Commitment to people: data

A constant trend in the breakdown by category and gender with respect to the total population is also confirmed in 2021. The company population is balanced in terms of male and female presence; in particular, a slight prevalence of women compared to men in the Group is highlighted. There are over 14,000 female managers (executives and middle managers) in the Group, representing 28.7% of all female employees. Women managers account for 38.8% of all managerial staff (37.7% in 2020). 

Female bank employees in Italy account for 47.0% of staff, against 53.0% male employees.

Figures for Italy for bank staff are as follows: executives (2.4%), middle managers (41.9%) and professional areas (55.7%).

* Chief Executive Officer.

Figures for Intesa Sanpaolo and Italy for leading banks are comparable: average age of employees (48.3), men (49.5), women (47.2), executives (53.5), middle managers (51.1) and professional areas (46.0).

To continue to raise awareness among managers on the theme of enhancing female talent, in 2021 the KPI dedicated to female talent has been extended in the performance sheets of more than 2,100 managers, remaining equal to 10% of the incentive system.

* UBI Banca Group figures are only included as from the date of its consolidation into the Intesa Sanpaolo Group (last 5 months of 2020).

Basic salary is annual, before tax. Remuneration is calculated as the salary plus any bonus/reward system. 
* Since 2018, the reported figures have been calculated on the basis of Full Time Equivalent (FTE) employees in order to provide a more accurate and truthful representation of average wages and salaries on the basis of gender and professional category.

The remote training experience gained due to the pandemic was capitalised in 2021: the Group continued to use remote channels for live and digital training, enabling all employees in Italy to participate in digital learning activities; in this regard, the opinions collected among the Group’s people were very positive, equal to 87% for digital training and 97% for live training. The total number of hours provided in 2021 remains at very high levels and essentially in line with 2020. This allowed the Group to achieve the objective set by the Business Plan for the year 2021 and for the entire time horizon of the Plan: thus, approximately 46 million hours were provided, confirming the Bank’s strong emphasis on its resources and their learning and training processes.

* UBI Banca Group figures are only included as from the date of its consolidation into the Intesa Sanpaolo Group (last 5 months of 2020). 
** The figures are shown on the basis of a recalculation that takes into account training effectiveness parameters. The figures do not include the hours of training provided to employees that left during the year.

* UBI Banca Group figures are only included as from the date of its consolidation into the Intesa Sanpaolo Group (last 5 months of 2020).

* Hours defined as the duration of the teaching units used.

* The figures are shown on the basis of a recalculation that takes into account training effectiveness parameters. The figures do not include the hours of training provided to employees that left during the year.

Intesa Sanpaolo’s climate analysis was carried out in July 2021 and was the first since the onset of COVID-19 and the integration of UBI Banca. The Group’s people confirm their satisfaction with their relationship with colleagues and, compared to the previous survey, the ratings on their relationship with bosses, salary, bonuses and prestige increased. They also have the perception of an increasingly secure workplace that is a source of pride. They share the company’s vision and culture, are proud to work in the Group and confirm their appreciation for their direct bosses and the top management. The 2021 results are at higher levels than the previous survey conducted in 2019 (77%).

* Survey carried out among Professional Areas and Middle Managers. 
** No climate surveys were conducted in 2020.

The importance of the Group’s people is evident in the company’s full protection of workers’ rights and is also guaranteed through the development of strong industrial relations with the trade unions, promoting a dialogue between the parties to face the various stages of growth and reorganization of the Group.

The National Collective Bargaining Agreement for the sector covers all employees in Italy and 54.81% of employees abroad. 
* Data were recalculated on the basis of the Full Time Equivalents - FTEs. 
** The percentage of employees in Italy covered by the collective bargaining agreement for the credit sector that are members of a trade union is 77.25%.

The corporate welfare system aims to act for the best balance of the private and professional life of employees and their families with the aim of promoting sustainable solutions and projects consistent with their expectations.

* UBI Banca Group figures are only included as from the date of its consolidation into the Intesa Sanpaolo Group (last 5 months of 2020).

* The UBI Banca Group figures are only included as from the date of its consolidation into the Intesa Sanpaolo Group (last 5 months of 2020).

Smart working

In 2021, the number of Group’s people eligible for flexible working remained at very high levels, confirming Intesa Sanpaolo’s strong drive to digitise operations. Thus, in order to guarantee safe working conditions for the Group’s people, support for remote working continued to be provided, including digital coaches to assist people working remotely and share best practices.  81% of the Group’s people eligible for flexible work in 2021 vs ~77% in 2020

* The UBI Banca Group figures are only included as from the date of its consolidation into the Intesa Sanpaolo Group (last 5 months of 2020).

Accidents in 2021 are essentially in line with 2020, down sharply compared to previous years due to the effects brought on by the COVID-19 pandemic. Therefore, since the end of February 2020, remote working has been used extensively, drastically reducing employees’ physical presence in the offices and commuting.

* The UBI Banca Group figures are only included as from the date of its consolidation into the Intesa Sanpaolo Group (last 5 months of 2020).

Attention continued to be paid to training on health and safety, which recorded an increase in hours by ~5% in 2021, with a view to continuously strengthening supervision of the Group employees’ health and safety.

* UBI Banca Group figures are only included as from the date of its consolidation into the Intesa Sanpaolo Group (last 5 months of 2020). 
** Hours defined as the duration of the teaching units used.