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SDG 8: Decent work and economic growth

Sustainable Development Goal

Promote inclusive and sustainable economic growth, employment and decent work for all

Policy and sustainability plan

Circular economy


Smart Solution

People innovation


Risk management

To verify that the system used to identify, manage and prevent business risks adequately covers sustainability risks (and, in particular, social-environmental risks), also in organisational terms

KPI 2018 2019 2024 plan objective
Specific Risk Intelligence system for ESG risks (progress) ongoing ongoing Finalize at 2022

Disadvantaged groups

Promote beneficial tariffs or other solutions for users in difficulty (e.g. Banco dell’Energia)

KPI 2018 2019 2024 plan objective
Funds collected by Banco dell’Energia (M€/year) 1 1 1 (to 2020)

Responsible procurement

Develop initiatives aiming to spread the culture of health and safety at work amongst contractors and other suppliers.
Develop Green Procurement policies

KPI 2018 2019 2024 plan objective
Value of orders assigned to certified suppliers(% of total) 80% 83% > 80%
Qualified suppliers activated with order with sustainability requirements (% of total) 54% 58% > 50%
Incidence of sustainability criteria in the vendor rating process (% indicators of total) 2% 2% 12%
Inspection visits to sites (number of visits/ year minimum) 1,682 2,453 2,500

Health and safety

Consolidate the training and prevention plan to reduce injuries and develop new initiatives for worker health and safety

KPI 2018 2019 2024 plan objective
Weighted injury index (frequency index x severity index) 20.70 15.30 14.00


Add sustainability objectives to the MbO sheets (correlation between Management remuneration and Sustainability KPIs)

KPI 2018 2019 2024 plan objective
Executives with Sustainability MbO (% of total) 94% 95% 100% (at 2020)
Sustainability MbO weight (% of total) 6% 7% 10%


Implement training routes aimed at optimising and requalifying competences and professional development (including on matters such as sustainability, anti-corruption and human rights)

KPI 2018 2019 2024 plan objective
Employees involved in training on the Code of Ethics - cumulative value (% of total) 77% 87% 100% (at 2022)
Average level of approval of training (Scale 1-7) 6 6 > 5

Change management

Develop change management projects to improve the organisational culture

KPI 2018 2019 2024 plan objective
Employees involved in at least one change management project (% of total clerical) 100% 100% 100%/year (employees)
Young Talent employees involved in engagement and retention initiatives (% of total) 100% 100% 100%/year

Internal engagement

Develop a systematic listening system to employees, promoting dialogue and collaboration

KPI 2018 2019 2024 plan objective
Employees involved in listening surveys (% of total clerical) 100% 100% 100%/year

Welfare, diversity and equal opportunities

Develop innovative welfare policies, also in connection with the promotion of gender equality, and optimise competences through a generational bridge that allows for the transfer of knowledge and experience between the junior and senior populations

KPI 2018 2019 2024 plan objective
Definition for all roles, of levels, expected technical skills by level and related correlation to people (% of total mapped)   New 100% (at 2021)
Involvement of disabled employees in the plan to enhance their skills (% disabled employees Group)   New 50%
Employees involved in Smart Working (% of total clerical) 18% 18% 25%

Performance 2019


risk scenarios of A2A Group, classified in according to the TCFD’s indications

> 80%

of material sustainability issues are linked to one or more risks identified in  Enterprise Risk management


of the Group employees were trained on  the Code of Ethics



  • Created the “Open HSE” platform, a new tool that allows to all A2A Group’s employees to kept up to date on the impact that HSE – Environmental – Health and Safety issues have on their business and activities
  • Integration process of the TCFD (Task Force on Climate Related Financial Disclosure) guidelines
  • Carried out the mapping of the risks and opportunities connected to the topics in the Group's materiality matrix
  • Developing of “weather derivatives” project for the mitigation of climate change risk, that correlate volumes sold and day degrees
  • Definition of an Energy Risk Policy that regulates the possible change in the price of this and all energy commodities

Performance 2019


people supported by the projects of the first “Doniamo Energia” call for proposals

Banco dell'Energia


  • In 2019 was the continuation and near completion of the 15 projects that won the first edition of the “Doniamo Energia”, with the aim of assisting families in vulnerable social and economic positions throughout Lombardy
  • At the same time, the 16 projects of the entities awarded the second edition of the call for proposals were launched, again for a total of two million euro, with the same aims as the previous edition, in collaboration with Cariplo Foundation
  • Banco dell'energia has also been called to be part of the scientific committee of the ASSIST project (Support Network for Household Energy Saving), an initiative promoted by the European Commission and coordinated by Italy (AISFOR, RSE and Acquirente Unico) to support vulnerable consumers

Performance 2019


billion euro orders to suppliers, of which 96% for italian suppliers



of orders to suppliers with at least 1 certification



suppliers have used the Fast2Innovation process




were evalueted on social issues


were evalueted on environmental issues


inspections on sites carried out, of which 98% compliant

Qualified A2A Group suppliers by certification held


  • New supplier qualification questionnaire, with particular attention to sustainability requirements
  • Implemented the new purchasing process “Fast2Innovation”
  • Introduction of the Integrity Risk Rating, which assesses reputational risks of the suppliers and each supplier is required to subscribe the Integrity Agreement
  • New vendor rating and consequence management process
  • Carried out inspections on 74 contractors and 27 subcontractors

Performance 2019


accident frequency index, equal to 24.95


accident severity index, equal to 0.61

Accident indices


  • The “475 giorni” docufilm has been relized to raise awareness of employees on correct behavior to adopt • Realization of training programs through the use of augmented reality
  • Introduced the use of drones to verify "confined spaces"
  • A2A receives the "Workplace Health Promotion" – regional network award
  • Awareness campaign "Safety stems from thought: choose a happy ending, report!" on the need to report situations of potential health and safety risk
  • Established the “Safety Monday”, which saw the making of 3 video pills dedicated to: the use of the seat belts, the perception of risk and the distraction behind the wheel

Performance 2019


sustainability KPIs monitored within the Plan



of managers involved in the MbO system



of middle managers involved in the MbO system



of employees involved in the MbO system


at least one sustainability objective in 100% of the managers' MbO


meetings of the Sustainability and Territory Committee


  • The new 2020-2024 Sustainability Plan has been defined, integrated with the Strategic Plan
  • Correlation between remuneration of Management and Sustainability KPIs
  • Approved by the Board of Directors the materiality matrix for 2019
  • Made an Induction session on sustainability issues to Board of Directors

Performance 2019


of the workforce was involved in training sessions on the Code of Ethics and the Legislative Decree no. 231/01



total hours of training sessions on the Code of Ethics and the Legislative Decree no. 231/01



consolidated companies adopted their own Organization, Management and Control Models in accordance with Legislative Decree 231/01



sites are EMAS registered


Group companies are ISO 14001 certified


sites are ISO 50001 (energy efficiency) certified



  • Launched a program to raise awareness of issue of compliance culture, called “i-comply”
  • As part of the procedure relating to International Trade Compliance, extended in 2019 also to the LGH Group, A2A has adopted an IT tool for the automatic daily verification of relevant counterparties
  • In 2019, updating of the “Anti-Corruption Policy of the A2A Group”
  • The Group has launched a preliminary assessment with the aim of analyzing the existing Data Privacy governance model to defining the priorities and the adjustment plan

Performance 2019





million euro the investment made in training



training hours per person



of employees with permanent contracts


Average training hours per person


  • Numerous technical-specialist training initiatives have been carried out to develop professional skills (sales techniques and public speaking, assistance to the municipal sanitation collection service, biodiversity, maintenance services, Enterprise Risk Management)
  • Enhanced the job posting tool and experienced the Internal Referral, which gave the Young Talent the opportunity to report profiles in line with various existing recruitment
  • On-boarding path dedicated to the newly hired graduates, to get to know the A2A Group better
  • Established the Digital Academy, supporting the Group's digital change, which was launched from an online questionnaire, called ""Digital DNA"", which made it possible to profile the workforce

Performance 2019


hires of which 40% under 30



employees involved in smart working (work from home one day a week)



days were worked in a smart way






parental leaves


 persons with disabilities, of whom 23% women

Personnel by age brackets


  • Integration of new intitiatives dedicated to the employee and his family in the corporate welfare program ""Welfare A2A"", entirely managed through a dedicated web platform
  • Launched “New Enegy” project, aimed at minimizing the impact of disability and to meet the specific needs of each differently abled
  • Also this year, the social-psychological assistance service continued in 14 A2A Group sites, which involved 3,187 employees
  • Launched GEA project (Gender Equality), which aims to ensure gender balance in the company, which has seen its starting point in attracting the best female talent during employer branding initiatives organized in 2019

Material issues

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