Retention and enhancement of Group's people

In 2024, Intesa Sanpaolo’s talent attraction activities focused on key recruitment targets, promoting strategic roles such as Global Advisors and positions within the Data, AI & Technology Officer Area. Through a targeted strategy, social media content on platforms such as TikTok, LinkedIn, Spotify, Prime Video and Instagram, as well as University events, the Group reached a wide audience in support of recruiting needs. Two strategic initiatives have also been developed to hire brilliant young candidates involved in development initiatives:

• SLAM, the Group’s International Graduate Program open to graduates from all faculties, which held its contest day in January 2024;
• I’M IN, IMI Corporate & Investment Banking’s International Graduate Program that was organized in June.

In line with the 2022-2025 Business Plan, the Group continues to invest in its talents by encouraging diversity and inclusion, creating a unique ecosystem of skills suited to the Bank's evolution, rewarding merit with remuneration and incentive policies and further developing the Next Way of Working path with the aim of ensuring the best professional experience for the Group's people.

A mapping activity of career titles has been completed in all Governance Areas, the personnel of the Divisions and the Companies in the Italian area where the professional profiles are not specifically identified. This activity was aimed at recognizing the level of professional contribution provided and the progressive specialization of the skills of the professional roles. In this context, UpPER represents the performance evaluation tool aimed primarily at almost all professionals. Supported by a digital system, it puts each individual at the center, underlining their role and specific contribution.

To enhance the commitment and involvement of all Group people in achieving the economic, financial and sustainability objectives of the 2022-2025 Business Plan, the Group has both short-term and long-term Plans in place for the entire corporate population. In particular, for the Group's Risk Takers and Middle Management, an annual Incentive System is provided for, linked to the Managers' Performance Accountability/aHead system, and the ESG dimension plays a key role through the provision of a specific and structured KPI.

Collaboration with universities has been instrumental in promoting youth employment, with the Group participating in over 100 events, including Career Fairs, Recruiting Days, Workshops, Job Orientation Initiatives, and Round Tables, allowing students to explore career opportunities.

Innovative programmes such as Job Shadowing, Project Work, and In-Company Training showcase the Group’s forwardthinking approach, offering young talent with meaningful hands-on experiences while emphasizing the importance of soft skills in today’s workplace.

Additionally, the Bank is present in the international context by participating in 15 events at prestigious universities in the UK, France, and Switzerland.

As part of the Leader of the Future Program targeting 1,000 talents and key people at Group level, the International Talent Program (ITP) constitutes one of the most important talent enhancement initiatives at Group level. Launched in 2017 to to develop a new generation of cross-cultural and international managers and professionals, it consists of customized development paths lasting approximately 3 years.

Each path is characterized by cross-functional, cross-divisional and international rotations of 12 months each, the objective of which is the development and strengthening of key skills - technical-specialist and managerial - and a global vision of the Intesa Sanpaolo Group. The innovative skills required by the edition launched with the 2022/2025 Business Plan are focused on the Business Plan, digital acceleration, ESG and enabling behaviors.

In 2024, over 120 structured listening sessions were conducted within the company population (feedback, surveys, focus groups, interviews, etc.), involving nearly all employees across Governance Areas, divisions, and Group companies in Italy. In particular, a survey carried out in March engaged employees on the topic of Work Organization: ƒ The response rate was very good at 59.5%, even compared to similar surveys.

The overall perception of the new Work Organization is highly positive: 92% (sum of ratings 6-10 on a scale of 1-10) consider it innovative, 87% believe it has improved employees’ perception of Intesa Sanpaolo, and 83% feel it has enhanced work-life balance. Flexible work/smart working is the most widely used tool among employees (74%), primarily because it allows them to balance work and daily life (82%), reduce commuting time/costs (62%), and improve personal well-being (62%). Among those who already use it, 99% intend to continue in the future, and 45% would like to have more days available. Among other tools: 17% use flexible working hours, 13% adopt the four-day work week, 8% report having used all available tools, while 16% have not used any.