A milestone in Puglia: 100+ MWp of agrivoltaics clears VIA
A milestone in Puglia: 100+ MWp of agrivoltaics clears VIA Today, we’re pleased to share an important milestone for two of our agrivoltaic projects in Puglia. CER01 (44.715 MWp, Cerignola) and ASC05 (55.40 MWp, spanning Ascoli Satriano, Cerignola and Melfi) have secured their VIA (Valutazione di Impatto Ambientale) environmental authorisation. Together, that’s more than 100 MWp of new solar capacity moving one step closer to construction. Part of a national moment Beyond the projects themselves, the wider context is equally significant. What makes this especially rewarding is the company our projects are keeping. CER01 and ASC05 were authorised as part of a wider tranche of renewable schemes approved by the Council of Ministers, on the proposal of Prime Minister Giorgia Meloni, on 4 June 2026. In all, the Council gave a positive environmental compatibility judgment to fourteen wind, solar and agrivoltaic projects — around 635 MW of capacity across Puglia, Lazio and Sardinia, with Puglia carrying the largest share at over 405 MW. That matters beyond our own pipeline. The decision reflects a growing willingness to move strategic renewable projects forward when they’ve been held up in the ordinary environmental assessment process — unblocking capacity that the country needs to keep its energy transition on track. We’re proud that our Puglia projects are part of that national progress. Why these projects are different Both CER01 and ASC05 are built around a dual-use model: solar generation paired with superintensive olive farming. The land keeps doing what Puglia’s land has always done — producing — while also generating clean power. Rather than replacing agriculture, these projects are designed to let farming and renewable energy work together on the same land. It’s a practical answer to one of the most important questions in the sector: how to deploy renewables at scale without taking productive farmland out of use. For national policy and local communities alike, that balance is exactly what good agrivoltaics should deliver. How we got here — and who with This milestone is the result of our joint venture with PowerGen, co-developed with StudioTecnicolt. Across the partnership, VOLT led on project management, acquisition, and project finance — taking both assets from origination through to a permitted, bankable, and investable stage. A word from our CEO, Duncan Bott: “Securing VIA authorisation for CER01 and ASC05 is a significant step forward, both for these two projects and for our agrivoltaic strategy in Puglia. Being part of this national tranche underlines the strategic importance of well-designed renewable projects — schemes that deliver clean energy while keeping agricultural land productive. We’re proud to be contributing to Italy’s energy transition, and we look forward to moving these assets toward construction and operation.” What happens next The VIA approval now feeds into the Autorizzazione Unica (AU) — the single authorisation that clears a project for construction. Under the applicable rules, the responsible administration is expected to issue the AU within 60 days, which keeps both projects moving on a clear and defined path toward the build phase. As shareholders in both projects, we intend to move toward building, owning, and operating these assets for the long term — strengthening VOLT’s position as an independent power producer in the Italian market, and adding to a growing pipeline of agrivoltaic and solar projects we’re developing across Italy. More to come as CER01 and ASC05 progress. For now, congratulations and thanks to everyone — across VOLT, PowerGen and StudioTecnicolt — who helped get us here.
Training, Innovation and People: VOLT’s Approach to Continuous Development
Training, Innovation and People: VOLT’s Approach to Continuous Development In today’s rapidly evolving environment, companies are required not only to adapt, but to continuously develop their internal capabilities.At VOLT, this translates into a strong focus on people, training, and organizational growth. Continuous learning is a core element of how VOLT operates: not as a one-off activity, but as an ongoing process that supports both individual development and overall company performance. Within this framework, participating in external initiatives — such as the Innovation Training Summit 2026 organized by EFI Italia — represents one of the ways we stay aligned with evolving methodologies and market practices. Representing VOLT was our HR Manager, Teresa, who attended selected sessions to explore how training models are evolving in response to new technological and organizational challenges. At VOLT, HR plays a central role in enabling growth, supporting teams, and ensuring that people are equipped to operate in increasingly dynamic and complex environments. This means investing in skills development, fostering a positive working environment, and promoting continuous alignment between people, processes, and evolving business needs. Technological innovation — including AI — is part of this evolution, but always in support of people: a tool to enhance capabilities, not a substitute for them. Our approach is based on integration: combining technical expertise, continuous training, and a strong team culture to address new challenges with consistency and structure. “People will increasingly be at the center of organizations, and technology will act as an enabler of both performance and well-being.”– Teresa Sacco, VOLT HR Manager At VOLT, investing in people means building the foundations for long-term growth — ensuring that innovation, skills, and organizational development evolve together. Interested in joining VOLT?Explore our opportunities and learn more about how we work: contact us.
Women in Renewable Energy: Building a More Balanced Energy Transition
Women in Renewable Energy: Building a More Balanced Energy Transition Women in Renewable Energy: Building a More Balanced Energy Transition March 8 – skills, leadership and responsibility in the renewable energy sector On International Women’s Day, we reflect on how the energy transition is not only technological, but also organisational — and why valuing all available talent is essential to building stronger renewable energy projects. The energy transition is often discussed in terms of technology, infrastructure and investment. But it is also about people: the skills, perspectives and leadership needed to design, permit and build the energy systems of the future. In the video accompanying this article, one of our colleagues is carrying out a site inspection for a photovoltaic development project — assessing land that could host the next generation of renewable energy infrastructure. It is a simple moment of everyday work. Yet it reflects a broader reality about how the sector is evolving. Across the global renewables industry, women represent around one third of total employment. According to the 2025 Renewable Energy: A Gender Perspective report published by IRENA, women account for 32% of the workforce and only 19% of senior management roles. Representation tends to decrease as levels of responsibility increase. In the Italian photovoltaic sector, the latest ITALIA SOLARE survey (2023) shows that women represent 36% of employees in the companies analysed. A meaningful figure for a highly technical and industrial sector, yet still not fully balanced in core technical and decision-making functions. The issue, therefore, is not only how many talents enter the sector. It is how they are valued — and how far they can grow. The Women in Energy – WEC Italia Manifesto (February 2026) outlines a number of principles that can help shape the future of the sector: embedding equality into corporate values, ensuring fair access to leadership roles, transparency in career paths, support for shared parenthood and systematic monitoring of gender data. These are not symbolic statements. They are operational levers that allow companies to build stronger organisations: clearer career paths, measurable objectives, mentoring and training programmes, and policies that support work-life balance and shared responsibility. Because the energy transition is not only technological. It is also organisational and cultural. Within this context, VOLT has adopted a clear approach. Today, more than 50% of our team are women, working across technical development, permitting, finance and governance. Not a quota. A deliberate organisational model. Our colleagues are directly involved in project development, regulatory structuring, economic analysis and strategic decision-making. These are roles that shape the quality of projects and the long-term strength of the company. For a project developer, the quality of decisions directly determines the quality of projects — and that is where diverse perspectives make a real difference. We believe that diverse teams build better companies — and better energy projects. For us, March 8 is not symbolic. It is operational. The energy transition will only succeed if the sector is able to recognise, develop and value all available talent. At VOLT, this is the way we work every day. If you would like to contribute to building the energy transition with us, you can explore our open positions and submit your application here.
