Retention and enhancement of Group's people

People’s continuous enhancement, growth and satisfaction are fundamental objectives of Intesa Sanpaolo, which, in line with the 2022-2025 Business Plan, continues to invest in its talents, creating a unique ecosystem of skills that suits the Bank’s evolution. 

UN SDGs SUPPORTED

In 2022, with the aim of further improving talent attraction, employer branding was focused on launching communication strategies that convey Intesa Sanpaolo’s founding values, emphasising issues such as ESG, diversity, inclusion, innovation and attention to people in general. As part of its employer branding strategy, Intesa Sanpaolo participated in 100 digital or face-to-face events at universities during the year. 

As part of the “Leader del Future” Programme, the International Talent Programme (ITP) has established itself as one of the most important talent development initiatives at the Group level. Launched in 2017 to develop a new generation of managers and professionals with a transversal culture and an international outlook, it consists of personalised development pathways lasting approximately 3 years.

Each pathway is characterised by inter-functional, inter-divisional and international job rotations of 12 months each, the objective of which is the development and strengthening of key technical-specialist and managerial skills - and of an overall vision of the Intesa Sanpaolo Group.

In addition, with the International Graduate Programme, 20 new graduates have been selected for recruitment into the Group and to be included in the 2023 Talent Programme.

The Key People programme represents a process of excellence aimed at the Group’s middle management, in possession of the key distinctive skills for the achievement of the objectives of the Plan and/or responsible for the management of specific strategic projects for the same Plan. Launched in 2022, it is targeted at approximately 430 managers, also operating in the Network, with the aim of enhancing their all-round professional and managerial growth and potentially guiding them towards future roles of responsibility in particularly complex managerial contexts.

All incentive plans, both long- and short-term ones, include ESG indicators to help achieve the sustainability objectives in the Business Plan.

Footnote:

(1) The plan envisages a minimum return on the capital initially allocated upon the Group’s achievement of the same composite ESG KPI, specified in the Performance Share Plan (PSP). 
(2) In line with 2021, the annual incentive plan includes an ESG KPI assessed at the Group level (inclusion of Intesa Sanpaolo in the sustainability indices) and at the Governance Area/Division level (achievement of Diversity & Inclusion commitments and implementation of projects/specific initiatives).