Corporate Welfare

Welfare is a priority area with actions designed to foster motivation and involvement of people, placing them at the centre to meeting their needs and those of their families and to achieve a better life-work balance.

Intesa Sanpaolo has chosen an integrated corporate welfare model that includes supplementary pension schemes, supplementary health care, Associazione Culturale, Ricreativa e Sportiva dei Dipendenti (ALI) - the Cultural, Recreation and Sports Association for Intesa Sanpaolo Group employees - the Intesa Sanpaolo Onlus Foundation, Disability Management initiatives, achievement of work-life balance and Mobility Management.

UN SDGs SUPPORTED

Contribution Pension Funds offer their members a wealth of investment options, allowing them to choose their ideal allocation based on individual needs and personal risk appetite, including across multiple sectors.

It is managed through the Group Health Fund. The Fund is a non-profit organization that operates on the basis of cooperative and social solidarity values, appointed to manage supplementary health care services for all Intesa Sanpaolo Group employees, as well as former employees on leave and retired employees who were subscribers and their family members.

ALI is the Cultural, Recreational and Sports Association of the Employees of the Intesa Sanpaolo Group and has 170,000 members including employees and their families, who receive proposals for social, tourist, cultural and sporting activities and personal services.

The Association is committed to creating a positive environmental impact, involving members actively and responsibly through the spread of good practices in environmental protection issues with initiatives such as economic contributions for sustainable mobility and green agreements for the purchase, sharing and long-term rental of scooters, hybrid and electric vehicles. In 2022, ALI donated to members over 87,000 aluminium bottles to help reduce the use of disposable plastic bottles.

The Foundation works to combat economic and social hardship, through financial aid to the Group’s employees and retirees in proven conditions of hardship, support for the right to education to disadvantaged university students, the recognition of PhD scholarships in humanities for deserving young people and support for Third Sector Entities that implemented projects in favour of people deserving solidarity.

Since 2015, Flexible Working has been the smart-working model for the Intesa Sanpaolo Group; it has gradually involved an ever-increasing number of structures and employees, proving to be a winning model throughout the entire emergency period as well as a successful experience in work organisation and an effective tool to guarantee business continuity.

With the Time Bank, each person has the opportunity of donating some of their leave or holiday, and then the company adds an equivalent amount of time, up to a maximum of 100,000 total hours, to show solidarity with those people who find themselves in difficult situations and giving them the opportunity to have more time.

Starting from 2023, as more favourable conditions compared to those already provided by current legislation, important changes are envisaged for Group employees in terms of flexibility of daily working hours, smart working and the four-day working week on a voluntary basis for equal pay.

In support of parenting, paid time-off is planned to allow parents to place their children in nurseries or nursery schools and to take them to A&E. Additional days of unpaid leave are envisaged for the assistance of minor children for separated or divorced parents, exclusive guardians of the children as well as in the case of widowhood and single-parent families. For fathers, specific additional paid leave is available following the birth of their children and additional days of unpaid leave for illness of a child or for other reasons as well as a salary supplement and additional days of parental leave.

Two trade union agreements have strengthened inclusion and equal opportunities, extending parenting protection provisions to same-sex civil unions, de facto relationships and in favour of the spouse’s children. Furthermore, from 2023 onwards, there is to be a welfare contribution for each fiscally dependent child up to the twenty-fourth year of age, also valid if a foster child comes into the family.

As part of the Time Bank initiative, corporate volunteering activities resumed in 2022, which involved working days spent in external associations and entities chosen by the Group.