Professional Development
Valuing the Bank employees to generate social and business value.
This site uses technical cookies and profiling cookies, previous users consent, to send personalized advertising communication and to allow the sending of "third party" cookies (set by a website different from the one visited). The use of cookies lasts 1 year.
This site uses technical cookies and profiling cookies, previous users consent, to send personalized advertising communication and to allow the sending of "third party" cookies (set by a website different from the one visited). The use of cookies lasts 1 year.
By closing the banner with the [X] button you don't allow the use of profiling cookies. Therefore, we will not be able to personalize your browsing experience, nor offering you products or services based on your preferences and online behaviors.
Click on the following link to read the full version of the Privacy-Cookie policy, to deny consent to the cookies or to customize the configuration, and to modify any choices at any time by accessing the dedicated section (Privacy – Cookie Policy).
To accept all cookies, click on the “Accept” button.
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.
Paola Angeletti, Chief Operating Officer
objective 50 million hours of training in the 2022-2025 period
60% of appointments to senior positions, 2025 objective of 50% of women in new appointments to senior positions
and 180 in training within the International Talent Program, with 2025 objective of 1,000 talents
Orientation of long-term absentees
assessed with KPI related to commitments on gender equality, objective ensure diversity and inclusion
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 31.12.2022
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.
2022-2025 Business Plan objective |
Description | Achievement as at 31.12.022 (where not specified) |
Training | Creation of a leading education player in Italy: provide Group’s people with excellent training on critical skills for the digital and ecological transition, investing in the most modern learning technologies 50m hours of training in the 2022-2025 period
|
The hours of training provided reached a total of approximately 12.6 million, 11.3 million of which in digital mode. The level of satisfaction among the Group’s people (81% for digital training and 97% for live training) is high, in line with that already achieved in previous years. |
Talent development | "Leader del futuro" (Future leader) programme aimed at 1,000 talents and key people at Group level | Over 140 talents have already completed their training within the International Talent Program, which is still ongoing for another 180 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 |
9 women (equal to 60% of appointments to senior positions) were appointed to senior positions (first and second level reporting below the CEO) during 2022 The activities of the D&I Control Room continued, for the monitoring of the commitments on gender equity defined in the Diversity & Inclusion Principles - monitoring also extended to the “fifth commitment”, defined in the 2022-2025 Business Plan, relating to promotions in the senior leader cluster The gender equality certification was obtained according to the criteria set out in the NRRP in Mission 5 “Inclusion and Cohesion” (Intesa Sanpaolo is the first large Italian banking Group to have obtained it for its commitment to diversity and inclusion) The managerial discussion process on Inclusive Leadership issues aimed at people with roles of responsibility was completed (involving more than 6,600 people, i.e. the entire management cluster in Italy); the initiative is in the process of being extended to the International Subsidiary Banks A specific survey was provided on inclusion issues dedicated to all Group’s people A mandatory sexual harassment course was released, aimed at the entire Group Collaboration started with ISPROUD, the Group’s first community of employees, which now includes more than 400 LGBTQ+ people and allies |
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 to around 72,000 Group’s people Over 3,300 accesses to Consultation and Support service 136,000 subscribers to all Group Funds (€10.7bn 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 34,340 participants in health and safety training; 199,967 hours provided |
Positive labour relations | People acting as an enabling factor, including by means of a meaningful discussion with trade union representatives | 77.5% in Italy (credit agreement) 32 signed trade union agreements (212 since 2018) |
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
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
Valuing the Bank employees to generate social and business value.
Offer of corporate welfare services and People Care: programs, initiatives and services to promote the well-being of people.
The enhancement of people, their diversity and inclusion policies are an essential ingredient of our strategy.
Initiatives and activities to safeguard the health and safety of the Group's people.
Relations with trade unions are inspired by principles of fairness and respect for roles.
Documents relating to reporting about Group's people are available below.
Documents | |
Consolidated Non-financial Statement 2022: | |
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 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 9 May 2023 at 14:59:50