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.
Main objectives and results
46 m training hours
since 2018 (12,8m in 2021), objective 2018-2021 46m hours
Enhancement female talent
Women managers 38.8% of managerial staff and 28.7% of all female employees
Smart working: 78.000 adherents
Objective 2018-2021: 24,000 adherents
Diversity Management initiatives
new Rules for combating sexual harassment with dedicated training programme
2,100 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
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
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) |
2022-2025 Business Plan: objectives
People represent the decisive factor in Intesa Sanpaolo’s success: the Group will continue to invest in its talents, encouraging diversity and inclusion, and creating a unique ecosystem of skills to support the evolution of the Bank. The new Plan set the target of equal presence of men and women in new senior leadership appointments.
The main initiatives include:
- Next way of working
- Innovative talent strategy
- Diversity & Inclusion
- Learning ecosystem
- Tech-enabled process streamlining
Latest news
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 |
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| Employees Indicators |
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Last updated 7 April 2022 at 12:27:41
