People enhancement

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. 


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. 

2022-2025 Target

~1,000 talents and key people involved in the “Leader del Futuro” Programme

at the Group level

International Talent Programme

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.

2022 Results

>140 talents who completed the training programme
350 talents included in the Programme

at the end of 2022

~180 talents currently in training
147 talents selected

for the 2023 edition

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.

Key People 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.

Incentive plans

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

2022 Results

~3,100 managers beneficiaries of the Performance Share Plan (PSP) with a composite ESG indicator

including the Managing Director and CEO, the remaining Group Top Risk Takers and other Group Risk Takers

45,629 people signed up for the LECOIP 3.0

long-term incentive plan aimed at all professionals in Italy (1)

~3,000 managers and the CEO with ESG KPIs in the annual incentive plan (2)
15% weight of ESG KPIs in the performance scorecard of managers


(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).