The enhancement of people, their diversity and inclusion policies are an essential ingredient in the environmental, social and governance (ESG) principles, which are determinants for the growth and economic development of companies and society. Companies that are able to express a high rate of diversity at various managerial levels – gender, age, cultural and professional background – can have a wider spectrum of views, opinions and experiences, thus bringing greater value to policy decisions on strategic issues and greater risk awareness.
For years Intesa Sanpaolo has been committed to enhancing the diversity of all its employees and promoting inclusion as essential components for the Group's growth. At the end of 2018, a new Structure was established, directly carried out by the Chief Operating Officer, completely dedicated to the themes of Diversity & Inclusion (D&I). The Structure presides over the implementation of all D&I initiatives, in line with a vision of shared inclusion at the Group level.
Laying its foundations on structured listening campaigns of the corporate population and its multiple needs, during 2019 the Group's D&I Strategy was defined and disseminated. Articulate on different perspectives and lines of action, it represents a concrete commitment to counter all forms of discrimination and to respect and value differences in age, gender, culture, religion, skills, affective orientation and gender identity. This is in accordance with the values expressed by our Code of Ethics, which defines the shared values and behaviors inwards and outwards of the Company.
Among the main focus of the D&I Strategy, are: (i) initiatives to create awareness and spread the culture of inclusion at all levels; (ii) review of HR processes to ensure access and participation, through principles of fairness and meritocracy; (iii) promotion of welfare tools and initiatives with the aim of supporting the full implementation of all people professionally and personally; (iv) constant and structured listening of everyone's voice and measuring over time the results obtained.
Several projects have been developed on diversity and inclusion.
Enhancement of female talent
In Intesa Sanpaolo, women represent 53% of total company employees and in particular:
- 39.4% of management (middle management and executive management)
- 26.6% of executive management.
Women also make up 18.2% of direct reports to Top Management and, overall, the percentage of women in the First and Second Line reporting to the Chief Executive Officer is 16.2%.
Intesa Sanpaolo is committed to the progressive reduction of gender gap situations; the dissemination of ad hoc monitoring tools and a KPI, within the incentive system, specifically aimed at enhancing female talent, assigned to more than 1,100 Managers and certified by a third party company have been an important boost in this regard.
Strong attention is given to the main Group HR Processes, in order to counter possible biases, aware and otherwise, that can generate situations of imbalance, ensuring a truly meritocratic approach.
The enhancement of people within the Group is also reflected in specific initiatives aimed at fostering the strengthening of the culture of inclusion and professional growth, such as those aimed at empowering women.
Intesa Sanpaolo has signed the Women's Empowerment Principles, promoted by the United Nations Organization, define guidelines for companies on which to base concrete actions for gender equity and women's empowerment. According to these principles, companies are committed to promoting gender equity and ensuring, with transparency, professional development, safety, well-being and health for all women and workers.
Bloomberg publishes an annual list of companies that, among the largest listed companies in the world, stand out for their commitment to reduce the gender gap ("Gender Equality Index "). Intesa Sanpaolo is one of the few Italian companies to have always received the recognition of Bloomberg as a positive agent of change for the fight against gender disparities. Also in the last edition (2020), Intesa Sanpaolo is among the 325 companies cited in the index.
In 2020 Intesa Sanpaolo has been ranked 76th in Refinitiv’s Diversity & Inclusion Index 2020, an international index that selects the world's 100 listed companies, as the most inclusive in the workplace. The index transparently and objectively measures more than 9,000 companies globally in terms of diversity and inclusion based on 24 metrics that can be traced back to four key pillars: gender diversity, inclusion, people development and litigation.
Intesa Sanpaolo is a supporting member of Valore D, the association of businesses to promote female diversity, talent and leadership for the growth of companies and the country.
In 2017 Valore D launched the Manifesto for Female Employment, a programmatic commitment shared by the associated companies, including Intesa Sanpaolo. The Partnership is a constant opportunity to spread and increase the inclusive culture, also through numerous training initiatives and dedicated development paths. Among the topics discussed: leadership, entrepreneurship, inclusive strategies, work-life balance.
In collaboration with Valore D, Intesa Sanpaolo supports Inspiring Girls Italy, an initiative dedicated to girls and boys of high schools, with the aim of strengthening self-confidence and support, girls in particular, to overcome gender stereotypes that can hinder dreams and ambitions
Intesa Sanpaolo with the Marisa Bellisario Foundation, has set up in 2017 the "Women Value Company " award. The award, in 2019 at the third edition, is dedicated to small and medium-sized enterprises that have implemented concrete and innovative policies and strategies to guarantee men and women equal opportunities and career recognition.
Intesa Sanpaolo is one of the under-subscribers of the ABI Charter "Women in the Bank; gender diversity." In accordance with the principles promoted by the Italian Banking Association, Intesa Sanpaolo is committed to enhancing its business policies according to the principle of equal opportunities, promoting an inclusive and open working environment to all values of diversity, strengthening its processes to promote gender equality and full female participation at every level of the company.
The International Subsidiary Banks have introduced various initiatives with the aim of empowering women in the workplace.
- With the aim of fostering equal opportunities in the country, Bank of Alexandria has introduced a Women Leadership Programme, developed with the collaboration of the Egyptian Banking Institute (EBI). The programme addresses all female colleagues, with both managerial and non-managerial roles. Through different modules, it helps develop one’s leadership abilities and assertiveness, and achieve the right work-life balance.
- Starting from 2018, CIB Bank offers the Womentoring Programme to inspire its female colleagues on conscious career planning and support the smooth reintegration of colleagues on maternity leave. By promoting flexible working solutions, such as part-time jobs and smart working, the Bank seeks to offer ways to balance employees’ private and professional life and close the gap between the company’s and the employee’s needs. Considering that maternity leave can last up to 3 years in Hungary, the programme foresees constant updates for maternity leavers on the corporate strategy, organization and open positions which might fit with their professional background, so that they can be successfully reintegrated in the company upon return.
- Considering the growing women leadership in the bank’s management, Intesa Sanpaolo Banka Bosna i Hercegovina has also developed various workshops and roundtables dedicated to its female leaders to further develop their leadership competencies and assertiveness.
Support for parenting
The corporate Welfare of Intesa Sanpaolo offers various services and types of permits that complement what is already provided at the regulatory level. For example, as support for parenting, we note: (i) 3 additional optional days of paid leave, compared to the legal requirements, for new parents; (ii) paid leave for childbirth preparation courses; (iii) a 10% corporate integration, in addition to the economic treatment provided by the INPS, for the parental leave of new dads; (iv) additional unpaid leave for illnesses of cohabiting family members.
In addition, on the front of support for parenting, the start in 2019 of a program designed to ensure a constant accompaniment and listening of people during periods of prolonged detachment from the company (for example: motherhood/paternity).
Initiatives for the inclusion of people with disabilities
The accuracy with which the practices of inclusion of people with disabilities are managed has been recognized by the main agencies and associations active in the national territory: in 2019 Intesa Sanpaolo was awarded the Diversity & Inclusion Award, a recognized award for companies that promote start-up policies for people with frailties, aiming to enhance talent and skills. In particular, the recruitment of persons with disabilities in accordance with the agreements with the provinces in which there are scopes on the basis of Law 68/99, ensuring an entry role suitable for their skills and needs, as well as a professional development plan for the future.
During 2018 a multidisciplinary working group dedicated to Disability Management was formed, which will be the reference for the initiatives of integration and management of people with disabilities and/or sick people in the company, enhancing their contribution and also enriching the welfare tools to support.
In 2019, colleagues took part in a high-education course at the Catholic University of Milan that gave them the disability manager certification.
All blind and visually impaired employees have a technology platform to support their activities, allowing them to independently access their email, surf the web and use "office automation" products.
Intesa Sanpaolo has always put a constant commitment in making the Bank more and more accessible both in terms of spaces/places such as branches (physical accessibility for people with disabilities has been guaranteed in most of our agencies), both in terms of digital applications (mobile apps...) and physical (e.m. ATMs) that can be enjoyed by customers/colleagues with disabilities. Intesa Sanpaolo has also activated a collaboration with Fondazione LIA (Accessible Italian Books) that has been working for years with the Italian Association of Publishers and with the Italian Union blind and visually impaired to expand the accessibility of its documents published both on the internet and on the company intranet.
Accessibility and inclusion are also the distinctive figure of the museum Gallery of Italy of Piazza Scala in Milan, which already offers visits for the blind and deaf (colleagues and not) and which presents overall features for access that have contributed to its recognition, starting in 2014, as a National Museum.
The role of Intesa Sanpaolo as a reference for inclusion has also been realized, during 2019, in the placement of people with Down syndrome within the branch working context.
During 2018 the DSA Progress for Work project was carried out, in collaboration with the Italian Dyslexia Foundation, to allow the selection, positive inclusion and enhancement in the world of work of people with dyslexia and other Specific Learning Disorders (DSA). Intesa Sanpaolo was the first Italian Bank certified Dyslexia Friendly and has worked to ensure that its recruitment processes are non-discriminatory for people with Specific Learning Disorders.
Banca Intesa Beograd award
Banca Intesa Beograd was awarded in 2019 by the Association of Business Women in Serbia for being one of the most gender-sensitive companies on the local market thanks to practices fostering the development of its female workforce and the promotion of women entrepreneurship in the country.
Privredna Banka Zagreb award
In 2019 Privredna Banka Zagreb won the "Family Friendly Employer" award in 2019 as an employer with the highest quality solutions in achieving a family friendly atmosphere for employees, that offers quality care programmes and an innovative solution that positively contributes to the work-life balance and the welfare of its employees.
People on long-term leave
As part of the initiatives to promote the inclusion and enhancement of the Group's people at different stages of their lives has been developed a path dedicated to colleagues who are absent from work for periods of more than three months (e.g. for maternity, expectation, illness...). The project was born with the aim of establishing a relationship of closeness and listening during absence and allowing a profitable return to work, strengthening the sense of inclusion and belonging even in moments when you are away from the company.
Joining Parks – Free and Equal
Starting in 2020, Intesa Sanpaolo has joined Parks – Free and Equals, an association that, working closely with its network of companies, aims to spread the themes of diversity management, with a particular focus on affective orientation and gender identity in the workplace.
With this collaboration, Intesa Sanpaolo aims to set itself as an agent of a positive cultural change for the entire population of the Group, as well as as a reference to society, promoting the inclusion and respect of all LGBT people.
Generational and intercultural meeting
In Intesa Sanpaolo there are four different generations, with different needs, values, cultures and approaches to the working dimension. In 2019, a work site has been started to study the theme of age management, with the aim of designing initiatives for collaboration, coexistence and exchange between the generations that make up the population of the Group
Intesa Sanpaolo is aware of its role as a reference company in the national and international context and is committed to promoting the values of multiculturalism. In 2019, intercultural group coaching initiatives and remote classrooms were launched to raise awareness about multiculturalism. The aim of these initiatives is to facilitate the meeting of the different cultures that coexist within the Group, to generate a positive impact both within the company and outside the company.
Last updated 22 February 2021 at 12:21:03