Training

During 2023 Intesa Sanpaolo continued to implement innovative training models and methodologies to provide a multi-channel training experience that maximizes simplicity and flexibility through various platforms/apps. The goal is to offer excellent training on critical skills for the implementation of the Business Plan, particularly to support digital and ecological transition, by investing in the latest learning technologies.

To strengthen the uptake of mandatory training, in continuity with the previous year, mechanisms linking it with the incentive system have been introduced.

UN SDGs SUPPORTED

The purpose of ESG training is to support the spread of sustainability culture, not only in terms of knowledge and information, but also by transforming them into the skills necessary for Group members to play the role of "change agents," contributing to the realization of company strategies aimed to generate together economic, social, and environmental value.

The training proposal is structured on two levels:

• a basic level, cutting across the various topics and provided to all employees, mainly through online remote training modules
• an in-depth or specialist level, on individual topics, managed by the Divisions and Governance Areas concerned, including live training.

In 2023, following the update of the document, a new collection of mandatory training modules on the Group's Code of Ethics was published.

In 2023, the adoption of the Knowledge and Roles Model and the associated tools was completed within the Italian perimeter of the Group (64,000 people). This model captures the existing know-how and professional roles within the Group to enable various processes, including the fundamental process of training and people development.

The Job Community Model was developed and consolidated by leveraging the Roles Model. Job communities are clusters of professionals with similar skillsets, learning paths and qualification. They aim to aggregate and facilitate the exchange of information and best practices among individuals, even from different structures, grouping them based on their profession/professional family, in relation to common interests relevant to Intesa Sanpaolo.

To enhance female talent and promote the creation of fair and inclusive work environments, development initiatives for professional women and managers have continued. These include job rotation programs, shadowing paths, training, and empowerment initiatives.

The "Female Leadership Acceleration" program continued, offering a training and development path tailored to female managers. Its aim is to create a community where personalized management approaches for growth are dedicated and to foster networking among participants. Additionally, an initiative of group coaching has been launched, specifically targeting women who have assumed a leadership role for the first time, with the goal of enhancing inclusive leadership skills.