Diversity, Equity, Inclusion & Belonging

We are committed to promoting a greater awareness about issues concerning diversity, equity, inclusion and belonging, as well as to preventing and combatting any form of discrimination.

A diverse group of professionals actively participating in a collaborative session, raising their hands to engage. The bright environment and enthusiasm of the participants reflect the values of inclusion, diversity, and collaboration promoted by Acea. A diverse group of professionals actively participating in a collaborative session, raising their hands to engage. The bright environment and enthusiasm of the participants reflect the values of inclusion, diversity, and collaboration promoted by Acea.

Our strategic view of Diversity, Equity & Inclusion

 

We consider the valorisation of Diversity, Equity & Inclusion to be a strategic lever for our business and a fundamental instrument at the service of people’s wellbeing.

 

We are actively committed to integrating Diversity, Equity & Inclusion into business management, via practical actions aimed at creating an inclusive work environment based on dialogue, respect and the valorisation of each person. Moreover, we promote values inspired by principles of equal opportunity, ethics, competence and merit.

 

Our objectives and lines of intervention

 

In 2025 we renewed our Annual Diversity, Equity, Inclusion & Belonging Plan, by defining action plans addressed both internally, dedicated to our personnel, and externally with interventions for the local community. The issues are also included in our 2024-2028 Sustainability Plan, under the strategic goal “Centrality of people”

Lines of intervetion and targets for 2028

Gender parity

 

 

Target for 2028:

  • 32.6 % female managers (executives and supervisors)

Enhancement of D&I culture

 

 

Target for 2028:

  • One campaign and one event per year involving 75% of employees

Head office accessibility and inclusivity 

 

Target for 2028:

  • Removal of architectural barriers

  • «No gender» sanitary facilities

Read more about our strategy

Our 6 areas of commitment

 

We field our commitment in Diversity, Equity, Inclusion & Belonging with practical actions aimed at preventing, identifying and combatting discrimination, focusing above all on six areas of intervention, such as: family and interpersonal relationships; generational dialogue; gender equality and professional valorisation; differentiated abilities; multiculturality; gender identity and sexual orientation.

We support employees in their roles as parent, caregiver and in any relationships with persons bound by cohabitation or kinship. 

We enhance the growth and success of the Group via initiatives aimed at promoting and developing the generational difference.

We create an inclusive work environment, where men and women have the same opportunities for professional growth and development.

We are committed to ensuring, for all our people, greater work-related involvement and participation in a state of wellbeing.

We facilitate the overcoming of prejudice and stereotypes and encourage inclusion within the work environment.

We encourage the use of inclusive language and behaviours within a work environment free of stereotypes, discrimination and verbal and non-verbal harassment.

Our numbers

46 %

Women on the Acea Board of Directors

1,898

Female workers in Acea (with an increase compared to 1,628 in 2023), corresponding to 22% of total headcount.

30 .17%

Percentage of female managers (executives and supervisors) out of total management

26 %

Female employees in top management positions

 

 

*Data as at 31 December 2024 

Governance for diversity and inclusion

 

Within the framework of corporate bodies, the Ethics, Sustainability and Inclusion Committee has, inter alia, the task of promoting a diversity valorisation culture, avoiding and combatting all forms of discrimination, with a view to supporting the adoption of a diversified approach to people management, disseminating sensitivity and awareness about the value of differences at all levels of the organisation. 

 

In 2022 we set up the Diversity, Equity & Inclusion Committee, whose task is to ensure the application of the Diversity, Equity, Inclusion & Belonging Policy, promote a culture oriented towards the enhancement of Diversity, Equity, Inclusion & Belonging, and foster an inclusive and plural work enviroment. The Committee also appointed a Diversity, Equity, Inclusion & Belonging Manager, who is responsible for coordinating activities for the preparation and monitoring of the initiatives operational plan.

Diversity, Equity, Inclusion & Belonging Policy

Download the document

“Acea is a company that works for the common good: we manage fundamental resources such as water, energy and environmental services. And precisely because we operate at the service of people and the community, we cannot prescind from a vision that focuses on people – all people. This applies inside and outside our organisation.”



Beatrice Lanciotti,
Acea Group Diversity, Equity, Inclusion & Belonging Manager

Tools used within the company 

 

Our goals are to promote an inclusive corporate culture, guarantee equal opportunities and valorise diversity and, with this in mind, we have defined internal guidelines and responsibilities, ensuring the implementation of concrete actions and constant monitoring of improvements and results.

In June 2025 the Board of Directors approved a DEIB Policy defining the values, tools and actions in these areas. The document explains how such principles are applied throughout the employee’s working life, via the adoption of measures aimed at guaranteeing the observance of Diversity principles. Additionally, a Committee is active, serving as the Group’s technical advisory body and being composed of company management. Its purpose is to guide the process of developing and disseminating the culture of inclusion by defining the necessary actions to create an environment where group and individual differences are not a source of discrimination. At the same time, a Diversity, Equity, Inclusion & Belonging Manager was appointed. 

The company and the trade unions have signed a protocol that outlines a renewed model of industrial relations based on an even more participatory and integrated interlocution, with the aim of strengthening labour relations, enhancing engagement and putting people at the centre.

The Acea Group has published its Manifesto for Equality, based on principles of Diversity, Equity and Inclusion. The document lists and examines four different areas: family, the LGBTQIA+ community, gender parity and combatting ageism.

The Group participates in analyses, studies, and periodic research promoted by specialized external companies, with the aim of testifying and strengthening its commitment to promoting inclusion policies by developing transparent policies aimed at ensuring a work environment that respects equal opportunities.

A “Protection, Inclusion, promotion of diversity and workers’ wellbeing” procedure has been in force for the whole Group since 2018. 

Once a year, Acea prepares a Diversity, Equity, Inclusion & Belonging Plan setting out the objectives and related projects in the fields of both DE&I and corporate wellbeing, in order to outline the best relationship between sustainability policies and human capital, with the aim of enhancing the ability of the same to evolve and adapt to the new challenges.

Acea’s Community Inclusion refers to a Group community whose purpose is to valorise the DE&I culture, with the participation of 104 “Champions” originating from 14 Group companies located in Italy. The Champions, who applied on a voluntary basis, have the task of promoting the DE&I culture, sharing needs, planning ideas and implementing dedicated initiatives.

In November 2023, Acea signed the Code for Responsible Companies to Support Natality, promoted by the Ministry for the Family, Natality and Equal Opportunities. The areas of intervention include: career continuity for mothers, healthcare prevention and treatment needs, balancing of work times and methods with private life, assistance with expenses pertaining to children’s care and education.

Our principles

 

To ensure the consistency of the Acea Group’s commitment at every organizational level, four principles on which the policy is based have been identified:

Diversity


It fosters dialogue and acceptance among people from different cultures, social backgrounds, and generations, with diverse skills and experiences.

Equity


It encourages people to express their full potential. Equity means having access to the same opportunities, while acknowledging that individuals start from different bases and may need different support to achieve the same goal.

 

Inclusion


It ensures that every employee feels included and free to express their uniqueness, with the necessary tools available to fully reach their potential.  

Belonging


It promotes the Group’s strategic, industrial, and operational values and goals, so that they can be fully recognized and achieved with the specific contribution of each person.

Our projects

 

With a view to raising our people’s awareness about Diversity, Equity & Inclusion and encouraging them to become promoters of an inclusive environment, we have activated numerous projects. We worked on a practical level, by recruiting for example via internal communications and also organising training activities and events.

In all internal and external hiring processes, we guarantee the observance of inclusion, equity and diversity valorisation principles during each phase of selection. We actively participate in career counselling and selection events, to facilitate a fair and inclusive participation in the labour market, enhancing the individuality of each person involved in the hiring process.  

 

→ We attend Career days dedicated to specific targets, with particular interest in topics concerning Diversity, STEM, etc…

We develop internal and external communications initiatives, training courses, events and webinars with a view to informing and raising the awareness of the Group’s people and external stakeholders. For this purpose, we have carried out various projects associated with issues concerning gender stereotypes, female empowerment, intergenerational discussions. 

 

→ During 2024 the Group organised a course dedicated to mental wellbeing issues in collaboration with Unobravo, the largest online psychology service in Italy. The topics explored included: the concept of wellbeing, stress and time management, how to regain balance after burnout and dealing with conflicting emotions during the Christmas period.

On the company intranet, the section Diversity, Equity, Inclusion and Belonging offers our people easy access to documents and information on these matters. A direct communications channel is also available, dedicated to Diversity, Equity, Inclusion & Belonging, via which we give space to individual voices, disseminate initiatives and information and gather requests and proposals.

 

Study project on the initiatives that promote and enhance dialogue among all the generations present within the Group, conducted in collaboration with the Sapienza University and Kapunson. The project aims to create a work environment where generational diversity is not only recognized but also valued through a structured, measurable, and impact-oriented approach.

 

Promotion of a path aimed at the adoption of a broad language on the entries of the DEIB Glossary, which provides for in-depth activities and involves all the people of the Acea Group.

 

→ On 25 November 2024 we supported the International Day for the elimination of violence against women, organising a new session of the women’s self-defence course, for Acea’s female employees and their daughters, such events being repeated regularly throughout the year. In the evening, special illuminations covered the Palazzo Senatorio, the Lazio Regional Headquarters and Rome’s Police Headquarters.

 

→ On the occasion of 25 November, the International Day for the Elimination of Violence against Women, we organise a women’s self-defence course for Acea’s female employees, with sessions held regularly throughout the year. 

 

 

→ Women’s empowerment programmes aimed at further developing an inclusive corporate culture and continuing to counter gender bias by fostering the development of fair and diverse leadership.  

 

 

→ Webinars to raise awareness on DEIB areas of intervention.  

To understand the real needs of our people and internal requirements, we activate tools and moments of listening and collection of specific feedback. For this purpose, performance indicators have been developed on diversity variables, which enable us to both constantly monitor the effectiveness of the initiatives promoted and take a snapshot of the phenomena and trends associated with DE&I issues in relation to the stages of people’s professional lives. 

Our certifications and recognitions

Gender equality certification

(UNI/PdR 125:2022)    

In 2025 Acea confirmed UNI/PdR 125:2022 Certification on gender equality, already obtained in 2022/23. This is the only national standard on the matter of equal opportunities and sets out guidelines for reducing the gender gap insofar as concerns growth opportunities, equal pay, parental protection and work-life balance. The certification is also extended to Acea Ambiente, areti, Acea Ato 2, Acea Energia and Acea Infrastructure.

Top Employers Italy Certification    

In 2025, for the fourth consecutive year, the Acea Group obtained Top Employers Italy Certification, also in view of its tangible adoption of HR practices with regard to DE&I

Valore D network   

In June 2024 Acea joined Valore D, the network of over 370 companies which since 2009 are committed to promoting a culture of inclusion and to addressing the subject of gender balance via the exchange of best practices and an ongoing dialogue between associates.

Europe's Diversity Leaders 2024   

The Financial Times and Statista have included Acea in the Europe's Diversity Leaders 2024 ranking (based on 2023 data), which selects 850 European companies that demonstrate leadership in diversity and inclusion.