650 during the year (7,576 in 2019).

Main objectives of the Strategic Plan

  • Professional enhancement, training and development of skills
  • Involving people in the Group’s
  • Organisational inclusion and wellbeing
  • Health and safety at workplace for Group workers
  • Staff composition
  • Labour-management Relations
  • health and safety
  • Human capital and communications
  • Training and development

Our projects

Welfare initiatives during the pandemic

In 2020, Acea rolled out multiple corporate welfare initiatives for the benefit of employees and their families in response to the pandemic crisis, especially in the lockdown phase.
In particular, the Company offered:

  • the remote individual psychological support service, in collaboration with Acea’s ACLI (Associazioni Cristiane Lavoratori Italiani) and a professional psychotherapist, to help employees cope with the hardships caused by the pandemic (isolation, fragility, etc.);
  • the collective psychological support service, through 3 webinars, attended by a total of 1,000 people, aimed at providing employees and their families with tools and advice on how to deal with the pandemic with courage and how to transform limitations into resources, particularly with regard to the adoption of new lifestyles and work;
  • the "Gympass insieme per il benessere" [Gympass together for wellbeing] wellness programme, which encourages the adoption of a healthy and active lifestyle, thanks to the Gympass platform for pursuing numerous activities in gyms and sports facilities and participating in several live streaming courses;
  • the "I Venerdi del Benessere" [Wellness Fridays] programme was launched on World Food Day in association with the HR Community to promote healthy lifestyles, sharing the importance of prevention and healthy eating;
  • actions in support of parenting, with new flexible working hours, leave and initiatives aiming towards a better balance between work and childcare, such as the high educational value interdisciplinary digital workshops “My Family Club Acea” and “Back to School”. In December, Acea organised the "Acea e Fondazione Gemelli" webinar on Covid-19 in collaboration with Gemelli Foundation, which was meant for employees. The main pandemic data of the year were illustrated and questions could be asked to medical experts, as part of this effort.

Finally, Acea conducted an internal survey on the staff’s views regarding the organisational and work-life balance solutions adopted in the emergency period and regarding the measures to be implemented subsequently (see also the chapter The development of people and communication).

Measures taken by Acea to contain the spread of Covid-19

To cope with the Covid-19 pandemic emergency, starting in February the Acea Group has rolled out several prevention and protection measures to manage the risk of contagion. In particular, the Company has:

  • had Circulars, Internal Guidelines, and specific Health Protocols drawn up by the Competent Doctors as well as the Protocol for the Management of Covid-19 cases in the Company, in order to ensure that the response to the emergency is effective and coordinated;
  • revised the Risk Assessment Document, to include the new assessment of the biological risk related to the SARS-CoV-2 virus, and of the emergency plans, prepared measures for prevention and protection from contagion and shared information on the correct behaviour to adopt to prevent contagion;
  • organised screening campaigns for employees and the staff of contractors;
  • intensified the cleaning, sanitising and sterilising of workplaces, scheduled periodic sanitisation activities as an additional preventive measure and installed hand sanitisation devices;
  • installed thermo scanners for measuring body temperature at the entrances to the premises;
  • applied antimicrobial films on lift buttons, food and drink dispensers, bathroom handles and staircase handrails, and multi-layer antibacterial entrance mats on which to wipe shoe soles at the entrances.

Training paths in Covid-19 times: Smart Workers and Smart Managers

The respective objectives of the "Smart Workers" and "Smart Managers" courses was to steer employees towards the achievement of corporate objectives in the new digital and virtual working environment, sharing mindsets and behaviours oriented towards the development of flexibility, responsibility and autonomy, and to guide managers towards the adoption of adaptive leadership and the promotion of a model of relations with staff based on trust and empowerment in a smart, digital and virtual context.

The "Smart Worker" pathway was organised in 3 sessions including 5 thematic webinars, taught to a total of 593 participants over 3,689 hours; the "Smart Workers" pathway included 4 training sessions, involving a total of 173 participants taught over 590 hours.