Innovative welfare policies for the promotion of gender equality and the fostering of skills
Developing innovative welfare policies, also to promote gender equality, and fostering skills through a generational bridge that enables the transfer of knowledge and experience between younger and older members of the population.
We have done and achieved a great deal in the sphere of welfare, diversity and equal opportunities.
- Sustainability plan
- 2023 Performance
Sustainability plan
Welfare, diversity and equal opportunities
| KPI | 2023 | 2026 | 2030 | 2035 |
|---|---|---|---|---|
| Gender pay gap |
0.8% |
<1% |
<1% |
<1% |
| Women in positions of responsibility (% of such positions) | 24.4% | 28% | 35% | 40% |
| Disabled employees involved in specific support/inclusion projects (% of protected status employees) | 39% | 80% | 100% | 100% |
2023 figures are the baseline against which the 24-35 Plan had been calculated. Starting from 2025, annual performances will be compared to the targets to assess wether the Group is on track of the targets themselves.
2023 Performance
33.92%
Women promoted during the year (out of total promotions)
25.18%
Women in managerial positions
27.64%
Women in ICT roles
52.12%
Women in entry-level positions (out of total entry-level positions) under 28
Actions 2023
- Demonstrating the Group's commitment to promoting an increasingly inclusive and stereotype-free work environment, A2A continued for the third consecutive year with the activities of the Inclusion Team, a working group dedicated to DE&I issues in the areas of Culture, Gender, Generations, Disability, Sexual Orientation and Gender Identity.
- During 2023, the training course “Being a Life Company: Diversity, Equity, and Inclusion in A2A” was launched to further address the main themes/topics, such as: DE&I Declaration of Commitment, Bias and Stereotypes, Harassment and Ethical Principles.
- For the second consecutive year A2A walked alongside the Parks Liberi e Uguali association as a partner in Milan Pride, and for the first year also took part in Brescia Pride.
- A cross-functional working group was formed to monitor and remove the gender pay gap by 2026.
- In addition, A2A also joined “Elis Business School System” in 2023-2024 to support young people against gender stereotypes and continued its “New Energies” Project aimed at facilitating the involvement of people with disabilities in company projects.
- In 2023, “gender-free bathrooms” were introduced at 4 company branches which are accessible to everyone, and to anyone who does not identify with these two simple words.
| Year | Men | Women | Total |
|---|---|---|---|
| 2021 | 1,026 | 322 | 1,348 |
| 2022 | 1,141 | 315 | 1,456 |
| 2023 | 1,201 | 318 | 1,519 |
Actions following industrial plan
Launch of the A2A Life Caring project amounting to €10 million per year for a total investment of €120 million thru to 2023 to support parents and a family-work balance.
- In the area of the gender pay gap, a cross-functional working group has been set up to monitor and close the gender pay gap by 2026.
- A Social Transition Policy is being developed
