Attention to people

Enhance people and their diversity

Intesa Sanpaolo grows and consolidated itself thanks to the development and enhancement of its people. For this reason, among the most important objectives for the Group are the development and implementation of important training programs and the creation of a work environment in which diversity represents a real and decisive added value.

Companies cannot limit themselves only to organizing their collaborators and defining the tasks and responsibilities of each one, but must also take care of the development of their people with a view to continuous improvement in line with corporate strategies.

The 2026-2029 Business Plan confirms significant investments in the Group's people, its most important asset.

Main 2026-2029 Business Plan targets

People reskilled/upskilled

around 10,000

Youth development programmes

around 8,000 young people enrolled

Training programmes

transformative and Academy: around 20,000 people annually involved

The development and consolidation of the Bank depend directly on the people who work in the Group. The bank is committed to guaranteeing the rights of workers with particular attention to industrial relations and the defense of employment, to reward and promote merit and to make the corporate welfare system increasingly modern and flexible with concrete development and strengthening measures.

Main 2025 results

56m training hours since 2022

in the 2022-2025 period (around 15.4 million in 2025)

120 remote workdays per year,

for Group's people extendable to 140 in specific cases

Around 986 talents trained/in training

and around 1,054 people involved in talent programmes in 2022-2025

Attention to people: discover all the objectives and the results

2022-2025 Business Plan: 2025 results

2022-2025 Business Plan target	Description	2025 main results/cumulative value since 2022
Innovative Talent Strategy - Learning ecosystem	Increase in training hours from around 45 million in 2018-2021 to around 50 million in 2022-2025	~56m hours of training provided in the 2022-2025 period (around 15.4m in 2025) (1)
	Increase in reskilled/upskilled people from around 5,000 in 2018-2021 to around 8,000 in 2022-2025	In the 2022-2025 period a total of 9,327 people were involved in the upskilling/ reskilling initiative; over 2,400 people involved in 2025
	‘Future leaders’ programme targeting ~1,000 talents and key people at Group leve	1,054 Group’s people involved in the talent programmes (2022-2025), of which 986 completed or are still continuing their development path within the Group
	New Job Communities (clusters of professionals with homogeneous skillsets, learning paths and titles) aimed at defining a coherent development model throughout the Group with an increase in the number of participating employees from around 4,000 in 2018-2021 to around 20,000 in 2022-2025 Creation of the leading education player in Italy to position itself as an aggregator of best Italian players in the industry, offer Group’s people bestin-class training on critical capabilities for both the digital and ecological transition and invest in top-notch learning technologies to provide an increasingly more effective learning experience	In 2025 107 male and 92 female participated in the talent programmes 43,126 Group’s people involved in the ‘Job Communities’ initiative (2022- 2025) Launch of the Corporate Academy, focused on transformative learning to support the evolution of roles, employability and the professional growth of the Group’s people
Diversity, equity and inclusion	~50% of women in new appointments to senior position (2) Promotion of an inclusive and diverse environment thanks to a set of dedicated initiatives and a focus on gender equality	Based on the organisational structure in place as at 31 December 2025, in the 2022-2025 period were made 26 male appointments (49%) and 27 female appointments (51%), achieving 29.4% female representation in senior leadership ‘ISPROUD LGBTQ+’, in 2025, reached 1,939 members in Italy and abroad The community, ‘Disabilità & Cittadinanza - ARTICOLO19’, in 2025, reached around 900 members in Italy and abroad (the majority of the members involved are based in Italy, with some members also abroad). Intesa Sanpaolo is: i) among the 100 most inclusive and diversityconscious workplaces in the 2025 FTSE Diversity & Inclusion Index; ii) the first major Italian banking group to obtain the certification for gender parity ‘Prassi di Riferimento (PDR) 125:2022’ – the certification was renewed in 2025; iii) included in the Equileap Gender Equality Global Ranking 2026 among the 100 best companies in the world for gender equality.
Welfare and people care	‘Next Way of Working’ at large-scale (hybrid physical-remote) guaranteeing maximum flexibility to all employees while upgrading IT equipment and workplace layouts Large-scale employee well-being and safety initiatives	Up to 120 remote workdays per year, extendable to 140 in specific cases A four-day work week (nine-hour days) on a voluntary basis, with no salary reduction Ascolto e Supporto, the psychological support service available to all employees in Italy and abroad: more than 3,000 sessions reported in 202 ISO 45003 certification for psychological health and safety management at work confirmed in 2024 In 2025, 240,000 people assisted by the Group Health Fund among its people, agents, retirees, and their families In 2025, around 23,000 Group’s people engaged through more than 75 People Care special well-being initiatives, both in-person in 21 locations and via streaming In 2025, 54,000 Group’s people used the CareLab service via platforms, apps and web apps In 2025, expansion of ‘Energy corners’, reaching a total of 99 across 39 company locations In 2025, development of the corporate gym network: to the gyms in Brescia, Milan (Via Gioia 22) and Turin (NCD), three new facilities were added - two in Milan (Via Bisceglie and Milano Centre) and one in Moncalieri (Turin) - contributing to an overall increase in registered users of more than 60% In 2025, a total of 76,099 people were trained on health and safety (66,732 in 2024)

(1) The figures are shown on the basis of a recalculation that takes into account training effectiveness parameters, resulting in increased value for hours of learning provided remotely
(2) 1-2 organisational levels below the CEO