Commitment to people: data
The programs adopted by the Group made it possible to consolidate the centrality of people through: investments in training, enhancement also in the context of diversity, effective protection of employment levels through professional qualification activities, numerous contractual instruments of an innovative nature, capable of promoting development of an effective corporate welfare system and a better balance between professional and private life.
The company population is fairly evenly spread between male and female employees (45.7% men and 54.3% women). There female managers (executives and middle managers) in the Group, represent 40.9% of all managerial staff (40.1 in 2023 and 39.4% in 2022).
Breakdown of staff by gender [%] | 2024 | ||
Italy | Abroad | Group | |
Men | 48.6% | 36.1% | 45.7% |
Women | 51.4% | 63.9% | 54.3% |
Female employees in the Italian banking sector account for 48.3% of staff, against 51.7% male employees (Source: Italian Banking Association - Staff Statistics Data Report).
Employees by type of contract and gender [%] | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Open-ended contracts | 99.98 | 87.68 | 97.14 | 99.97 | 87.56 | 97.07 | 99.97 | 87.66 | 97.07 |
Men | 49.16 | 31.98 | 45.20 | 48.86 | 31.40 | 44.78 | 48.63 | 31.07 | 44.49 |
Women | 50.82 | 55.70 | 51.95 | 51.11 | 56.15 | 52.29 | 51.34 | 56.59 | 52.58 |
Fixed-term contracts | 0.02 | 11.78 | 2.73 | 0.03 | 11.92 | 2.81 | 0.03 | 11.69 | 2.78 |
Men | 0.01 | 4.80 | 1.11 | 0.02 | 5.09 | 1.20 | 0.01 | 4.97 | 1.18 |
Women | 0.01 | 6.98 | 1.62 | 0.01 | 6.83 | 1.61 | 0.01 | 6.71 | 1.59 |
Apprenticeships | 0.00 | 0.54 | 0.13 | 0.00 | 0.52 | 0.12 | 0.00 | 0.66 | 0.16 |
Men | 0.00 | 0.12 | 0.03 | 0.00 | 0.12 | 0.03 | 0.00 | 0.11 | 0.03 |
Women | 0.00 | 0.42 | 0.10 | 0.00 | 0.40 | 0.09 | 0.00 | 0.55 | 0.13 |
Figures for Italian banking sector are as follows: open-ended contracts (98.0%), fixed-term contracts (0.7%) and apprenticeships (1.3%) (Source: Italian Banking Association - Staff Statistics Data Report).
Employees by category and gender [% of total employees] | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Executives | 1.7 | 2.2 | 1.8 | 1.9 | 2.2 | 1.9 | 1.9 | 2.2 | 2.0 |
Men | 1.3 | 1.3 | 1.3 | 1.4 | 1.3 | 1.4 | 1.4 | 1.3 | 1.4 |
Women | 0.4 | 0.9 | 0.5 | 0.5 | 0.9 | 0.6 | 0.5 | 0.9 | 0.6 |
Middle managers | 42.5 | 22.2 | 37.8 | 42.8 | 21.4 | 37.8 | 43.1 | 21.0 | 37.8 |
Men | 25.8 | 12.2 | 22.7 | 25.8 | 11.4 | 22.4 | 25.6 | 10.8 | 22.1 |
Women | 16.6 | 10.0 | 15.1 | 17.1 | 9.9 | 15.4 | 17.4 | 10.2 | 15.7 |
Professional areas | 55.8 | 75.6 | 60.4 | 55.3 | 76.5 | 60.3 | 55.0 | 76.8 | 60.1 |
Men | 22.0 | 23.4 | 22.3 | 21.7 | 23.9 | 22.2 | 21.6 | 24.0 | 22.2 |
Women | 33.8 | 52.3 | 38.0 | 33.6 | 52.6 | 38.0 | 33.4 | 52.8 | 38.0 |
Figures for Italian banking sector are as follows: executives (2.5%), middle managers (42.8%) and professional areas (54.7%) (Source: Italian Banking Association - Staff Statistics Data Report).
Employees - Breakdown by category and gender [% of the category total] | 2022 | 2023 | 2024 | |||
Men | Women | Men | Women | Men | Women | |
Executives | 72.2 | 27.8 | 71.4 | 28.6 | 70.0 | 30.0 |
Middle managers | 60.0 | 40.0 | 59.3 | 40.7 | 58.5 | 41.5 |
Executives + Middle managers | 60.6 | 39.4 | 59.9 | 40.1 | 59.1 | 40.9 |
Professional areas | 37.0 | 63.0 | 36.9 | 63.1 | 36.8 | 63.2 |
Positions reporting directly to the CEO [%] | 2024 |
% Women over the total of first level reports | 13 |
% Women over the total of second level reports | 30 |
% Women over the total of first and second level reports | 28 |
Average age of employees | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Average age of employees | 48.9 | 41.2 | 47.1 | 49.1 | 41.1 | 47.2 | 49.3 | 41.3 | 47.4 |
Men | 49.9 | 41.5 | 48.3 | 50.0 | 41.2 | 48.3 | 50.1 | 41.3 | 48.4 |
Women | 48.0 | 41.1 | 46.1 | 48.3 | 41.1 | 46.3 | 48.6 | 41.3 | 46.6 |
Executives | 54.2 | 47.5 | 52.4 | 54.3 | 48.0 | 52.6 | 54.4 | 48.7 | 52.9 |
Middle managers | 52.0 | 46.5 | 51.2 | 52.0 | 46.4 | 51.3 | 52.3 | 46.5 | 51.5 |
Professional areas | 46.4 | 39.5 | 44.4 | 46.6 | 39.4 | 44.5 | 46.9 | 39.7 | 44.7 |
Figures for Italian banking sector are as follows: average age of employees (48.7), men (49.6), women (47.9), executives (53.8), middle managers (51.5) and professional areas (46.3) (Source: Italian Banking Association - Staff Statistics Data Report).
Also in 2024, commitments aimed at guaranteeing fair opportunities in the hiring and promotion processes to roles of responsibility were subject to continuous observation.
Number of promotions by gender | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Total | 6,054 | 3,192 | 9,246 | 5,729 | 2,165 | 7,894 | 6,131 | 2,610 | 8,741 |
Men [No.] | 2,798 | 1,521 | 4,319 | 2,682 | 943 | 3,625 | 2,848 | 834 | 3,682 |
Women [No.] | 3,256 | 1,671 | 4,927 | 3,047 | 1,222 | 4,269 | 3,283 | 1,776 | 5,059 |
Staff promoted [%] | 8.3 | 14.6 | 9.7 | 8.0 | 9.9 | 8.4 | 8.6 | 11.9 | 9.4 |
Men [% of staff promoted] | 46.2 | 47.7 | 46.7 | 46.8 | 43.6 | 45.9 | 46.5 | 32.0 | 42.1 |
Women [% of staff promoted] | 53.8 | 52.3 | 53.3 | 53.2 | 56.4 | 54.1 | 53.5 | 68.0 | 57.9 |
Gender pay gap (annual gross salary) - % * | 2024 |
Group | |
Executives | 26.4 |
Middle managers | 11.1 |
Professional areas | 7.7 |
Group-level | 21.9** |
* The calculation was carried out according to the following formula: (hourly men annual gross salary - hourly women annual gross salary)/hourly men annual gross salary.
** In view of the Pay Transparency European Directive transposition, in 2024 ISP has started a journey to assess the internal equity with a specific focus on gender aiming to foster the strategic approach to pay equity. ISP has conducted a first pilot aimed to identify the adjusted gender pay gap (calculated on the annual gross salary and leveraging on pay analytics tool) for c.a. 14,000 employees (employees of the Parent Company working in the Governance Areas perimeter) taking in consideration different drivers such as Roles, Experience and Performance. The result of this pilot is that the adjusted Pay gap for this perimeter is equal to 1.1% compared to an unadjusted Pay Gap of 13.3%
Gender pay gap (base salary) - % *** | 2024 |
Group | |
Executives | 26.1 |
Middle managers | 10.8 |
Professional areas | 7.4 |
Group-level | 21.7 |
*** The calculation was carried out according to the following formula: (hourly men base salary - hourly women base salary)/hourly men base salary. Base salary is the sum of annual gross salary and allowances.
Gender pay gap (total remuneration) - % **** | 2024 |
Group | |
Executives | 30.9 |
Middle managers | 12.6 |
Professional areas | 8.5 |
Group-level | 25.8 |
****The calculation was carried out according to the following formula: (hourly men total remuneration - hourly women total remuneration)/hourly men total remuneration. Total remuneration is the sum of base salary, bonuses, benefits and any other variable components of remuneration.
Training by professional category [hours]* | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Executives | 96,048 | 52,641 | 148,688 | 107,615 | 55,348 | 162,963 | 118,378 | 49,518 | 167,896 |
Men | 70,659 | 25,549 | 96,208 | 80,498 | 28,784 | 109,282 | 87,242 | 25,663 | 112,905 |
Women | 25,389 | 27,091 | 52,480 | 27,117 | 26,565 | 53,682 | 31,135 | 23,855 | 54,991 |
Middle managers | 4,033,695 | 353,753 | 4,387,449 | 4,389,997 | 352,392 | 4,742,389 | 4,825,615 | 341,655 | 5,167,270 |
Men | 2,401,926 | 170,442 | 2,572,367 | 2,584,090 | 172,878 | 2,756,967 | 2,821,132 | 161,561 | 2,982,694 |
Women | 1,631,770 | 183,312 | 1,815,081 | 1,805,908 | 179,515 | 1,985,422 | 2,004,482 | 180,094 | 2,184,577 |
Professional areas | 6,267,320 | 1,658,212 | 7,925,532 | 6,730,031 | 1,619,719 | 8,349,751 | 7,394,601 | 1,625,031 | 9,019,631 |
Men | 2,435,451 | 421,220 | 2,856,671 | 2,596,148 | 448,634 | 3,044,783 | 2,903,830 | 435,624 | 3,339,455 |
Women | 3,831,869 | 1,236,992 | 5,068,860 | 4,133,883 | 1,171,085 | 5,304,968 | 4,490,771 | 1,189,406 | 5,680,177 |
Total | 10,397,063 | 2,064,606 | 12,461,669 | 11,227,644 | 2,027,460 | 13,255,103 | 12,338,594 | 2,016,204 | 14,354,798 |
Men | 4,908,036 | 617,211 | 5,525,247 | 5,260,736 | 650,296 | 5,911,031 | 5,812,205 | 622,848 | 6,435,053 |
Women | 5,489,027 | 1,447,395 | 6,936,422 | 5,966,908 | 1,377,164 | 7,344,072 | 6,526,389 | 1,393,356 | 7,919,744 |
* 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. The figures do not include the hours of training provided to employees that left during the year.
Training by professional category [No. of participants] |
2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Executives | 1,264 | 460 | 1,724 | 1,317 | 469 | 1,786 | 1,357 | 473 | 1,830 |
Men | 971 | 279 | 1,250 | 997 | 285 | 1,282 | 998 | 284 | 1,282 |
Women | 293 | 181 | 474 | 320 | 184 | 504 | 359 | 189 | 548 |
Middle managers | 30,848 | 4,666 | 35,514 | 30,608 | 4,528 | 35,136 | 30,446 | 4,503 | 34,949 |
Men | 18,760 | 2,566 | 21,326 | 18,416 | 2,425 | 20,841 | 18,126 | 2,329 | 20,455 |
Women | 12,088 | 2,100 | 14,188 | 12,192 | 2,103 | 14,295 | 12,320 | 2,174 | 14,494 |
Professional areas | 40,101 | 15,271 | 55,372 | 39,235 | 15,553 | 54,788 | 38,743 | 15,901 | 54,644 |
Men | 15,727 | 4,728 | 20,455 | 15,318 | 4,883 | 20,201 | 15,138 | 5,139 | 20,277 |
Women | 24,374 | 10,543 | 34,917 | 23,917 | 10,670 | 34,587 | 23,605 | 10,762 | 34,367 |
Total | 72,213 | 20,397 | 92,610 | 71,160 | 20,550 | 91,710 | 70,546 | 20,877 | 91,423 |
Men | 35,458 | 7,573 | 43,031 | 34,731 | 7,593 | 42,324 | 34,262 | 7,752 | 42,014 |
Women | 36,755 | 12,824 | 49,579 | 36,429 | 12,957 | 49,386 | 36,284 | 13,125 | 49,409 |
Training by category and gender [average hours]* | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Executive | 39.8 | 57.4 | 44.6 | 44.1 | 69.1 | 50.8 | 40.8 | 55.0 | 44.5 |
Men | 36.7 | 44.9 | 38.6 | 42.4 | 61.0 | 46.5 | 39.0 | 46.0 | 40.6 |
Women | 50.1 | 76.0 | 60.4 | 49.6 | 81.1 | 61.4 | 45.6 | 68.4 | 53.5 |
Middle managers | 47.5 | 39.8 | 46.4 | 51.6 | 41.0 | 50.2 | 57.3 | 37.7 | 54.7 |
Men | 46.8 | 34.6 | 45.3 | 51.0 | 35.8 | 49.1 | 56.7 | 34.6 | 54.2 |
Women | 48.5 | 46.2 | 48.2 | 52.6 | 47.0 | 51.8 | 58.2 | 41.0 | 55.5 |
Professional areas | 54.3 | 55.6 | 54.7 | 59.4 | 54.6 | 58.0 | 67.2 | 50.6 | 62.2 |
Men | 54.3 | 48.1 | 52.8 | 59.3 | 48.0 | 56.5 | 69.2 | 43.4 | 62.6 |
Women | 54.3 | 58.9 | 55.8 | 59.5 | 57.6 | 58.9 | 65.8 | 53.9 | 61.9 |
Hours of training per employee [No.]* | 51.2 | 52.1 | 51.4 | 55.8 | 52.0 | 54.9 | 62.4 | 48.0 | 59.0 |
* Hours defined as the duration of the teaching units used.
Training by procedure | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Classroom training [% of hours]* | 3.9 | 32.8 | 8.7 | 3.6 | 34.3 | 8.3 | 4.0 | 28.4 | 7.4 |
Remote training [% of hours]* | 96.1 | 67.2 | 91.3 | 96.4 | 65.7 | 91.7 | 96.0 | 71.6 | 92.6 |
Number of persons registered | 72,213 | 20,397 | 92,610 | 71,160 | 20,550 | 91,710 | 70,546 | 20,877 | 91,423 |
Hours of training provided (classroom + remote learning) [No.]* | 10,397,063 | 2,064,606 | 12,461,669 | 11,227,644 | 2,027,460 | 13,255,103 | 12,338,594 | 2,016,204 | 14,354,798 |
* 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. The figures do not include the hours of training provided to employees that left during the year.
Company climate | 2022* | 2023 | 2024* | |||
Italy | Abroad | Italy | Abroad | Italy | Abroad | |
Climate analysis [% taking part in the survey out of the selected sample] | - | - | 70.8 | 77.9 | - | - |
Employee satisfaction index [%] | - | - | 84.0 | 81.0 | - | - |
Change in the employee satisfaction index compared to the previous period | - | - | 8.0 | 8.0 | - | - |
Climate analysis [No.] | - | - | 1 | 1 | - | - |
Internal communication events [No.] | 423 | 576 | 452 | 726 | 444 | 795 |
Focus groups [No.] | 6 | 33 | 10 | 40 | 11 | 52 |
Participants in focus groups [No.] | 48 | 5,968 | 80 | 5,551 | 90 | 7,260 |
* No climate surveys were conducted in 2022 and 2024
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.
Trade union freedom | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Employees registered with a trade union [%] * | 76.2 | 29.8 | 65.2 | 74.7 | 28.2 | 63.5 | 74.9** | 24.1 | 62.9 |
Days absence for trade union reasons (all permits for trade unionists) | 93,948 | 131 | 94,078 | 99,422 | 85 | 99,507 | 99,315 | 64 | 99,379 |
Days absence for meetings/ strikes (also employees who are not trade unionists) | 1,197 | 131 | 1,328 | 10,957 | 89 | 11,045 | 6,022 | 64 | 6,086 |
Men | 539 | 49 | 588 | 4,633 | 26 | 4,659 | 2,526 | 12 | 2,538 |
Women | 658 | 82 | 739 | 6,324 | 63 | 6,386 | 3,496 | 52 | 3,548 |
Days absence for involvement in strikes | 620 | 0 | 620 | 1,634 | 0 | 1,634 | 1,905 | 0 | 1,905 |
Men | 291 | 0 | 291 | 733 | 0 | 733 | 836 | 0 | 836 |
Women | 329 | 0 | 329 | 901 | 0 | 901 | 1,070 | 0 | 1,070 |
Days absence for meetings | 578 | 131 | 708 | 9,323 | 89 | 9,411 | 4,116 | 64 | 4,180 |
Men | 248 | 49 | 297 | 3,900 | 26 | 3,926 | 1,690 | 12 | 1,702 |
Women | 329 | 82 | 411 | 5,423 | 63 | 5,485 | 2,426 | 52 | 2,478 |
The industry National Collective Bargaining Agreement covers all employees in Italy and 55.9% of employees abroad. With reference to employees not covered by collective bargaining agreements, it should be noted that in most of the countries where the Group operates, employment contracts are governed by local labour laws. In some cases, employees not covered by collective bargaining agreements are subject to the same conditions that apply to employees covered by the agreements; in other cases (for example, employees with senior management contracts) the contractual conditions are defined on an individual basis.
* 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 75.7%.
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.
Contributions for staff [K euro] | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Insurance and accident policies | 20,299 | 693 | 20,992 | 12,509 | 854 | 13,363 | 14,499 | 701 | 15,199 |
Loyalty bonus | 9,742 | 672 | 10,413 | 8,055 | 700 | 8,756 | 87,678 | 1,499 | 89,177 |
Study contributions for employees' children | 7,117 | 132 | 7,248 | 5,186 | 99 | 5,285 | 4,365 | 138 | 4,504 |
Recreational and cultural activities | 3,789 | 1,133 | 4,922 | 3,993 | 1,443 | 5,436 | 3,843 | 1,605 | 5,447 |
Contributions for employees' children with disabilities | 6,925 | 29 | 6,954 | 8,570 | 49 | 8,620 | 8,590 | 64 | 8,654 |
Supplementary healthcare and welfare | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Contributions paid by the Bank for supplementary healthcare assistance [K euro] | 96,424 | 4,485 | 100,909 | 104,506 | 3,889 | 108,395 | 107,075 | 3,572 | 110,646 |
Health assistance: persons assisted [No.] | 75,078 | 10,225 | 85,303 | 72,891 | 12,802 | 85,693 | 71,959 | 12,707 | 84,666 |
Contributions paid by the Bank for supplementary retirement benefits [K euro] |
174,172 | 4,083 | 178,255 | 175,748 | 4,171 | 179,918 | 198,051 | 4,886 | 202,937 |
Supplementary retirement benefits: persons assisted [No.] | 73,064 | 3,299 | 76,363 | 71,584 | 3,414 | 74,998 | 70,087 | 3,519 | 73,606 |
Credit facilities for staff | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Mortgages [No.] | 3,671 | 1,057 | 4,728 | 2,068 | 538 | 2,606 | 1,976 | 717 | 2,693 |
Total mortgages disbursed [K euro] | 625,372 | 87,163 | 712,535 | 319,484 | 28,241 | 347,725 | 316,652 | 50,375 | 367,027 |
Loans [No.] | 25,600 | 5,286 | 30,886 | 25,479 | 3,774 | 29,253 | 26,829 | 4,211 | 31,040 |
Total loans disbursed [K euro] | 169,371 | 32,386 | 201,757 | 107,191 | 22,254 | 129,445 | 93,311 | 28,878 | 122,189 |
Loans granted to all personnel with an open-ended contract, with the exception of loans at special rates granted to staff with apprenticeships.
Injuries by year and gender | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Total injuries in the year [No.] | 474 | 46 | 520 | 507 | 59 | 566 | 490 | 47 | 537 |
Men | 203 | 7 | 210 | 198 | 11 | 209 | 210 | 11 | 221 |
Women | 271 | 39 | 310 | 309 | 48 | 357 | 280 | 36 | 316 |
Injury rate* | 4.61 | 1.48 | 3.88 | 4.93 | 1.87 | 4.21 | 4.07 | 1.26 | 3.41 |
Men | 3.76 | 0.61 | 3.21 | 3.70 | 0.95 | 3.22 | 3.38 | 0.81 | 2.93 |
Women | 5.55 | 1.99 | 4.51 | 6.28 | 2.41 | 5.14 | 4.82 | 1.52 | 3.85 |
Working days lost [No.] | 11,583 | 2,001 | 13,585 | 13,702 | 2,861 | 16,563 | 11,832 | 2,287 | 14,119 |
Men | 5,752 | 278 | 6,030 | 5,796 | 363 | 6,159 | 5,100 | 205 | 5,305 |
Women | 5,831 | 1,723 | 7,554 | 7,906 | 2,498 | 10,404 | 6,732 | 2,082 | 8,814 |
Rate of working days lost (severity index)** | 0.10 | 0.06 | 0.09 | 0.13 | 0.08 | 0.11 | 0.11 | 0.06 | 0.10 |
Men | 0.10 | 0.02 | 0.08 | 0.10 | 0.03 | 0.09 | 0.09 | 0.02 | 0.08 |
Women | 0.11 | 0.08 | 0.10 | 0.15 | 0.11 | 0.14 | 0.13 | 0.09 | 0.12 |
Injuries / Total employees [%] | 0.6 | 0.2 | 0.5 | 0.7 | 0.3 | 0.6 | 0.7 | 0.2 | 0.6 |
* Injury rate = (total number of injuries in the year / total hours worked) x 1,000,000. For better comprehension, this indicator was calculated using a multiplication factor equal to 1,000,000 (hours worked). The rate differ from data reported in the Group’s Consolidated Sustainability Statement because of a different methodology in the calculation of total hours worked.
** Rate of working days lost (or severity index) = (number of days lost / total number of working hours) x 1,000. For better comprehension, this indicator was calculated using a multiplication factor equal to 1,000 (hours worked). Working days lost include injuries requiring first aid.
Injuries at work and on the way to/from work | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Injuries at work [No.] | 150 | 18 | 168 | 154 | 29 | 183 | 175 | 26 | 201 |
Men | 61 | 3 | 64 | 54 | 8 | 62 | 63 | 7 | 70 |
Women | 89 | 15 | 104 | 100 | 21 | 121 | 112 | 19 | 131 |
Rate of injuries at work* | 1.46 | 0.58 | 1.25 | 1.5 | 0.92 | 1.36 | 1.46 | 0.70 | 1.28 |
Men | 1.13 | 0.26 | 0.98 | 1.01 | 0.69 | 0.95 | 1.01 | 0.52 | 0.93 |
Women | 1.82 | 0.77 | 1.51 | 2.03 | 1.05 | 1.74 | 1.93 | 0.80 | 1.59 |
Injuries on the way to/from work [No.] | 324 | 28 | 352 | 353 | 30 | 383 | 315 | 21 | 336 |
Men | 142 | 4 | 146 | 144 | 3 | 147 | 147 | 4 | 151 |
Women | 182 | 24 | 206 | 209 | 27 | 236 | 168 | 17 | 185 |
Rate of injuries on the way to/ from work** | 3.15 | 0.9 | 2.62 | 3.43 | 0.95 | 2.85 | 2.62 | 0.56 | 2.13 |
Men | 2.63 | 0.35 | 2.23 | 2.69 | 0.26 | 2.26 | 2.37 | 0.30 | 2.00 |
Women | 3.73 | 1.22 | 3 | 4.24 | 1.35 | 3.4 | 2.89 | 0.72 | 2.25 |
*Rate of injuries at work = (total number of injuries at work in the year / total hours worked) x 1,000,000. 2024 data are calculated using a different methodology for estimating hours worked during the year and thus are not comparable with previous years.
** Rate of injuries on the way to/from work = (total number of injuries on the way to/from work in the year / total hours worked) x 1,000,000. 2024 data are calculated using a different methodology for estimating hours worked during the year and thus are not comparable with previous years.
Serious injuries and deaths [No.] | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Cases presented for occupational disease | 8 | 0 | 8 | 8 | 0 | 8 | 6 | 0 | 6 |
Serious/very serious injuries | 111 | 7 | 118 | 94 | 7 | 101 | 110 | 12 | 122 |
Injuries at work | 28 | 1 | 29 | 27 | 6 | 33 | 39 | 4 | 43 |
Injuries on the way to/from work | 83 | 6 | 89 | 67 | 1 | 68 | 71 | 8 | 79 |
Serious/very serious injuries with res judicata sentence | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
Deaths at work, with res judicata sentence | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
Training on health and safety | 2022 | 2023 | 2024 | ||||||
Italy | Abroad | Group | Italy | Abroad | Group | Italy | Abroad | Group | |
Hours of training on health and safety* | 169,268 | 30,699 | 199,967 | 87,906 | 33,276 | 121,182 | 203,167 | 30,345 | 233,512 |
Employees who have attended health and safety training [No.] | 25,116 | 9,224 | 34,340 | 31,224 | 9,754 | 40,978 | 56,024 | 10,708 | 66,732 |
Employees who have attended health and safety training [%] | 34 | 42 | 36 | 43 | 45 | 44 | 79 | 49 | 72 |
Costs of health and safety training [K euro] | 7 | 264 | 270 | 8 | 55 | 62 | 15 | 823 | 838 |
Hours of health and safety training per employee | 2.3 | 1.4 | 2.1 | 1.2 | 1.5 | 1.3 | 2.9 | 1.4 | 2.5 |
* Hours defined as the duration of the teaching units used.
Last updated 29 July 2025 at 18:06:07