Retention and enhancement of Group's people

In 2025, Intesa Sanpaolo’s talent attraction activities focused on key recruitment targets, promoting strategic roles such as Global Advisors and positions within the Corporate and Investment Banking Division and the Data, AI & Technology Officer Area. Through a targeted strategy, social media content on platforms such as TikTok, LinkedIn, YouTube and Instagram, as well as University events, the Group reached a wide audience in support of recruiting needs. Intesa Sanpaolo’s talent attraction activities also focus on a young target audience under-35, using channels, languages, and formats strategically designed to engage a youthful and gender-balanced profile, with particular attention to inclusive language and content.

In 2025, attraction activities targeting the under-35 segment were carried out through 132 events, organised in collaboration with leading Italian and international universities, during which the Group engaged with more than 5,600 students. These initiatives also included projects specifically dedicated to the empowerment of young women, such as networking and career orientation (‘Female Networking & Recruiting’, LUISS University), empowerment (‘Empowher’, Università Cattolica), female mentoring (Women Mentoring, Politecnico di Milano), and innovation challenges (‘Digital HR Challenge’, Università Cattolica).

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 2025 the performance system called ‘Newton’, introduced the previous year for the professionals of the tech area of the Group, was extended to all professionals in the Group’s Governance Areas, replacing ‘UpPER’. ‘Newton’ appraisal form has two sections that allow the manager to appraise each employee’s performance with reference to the participation in projects/activities and behaviours. A complementary element of the model is the multi-feedback feature, the purpose of which is to collect feedback from multiple sources on working methods and relationships with other employees.

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 132 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 emphasising the importance of soft skills in today’s workplace.

Additionally, the Bank is present in the international context by participating in 24 events at prestigious universities in the UK, France, Spain, Portugal, Luxembourg, Germany, Switzerland and China.

In 2025, more than 100 structured listening sessions were conducted across the corporate population (including feedback initiatives, surveys, focus groups, interviews, etc.), involving nearly all employees from Governance Areas, Divisions, and Group companies in Italy.

In 2025, an internal climate survey was carried out to measure the perceptions of Intesa Sanpaolo Group employees in Italy and in all the countries where the Group operates, using quantitative tools.

The 2025 survey, conducted on a biennial basis, took place between May and June, with methodological consultancy and operational support provided by an independent third-party company.

The survey recorded a Group-wide participation rate of 65.6%. Overall satisfaction remained stable at 82% (considering as satisfied all respondents who rated between 6 and 10 on a scale from 1 to 10), higher than the average of the past 12 years and above that of the main Italian banks.

The analysis confirmed the positive results recorded in 2023. In particular: people in the Group continue to feel proud to work for Intesa Sanpaolo (81%), sharing its values and vision (83%); the perception of both top management and direct supervisors remains high and stable; work–life balance continues to be highly appreciated, with an improved perception of the positive effects of smart working; people, customers, the Group’s conduct, and its commitment to reducing inequalities are seen as the sustainability areas where Intesa Sanpaolo’s impact is most significant.