At 31 December 2021, there was an A2A Group workforce of 12,370 people (+8% compared with 2020), including 2,259 women and 1,337 under the age of 30. A steady working relationship remains a Group prerogative: 96.6% of employees have a permanent contract.
In order to ensure the safety of our personnel during the pandemic and, at the same time, guarantee the continuation of their activities, we boosted the digital transformation process, taking advantage of smartworking as a great opportunity and involving 4,900 people during the year.
This process also involved an activity of digital inclusion of operational staff, providing a digital A2A identity for over 4,000 people (initially even without just a corporate e-mail address).
Employees involved in training on sustainability and SDGs (% out of total)
Women in positions of responsibility (% out of total in such positions)
Injury frequency rate (IF)
With reference to the implementation of measures to promote gender equality in treatment and opportunity throughout the entire corporate organization, we have, for many years, been taking concrete action to foster gender inclusion. Our commitment was actualized in late 2021 with the signing of Women’s Empowerment Principles, a statement of planned commitment in seven principles defined by the UN Global Compact and UN Women to promote female employment and gender equality as a factor of innovation and growth for companies. Furthermore, the chief executive has signed up to the G20 EMPOWER Advocates - Valore D network, a global grouping of CEOs with a frontline commitment to the promotion of diversity and female talent in the workplace.
In 2021, to back up the Group’s commitment to promoting an increasingly inclusive working environment free of stereotypes, we launched a call to action for the creation of a working group dedicated to D&I issues with the aim of defining strategy, objectives and initiatives in the spheres of Culture, Generations, Sexual orientation and gender identity, Disability. The working group is made up of over 60 colleagues, men and women, with different backgrounds, levels of seniority, skills and company roles, headed for each issue by an HR member of staff and a sponsor identified in the management committee.