A2A Group Website


Brescia Milan Bergamo
Via Lamarmora 230 -25124 BRESCIA
Phone +39  030 35531 - Fax +39  030 3553204

How to reach it

Corso di Porta Vittoria, 4 - 20122 MILAN
Phone +39 02 77201 - Fax +39 02 77203920

How to reach it

Via Suardi 26 - 24124 BERGAMO
Phone +39 035.351.111 - Fax +39 035.246645

How to reach it


Toll free number

800 011 639
(from Monday to Friday from 8.30 to 17.00)

Customer centre
Via Lamarmora, 230
(Monday, Tuesday, Thursday 8.15 - 13.00,  14.00 - 15.30
Wednesday 8,15 - 15,30
Friday 8.15 - 13.00

Toll free number
800 199 955
(from Monday to Friday from 8.30 to 17.00)

For calls from mobile or from abroad 
02 36609191
(from Monday to Friday from 8.30 to 17.00)

DTS  (Telephone system for hearing-impaired people)
02 77203222
(from Monday to Friday from 8.30 to 17.00)

Customer centre
Via Francesco Sforza, 12
(from Monday to Friday  from 8.30 to 16.00)


Toll free number
800 012 012
(from Monday to Friday from 8.30 to 17.00)

Customer centre
Via Suardi, 26 - Bergamo
(from Monday to Friday  from 8.00 to 12.30 and from 14.00 to 16)

Direction of Communication and External Relations Investors

Phone  +39 02 77204583
Fax +39 02 77203591

Press office:

Social Responsibility
Phone +39 02 77204175 
Fax +39 02 77203535

A2A Investor Relations Team

Human Capital

 The Human Capital is the set of competencies, capacity and experience of the people and their motivation to innovate


Workers by type of employment contract      
Workers by type of employment contract
 9,614 Employees of the A2A Group at December 31, 2014 9,652 employees
of the A2A Group as at
December 31, 2015
Constant improvement of all accident rates Constant improvement of all
accident rates
139,559 hours of training in 2015, for an average of 14.5 hours per person 139,559 hours of training
in 2015, for an average 
of 14.5 hours per person
Personnel by workplace  
Personnel by workplace  New people strategy for projects: for a more entrepreneurial managerial culture New people strategy
for projects: for a more
entrepreneurial managerial
New generations: 57% of new permanent employees are aged under 30 New generations:
57% of new permanent
employees are aged under 30




Material issues Management method 2015 actions 2016 - 2020 Sustainability
Plan actions
Employment IlThe Group undertakes to guarantee both the maintenance of suitable employment levels and the monitoring of essential competences for the business, through infra group development routes and territorial relocation initiatives that guarantee diversified management policies of business needs. • Employer branding
• Generational handover
• Reorganisation of BU workforces
• Maintenance of current hours of training per person to 2020, with:
- 100% of employees involved in sustainability matters
- 100% of employees involved in training on the new Group Code of Ethics including sensitisation to the culture of integrity
• Maintenance of average levels of approval of the teaching/training hours at least equal to 5 (scale from 1 to 7)
Industrial relations Industrial relations govern the contract (collective) of labor relations through negotiations conducted in association locations where the Group is a member and/or company headquarters. The subject contributes to a positive model of the social system of the company. • Agreement on electricity generation
• Agreement on the new methods of offering the meal replacement service
100% of employees involved in listening survey
Health and safety IlThe Group operates in a heterogeneous business context characterised by a strong interaction with a technological component and the presence of staff on the territory and plants, and it is for this reason that accident prevention and the prevention of occupational diseases remains a key objective. Reducing the number of accidents means improving the working environment and reducing staff absences, therefore, reducing costs and ensuring greater continuity in the production processes. • Continuous update of the Safety Management system
• Constant internal and external training
• LIHS project
Reduce of 25% the weighted accident rate (frequency index × severity index) with respect to the average for 2013-2015
Personnel development and management The Group strives constantly to develop professional growth objectives, acknowledging merits and thresholds reached. The Human Resource development processes are accompanied by communication initiatives that enable the activities to be supported and their implementation facilitated, also encouraging the sharing of goals and staff involvement. • New organisational model
• Development of a managerial culture
• Futura2a project
• Develop 15 new change management projects
• 100% of graduates aged under 35 (as at 2015) subject to job rotation
• 100% of managers with Sustainability MBO
• 100% of employees, subject to performance management, assessed on CSR parameters
Corporate welfare and diversity management The corporate welfare policy aims to improve the conciliation of life and work and seeks to increase the sense of belonging to the Group. A2A is involved on a daily basis in the development of Diversity & Inclusion projects to promote the change towards a new business culture, mainly based on issues of “gender balance”. • Melograno project
• Company daycare centre
• Public transport
• Social-psychological
assistance service
• 20% of employees involved in smart working projects, for the roles where it is applicable, in a systematic manner
• 100% of employees involved in welfare and diversity initiatives


Update at Thu, 11 Aug 2016 16:28