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Training

Policy and sustainability plan

Circular economy

Decarbonisation

Smart Solution

People innovation

Training

To implement training routes aimed at optimising and requalifying competences and professional development (including on matters such as sustainability, anticorruption 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

Sustainable development goal

DECENT WORK AND ECONOMIC GROWTH

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

MATERIAL ISSUES

Performance 2019

26%

of the workforce was involved in training sessions on the Code of Ethics and the Legislative Decree no. 231/01, for a total of 5,610 hours

 

5,610

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

 

49

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

 

28

sites are EMAS registered

26

Group companies are ISO 14001 certified

4

sites are ISO 50001 (energy efficiency) certified

Ethics

Actions

  • 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

11,294

 employees

 

1.8

million euro the investment made in training

17.8

training hours per person

 

96%

of employees with permanent contracts

 

Average training hours per person

Actions

  • 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

Discover the other actions of People Innovation pillar