Professional Development
Valuing the Bank employees to generate social and business value.
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 success of our Bank, which is the main private employer in the country, is inextricably linked, also in view of the forthcoming challenges, to the quality and professionalism of the people who work there with competence and enthusiasm.
Main objectives and results
4.6 m training hours
objective 50 million hours of training in the 2022-2025 period
Enhancement female talent
Women managers 39% of managerial staff
Over 100 talents trained
within the International Talent Program, which is still ongoing for another 200 resources
Diversity Management initiatives
Orientation of long-term absentees
3,000 managers
assessed with KPI related to commitments on gender equality, objective ensure diversity and inclusion
Health and safety management system
UNI ISO 45001:2018 Certifications: in all branches and buildings in Italy
Data referred to 2022-2025 Business Plan and, where not otherwise stated, are data as at 30.06.2022
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.
Attention to people: discover all the objectives and the results
2022-2025 Business Plan: results as at 30 June 2022
| 2022-2025 Business Plan objective |
Description | Achievement as at 30 June 2022 (where not specified) |
| Training | Provide Group's people with excellent training on critical skills for the digital and ecological transition, investing in the most advanced learning technologies 50m hours of training in the 2022-2025 period
|
4.6m hours of training were provided |
| Talent development | "Leader del futuro" (Future leader) programme aimed at 1,000 talents and key people at Group level | Over 100 talents have already completed their training within the International Talent Program, which is still ongoing for another 200 resources 430 key people identified among Middle Management for dedicated development and training initiatives |
| Enhancing Diversity & Inclusion |
50% of women in new appointments to senior positions (1-2 organisational levels from Managing Director and CEO) Promotion of an inclusive environment that is open to diversity thanks to a series of dedicated initiatives and a focus on gender equality |
Set-up and launch of the commitment monitoring as defined in the new Plan regarding appointments to senior positions Update of the HR Guidelines dedicated to supporting social transition; special training dedicated to the Personnel Functions on the issue of social transition Orientation of long-term absentees: communication and awareness-raising initiatives on the topic of parenting; launch of an internal brochure aimed at Managers and HR Management to support long-term absentees, in synergy with the process dedicated to the return of personnel who were on leave during the pandemic period for medical and health reasons Continuation of the initiatives to enhance female talent: Female Leadership Acceleration, Empowerment al Femminile, Riprendiamo il Filo, Young Women Empowerment Program and #InspirinGirls, created in collaboration with ValoreD |
| ESG criteria in annual incentive system | The annual incentive system of the CEO and other 3,000 Managers, in line with 2021, in the context of the Performance Scorecard, includes the assignment of the Group's transversal "Environmental, Social and Governance (ESG)" KPI, assessed both at Group level (in terms of inclusion of ISP in the sustainability indexes) and at Governance Area/Division level (in terms of achievement of the Diversity & Inclusion commitments and specific projects/initiatives) and to which a weight of 15% is assigned | |
| Welfare and people care |
Large-scale application of the Next way of working model (hybrid: physical/remote) ensuring maximum flexibility for all Group's people Large-scale employee wellbeing and health and safety initiatives |
New tools for work planning and for employee attendance were released Approximately 1,800 accesses to Consultation and Support service Over 137,000 subscribers to all Group Funds (Over 11 billion euro of assets)
|
| Protecting Group's people health and safety | Adoption of occupational health and safety management systems in line with the best international standards and investments in training | The certification attesting to the conformity of the Occupational Health and Safety Management System with the UNI ISO 45001:2018 standard, which covers 100% of the Intesa Sanpaolo branches and buildings in Italy, was confirmed 24,570 participants in health and safety training; 111,097 hours provided |
| Positive labour relations | People acting as an enabling factor, including by means of a meaningful discussion with trade union representatives | 76.9% in Italy (credit agreement) 24 signed trade union agreements (204 since 2018) |
Objectives and results: 2018-2021 Business Plan
| 2018-2021 Business Plan targets |
Description | Achievement (data as at 31/12/2021, where not specified) |
| Enhancement of people |
46 million hours of training in the 2018-2021 period | 46 m hours of training since 2018, of which 12.8m hours in 2021 |
| Percorsi di crescita per persone destinate a incarichi manageriali |
Development of the International Talent Program, with the aim of 500 talents involved by 2021 |
Over 320 employees involved since the Program began |
| Promote diversity and inclusion |
Promote an inclusive environment with a high rate of diversity of gender, age, cultural and professional background | Female management staff 38.8% of the management staff and 28.7% of the total women Initiatives realized: • The Diversity & Inclusion Principles have been implemented abroad • Obtained the GEEIS - Diversity Certification • KPI dedicated to the enhancement of female talent included in the performance assessments of over 2,100 managers • D&I training plan aimed at different targets on topics such as: aging, female empowerment, sexual harassment, neurodiversity, emotional orientation, parenting, disability, etc. |
| Promotion of welfare and work-life balance | Offer of smart working (24,000 people), supplementary pension and supplementary health fund | Smart working target more than achieved as a result of the Covid-19 emergency (78,000 people at the end of 2021) Over 121,000 subscribers to all Group Funds (approx. 12 billion of assets) €152m of intermediate healthcare services net of excesses, with over 210,000 people assisted Over 1,700 accesses to the free psychological support "Ascolto e Supporto" activated during the pandemic |
| Protecting Group employee health and safety | Adoption of occupational health and safety management systems aligned with the best international standards and invest in training | UNI ISO 45001: 2018 certified Health and Safety Management System for 100% of Intesa Sanpaolo branches and buildings in Italy 37,046 participants in health and safety training with 195,500 hours provided |
| Mantain positive labour relations |
Significant confrontation with trade union representatives | 77.3% employees belonging to a trade union 62 signed trade union agreements (180 since 2018) |
Latest news
First major Italian banking group certified for gender parity
The Group has obtained the certification for gender parity laid down by the National Recovery and Resilience Plan (NRRP), thanks to its commitment to matters of diversity and inclusion.
Read more
First Bank in Europe in the Refinitiv Global Diversity and Inclusion Index
Intesa Sanpaolo is the first bank in Europe, the second at global level and the only Italian bank among the 100 most inclusive and diversity-aware workplaces according to the Refinitiv Global Diversity and Inclusion Index
Insights into the world of people by Intesa Sanpaolo
Welfare and People care
Offer of corporate welfare services and People Care: programs, initiatives and services to promote the well-being of people.
Diversity & Inclusion
The enhancement of people, their diversity and inclusion policies are an essential ingredient of our strategy.
Health and safety
Initiatives and activities to safeguard the health and safety of the Group's people.
Labour relations
Relations with trade unions are inspired by principles of fairness and respect for roles.
Documents and indicators
Documents relating to reporting about Group's people are available below.
| Documents | |
| Consolidated Non-financial Statement 2021: |
|
| Employment protection | |
| Retentation, enhancement, diversity and inclusion of the Group's people | |
| Health, safety and well-being of the Group's people | |
| People Indicators - pdf | |
| People Indicators - excel | |
| Consolidated Non-financial Statement as at 30 June 2021: |
|
| People Indicators |
|
| Consolidated Non-financial Statement 2020: |
|
| People | |
| People Indicators - pdf |
|
| People Indicators - excel |
|
| Consolidated Non-financial Statement as at 30 June 2020: |
|
| Employees Indicators |
|
| Consolidated Non-financial Statement 2019: |
|
| Employees |
|
| Employees Indicators |
|
Last updated 7 April 2022 at 12:27:41
