Diversity & Inclusion

The enhancement of people, their diversity and inclusion policies are a fundamental element of the people strategy and an essential ingredient in the environmental, social and governance (ESG) strategy. Companies that are able to express a high rate of diversity – for example gender, age, cultural and professional background – can have a wider spectrum of views, opinions and experiences, thus bringing greater value to policy decisions. 

For years Intesa Sanpaolo has been committed to enhancing the diversity and promoting inclusion as essential components for the Group's growth. The Structure Diversity & Inclusion (D&I) presides over the implementation of all D&I initiatives, in line with a vision of shared inclusion at the Group level.

Intesa Sanpaolo's Inclusion policy is made explicit within a policy, which has respect, meritocracy and equal opportunities as its basic values.

The Policy also identifies concrete commitments that Intesa Sanpaolo assumes in promoting an inclusive environment and defines the behavior expected by everyone. A specific section is dedicated to commitments on gender equity, aimed at ensuring fair opportunities in the processes of hiring, promotion to roles of responsibility, appointments to management and in the succession plan for top management.

There are numerous projects and initiatives launched by the Group over time, in terms of diversity and inclusion.

Culture of inclusion

The dissemination of the culture of inclusion is a fundamental element of the Group's D&I strategy and translates into training, communication and awareness-raising initiatives towards all people, at all organizational levels.

The culture of inclusion starts from the top, with the involvement of all top management in a managerial discussion on Inclusive Leadership, which has been gradually extended to all managerial levels and has involved, during the years, over 6,500 managers. The program is now being extended now being extended to the Group's international perimeter, where it will gradually reach the management of the Intesa Sanpaolo companies.

There are also many listening initiatives that involve the entire company population, with the aim of understanding their perceptions and needs and providing valuable insights for defining the Group's inclusion initiatives.

Additional digital initiatives to raise awareness on inclusion are periodically conveyed to specific targets, such as management, key figures in HR Management or people included in particular growth paths, through specific formats and platforms.

Enhancement of female talent

Intesa Sanpaolo has always been committed to the full enhancement of female talent, facilitating the presence of women in every professional context and at every hierarchical level.

In Intesa Sanpaolo, women represent 54% of total company employees and in particular:

  • 40% of management (middle management and executive management)
  • 28% of executive management.

Women also make up 21% 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 19%.

In order to continue and accelerate the process of enhancing female talent, gender equity commitments have been defined within the Principles on Diversity & Inclusion in hiring, in the basins for promotions to the first managerial roles and for management, as well as in accessing top management roles.

In order to enhance female talent and encourage the creation of inclusive work contexts, multiple development initiatives have been launched for professional women and managers (job rotation, shadowing courses, training for female empowerment ...). It is also continued the "Female Leadership Acceleration" program, a development path aimed at female managers, with the aim of consolidating their leadership potential and facilitating access to roles for further growth.

Diversity & Inclusion Principles

The commitment to inclusion is increasingly important and this is why the bank has adopted a specific policy: the Principles on Diversity & Inclusion. In this document, Intesa Sanpaolo expresses its policy of inclusion towards all forms of diversity and based on respect for all people, on meritocracy and equal opportunities, also assuming concrete commitments in promoting an inclusive environment and defining the expected behaviors by everyone. A specific section is dedicated to commitments on gender equity, aimed at ensuring fair opportunities in the processes of hiring, promotion to roles of responsibility, promotions to the first managerial roles and in the succession plan for top management. 

A further objective, introduced in the new 2022-2025 Group Plan, focuses attention on senior leadership roles: Intesa Sanpaolo is committed to ensuring that the new appointments for senior positions - first and second reported by the CEO - are balanced by gender.

In 2022, 15 appointments to senior positions (first and second level reporting below the CEO) were recorded: 9 of these (60%) were referred to women.

Read our paper dedicated to the Principles!

Commitments and awards

GEEIS - Diversity Certification

Intesa Sanpaolo is the first bank in Italy and among the first in Europe to receive the Gender Equality European & International Standard (GEEIS-Diversity), an international certification of the Arborus Association issued through Bureau Veritas and aimed at evaluating and enhancing the commitment of organizations on diversity and inclusion. The certificate obtained refers to all the banks and companies of the Group in Italy.

Logo certificazione GEEIS
Certification for gender parity laid down by the National Recovery and Resilience Plan (NRRP)

We are the first major Italian banking group to obtain 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.

In particular, Intesa Sanpaolo has stood out for the involvement and commitment of its top management with regard to initiatives of diversity and inclusion; for the Principles on Diversity & Inclusion, a policy published in 2020 which guides the inclusion policy based on respect for all people, meritocracy, the enhancement of talents and equal opportunities; for its D&I Strategic Plan for the enhancement of diversity as essential component for the Group's growth; for the work of the D&I Operating Committee which since 2020 has aimed to disseminate an inclusive culture in constant dialogue with the internal structures.

The certification also includes the main companies of the Intesa Sanpaolo Group: Eurizon Capital SGR, Fideuram Asset Management SGR and the Intesa Sanpaolo Vita Insurance Group.

The assessment process was conducted by Bureau Veritas, the global leader in services of inspection, compliance verification and certification, which examined six macro areas: culture and strategy, governance, personnel processes (HR), gender-neutral opportunities for growth in the company, equal pay irrespective of gender, parental protection and work-life balance.

Women's Empowerment Principles Subscription

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.  

The recognition of international indices

Intesa Sanpaolo's commitment to gender equity is recognized by various international indices, including Bloomberg, which analyzes listed companies with capitalization greater than one billion dollars and includes in its Gender Equality Index those that stand out mostcommitment to reduce the gender gap. Intesa Sanpaolo, in 2023, is among the 484 companies cited in the Index, obtaining a score higher than 87. 
Intesa Sanpaolo is also the first bank in Europe and second at global level in the Refinitiv Global Diversity and Inclusion Index 2022, which selects the 100 companies in the world listed on the stock exchange, the most inclusive and attentive to diversity in the workplace. Each year, Refinitiv evaluates the work of listed corporate companies in terms of diversity and inclusion: being included in this index represents a further recognition of the Group's commitment to inclusion. In this latest edition, Intesa Sanpaolo ranked 16th, with a significant improvement compared to the 50th position in 2021. 

Initiatives and awards

Valore D

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.

Inspiring Girls

In collaboration with Valore D, Intesa Sanpaolo supports InspirinGirls Italia, a project that envisages the section of female managers of the Group as role models, who meet girls and boys from of high schools, to convey a message of inclusion and help overcome gender stereotypes that can hinder school-age dreams and ambitions and influence the choice of subsequent educational paths. The Group has participated in more than 100 corporate Role Models.

The promotion of female talent in the STEM fields

STEM is the English acronym for "Science, Technology, Engineering and Mathematics" and indicates the scientific-technological disciplines and related courses of study.

Within Intesa Sanpaolo, professional skills in the STEM field are carried out for approximatively 33% by women and the Group pays particular attention to the enhancement of female talent within these contexts, with the aim of facilitating a greater gender balance in situations where technical-scientific-IT jobs are prevalent . In these contexts, Intesa Sanpaolo works with the utmost care and attention to support their growth.

With regard to the enhancement of female talent, Intesa Sanpaolo has launched the YEP - Mentoring for the Future of University Students path, developed in collaboration with Ortygia Business School. The initiative includes a mentoring process aimed at bringing young female students (mentees) from Southern Italy closer to the world of work, benefiting - through individual coaching - from the experience of Intesa Sanpaolo female managers and professionals (mentors). Through partnerships with the Universities of Southern Italy, five scholarships will also be disbursed over the next three years to female students for study paths at STEM (Science, Technology, Engineering and Mathematics) faculties, to actively contribute to attracting more female students in technical-scientific faculties, which offer greater employment prospects. 

In addition, Intesa Sanpaolo and Intesa Sanpaolo Innovation Center support and accompany young students in their choice of STEM degree courses at the Politecnico di Milano. Thanks to the Girls @ Polimi program, promoted by the Politecnico di Milano, our Group offers 8 scholarships for as many young and future engineers.

Women Value Company

Intesa Sanpaolo with the Marisa Bellisario Foundation, has set up in 2017 the "Women Value Company " award. The award, in 2022 at the sixth 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. From about 800 candidates from all over Italy for the 2022 edition, 100 SMEs received awards in the final event that was held in June 2022, entitled “The enhancement of female talent and gender equality in successful business strategies”.

ABI Card: Women in Bank

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. 

Other inclusion initiatives beyond the company

To bring the values ​​of inclusion also outside the context of the Group, during 2022 we actively participated in various events dedicated to the themes of enhancing diversity, including: 4 Weeks 4 Inclusion, the marathon of meetings dedicated to D&I issues a more than 300 companies have joined; “Giovani e futuro: verso uno sviluppo sostenibile” (Youth and the future: towards sustainable development), the event organised by University for SDGs to promote the Sustainable Development Goals of the 2030 Agenda.

Other inclusion initiatives beyond the company

To bring the values ​​of inclusion also outside the context of the Group, during 2022 we actively participated in various events dedicated to the themes of enhancing diversity, including: 4 Weeks 4 Inclusion, the marathon of meetings dedicated to D&I issues a more than 300 companies have joined; “Giovani e futuro: verso uno sviluppo sostenibile” (Youth and the future: towards sustainable development), the event organised by University for SDGs to promote the Sustainable Development Goals of the 2030 Agenda.

Diversity in trade union agreements

Trade union agreements have also taken account of the issue of diversity since 2014 with the definition of the Framework protocol on inclusion and equal opportunities, as part of the renewal of the second-level collective bargaining agreement, with the signing of an Agreement on inclusion in 2018 and 2021. As regards sexual orientation and gender identity, specific company policies were introduced back in 2014 to define the framework for the extension of company benefits to same-sex unions. As well as promoting the specific interfunctional working group (InSUPERabili) that deals with problems connected with the world of disabilities and illness, the Inclusion Agreement also involves the launch of trial projects with the support of the Welfare, Safety and Sustainable Development Committee to encourage people diagnosed with autism or autism spectrum disorder to perform data entry activities on behalf of Intesa Sanpaolo, and work-study initiatives for pupils with intellectual disabilities with the goal of potentially including them in the aforementioned work project. These projects are partly funded by the Arrotonda Solidale (“Round-down Solidarity”) initiative, which involves the contribution, on a voluntary basis among all Group’s people, of the residual amount collected from rounding down net monthly salaries to the nearest euro. In turn, the Company contributes the remaining cents to make the contribution per employee a total of one euro. The Bank continued to implement the Back@work initiative aimed at facilitating the return to work after long-term absences (maternity/paternity leave, leave of absence, illness or injury).

The enhancement of female talent in the International Subsidiary Banks

In 2022, the International Subsidiary Banks confirmed and enriched the various commitments in order to strengthen the D&I Structure through a number of local initiatives. Among these, Banca Intesa Beograd was awarded the “Disrupt Award” for the “Banca Intesa’s Diversity and Inclusion Business Calendar 2022” communication project, recognised as one of the best in the local market, in the context of communication choices on social issues. Alexbank joined the Egyptian Gender Equity Seal, a certification process successfully completed in 2022, in collaboration with the National Council for Women, aimed at promoting equality and removing gender discrimination, which focuses on four areas: recruitment, professional development, work/family balance and policies against sexual harassment. For the fourth consecutive year, CIB Bank received the “Family Friendly Company” award from the Hungarian Foundation “Three Princes, Three Princesses Movement” for the various initiatives in favour of its employees and in support of families; moreover, it won the “Lovable Workplaces Award” received from “Dreamjobs”, based on employees’ votes, for the Bank’s initiative in relation to the quality of the working environment. VÚB Banka and PBZ continued with internal initiatives the process started in 2021, the year in which they were locally recognised as Banks engaged in the promotion of D&I issues.

Support for parenting

Intesa Sanpaolo's corporate welfare offers various services and types of permits that integrate what is already provided for at the regulatory level. For example, as support for parenting, we note: paid leave for attending childbirth preparation courses, for the placement of children in the nursery or kindergarten, to take them to the emergency room, and extra days of unpaid leave to care for underage children for separated or divorced parents, the exclusive guardians of children, as well as in the cases of widowhood and single-parent families.additional permissions / welfare initiatives to support parenting and caregiving.

To promote the participation of fathers in the care of their children, 6 optional days of paid leave on the occasion of the birth have been provided, additional to the provisions of the law, a company integration of 10%, in addition to the salary provided by INPS for parental leave for new fathers; and finally the 10-day extension of their parental leave beyond the legal limit.

2022 saw the continuation of the process for the extension of the second-level bargaining agreement measures with the signing of two trade union agreements that strengthen inclusion and equal opportunities, extending parenting protection provisions to same-sex civil unions, de facto relationships. A specific paid extraordinary leave was introduced on the occasion of the child’s birth and an optional extraordinary leave for childcare needs in relation to the children of the spouse, civil partner or cohabitant. Similarly to parental leave for fathers, these leaves can be used by the child’s twelfth birthday with a remuneration equal to 40% of the salary paid by the Group.

A further initiative was launched on the subject of paternity and, more generally, parenting, consisting of an awareness-raising process aimed at more than 50 fathers, who shared their experiences, needs and expectations related to being parents in the company. The path is now being extended to further groups of fathers within Intesa Sanpaolo.

With the renewal of the Second-Level Collective Bargaining Agreement, as of 2023 a new welfare contribution was introduced for each dependent child up to the age of twenty-four by way of a payment to the supplementary pension scheme position in the name of the same child, also providing for the possibility of using the amount by way of reimbursement through the “Conto Sociale” account. The same contribution will also be paid to families with foster children. In terms of parenting support, the possibility of requesting financial aid was also extended to family members with serious disabilities, as well as to foster children, including for the children of the spouse/civil partner or de facto cohabitant. Among the company welfare programmes, the so-called “Youth package” was recently introduced, which includes an increase in the employer’s contribution to the supplementary pension scheme for the first 5 years after hiring, a “primary residence bonus” and a “child birth bonus” payable within the first 10 years after hiring.

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. 

The reference in the company for all initiatives related to the world of disability and chronic diseases is the interfunctional Working Group created following the Inclusion Agreement of August 2018. Coordinated by the Welfare function, it has the active participation of over 70 colleagues representing of multiple corporate structures. The goal is to combine different professional skills with a team game, to support and enhance the contribution of all collaborators and promote as much as possible a condition of well-being and support in the development of life in the company, also enriching the welfare tools in support .

The group periodically meets with the Trade Unions as part of the Welfare, Safety and Sustainable Development Committee to define the initiatives to be undertaken and works in synergy with the Diversity & Inclusion Function.

After the 2019 edition, the second edition of the Higher Education Training course “Disability Manager e mondo del lavoro” (Disability Manager and the working world), organised by Cattolica University of Milan, got underway in November 2022. Dedicated to the members of the working group who subsequently joined it and to a representation of all trade unions, this is an important work tool which lays the foundations for a common language. A ‘’Disability Management’’ section is available in #People, summarising the Group’s commitment on the subject, which has led to the birth of many projects within the company: from the analysis of processes to continuously improve the management of individual requests from Group’s people, to IT systems access monitoring, from training dedicated to all HR Managers, a fundamental listening and reference point, to the publication of a schedule aimed at drawing constant attention to the topic, to raising awareness and involving all the Group’s people, as was the case, for example, on the occasion of the #RealizzAbile contest, which made it possible to gather ideas and insights for improving the work environment for the Group’s people with disabilities. This successful initiative, which culminated in the presentation of as many as 44 projects, will be followed by the Bank’s involvement in the development of the winning one. Equally intense is the commitment to the outside world, with the participation in the round table “Abilitiamo la Disabilità” (Let’s Enable Disability), in which Intesa Sanpaolo is present with other companies, institutions, associations and non-profit organisations, to discuss the experiences gained, with the aim of investigating, consolidating and spreading a profound culture on Disability Management issues, in addition to several Conventions on the subject.

Blind and visually impaired employees

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 hallmark of the Gallerie museum

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.

DSA Progress for Work

During 2018 the DSA Progress for Work project was carried out, in collaboration with the Italian Dyslexia Association, 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. The Project, which has seen the company engaged for several years, continued. Following the Dyslexia Friendly Company certification, training modules were provided to all Personnel Managers and other HR roles, thereby continuing the process of raising awareness of Specific Learning Disabilities (SLD) through the release of specific webinars aimed at all company employees and the availability of guides, video clips, infographics and a self-assessment questionnaire for parents and families, for the purposes of gaining an insight into the subject in all its face.

Diversity - Awards and acknowledgments received

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.

Financial Times - Diversity Leaders 2022

The Financial Times has published the “Diversity Leaders 2022” report on diversity and inclusion in the company. The report includes a representative ranking of employers from all over Europe who have distinguished themselves on the increasingly important issue of managing diversity in the company: among these there is, for the second year in a row, Intesa Sanpaolo.

The ranking is based on a survey conducted by Statista. Thousands of employees across Europe were asked to rate their employers and those of other companies on the issues of age, gender, ethnicity, disability, disability, LGBTQ + and diversity in general . In total, the ratings of over 300,000 employees were collected. In addition to this, the testimonies of human resources and recruitment specialists were analyzed.

Diversity Brand Summit

Intesa Sanpaolo is in the Top 20 of the Diversity Brand Index (DBI) 2021, the national index that measures the perception of consumers on the ability and commitment of brands in terms of Diversity & Inclusion. During the 4th edition, the report was presented, summarized by an index produced by integrating the perceptions of consumers and the market, detected with a survey, with the assessments of a multi-university Scientific Committee.

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 maintain a relationship of closeness and listening during absence, strengthening the sense of inclusion and belonging even in moments when you are away from the company. The programme aimed at the Group’s long-term absentees also continued its activity, involving more than 300 long-term absentees in an orientation programme with optional participation, with the aim of establishing a close relationship during the employees’ absence and promoting their successful return to work.

Sexual orientation and gender equality

Joining Parks – Free and Equal

Intesa Sanpaolo is partner of Parks – Liberi e Uguali (Parks – Free and Equals), an association that, working closely with its network of companies, aims to help companies to promote their policy on inclusion, 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 LGBTQ+ people.

Strong attention is also given to people who undertake a path of gender transition and who may require adequate accompaniment to live with serenity in the work context such an important moment of individual affirmation.
It is precisely with this in mind that the Group has created a corporate process to support the social transition of people who request it and provides for moments of awareness for the work groups of people in transition.

ISPROUD, the Intesa Sanpaolo LGBTQ+ community

Generic image of ISPROUD

"To contribute to the development of a working environment where people can feel free to express themselves and their potential, supporting the values ​​expressed in Intesa Sanpaolo’s Principles of Diversity & Inclusion and in the Code of Ethics, highlighting the centrality of LGBTQ+ issues and their impact in the ESG, Environmental, Social and Governance dimensions".

This is the mission of ISPROUD, the community of LGBTQ+ people (or ERG - Employee Resource Group or affinity group) born spontaneously in March 2021 and grown thanks to word of mouth. Today it is a reality made up of people, both in Italy and abroad, who have met monthly since June of last year to discuss, share ideas and experiences to be translated into concrete proposals to be submitted to the company.

Rules for combating sexual harassment

To confirm the Group's strong commitment to preventing and combating any form of discrimination and harassment, the Rules for the Fight against Sexual Harassment have been drawn up.
The document presents the conducts that sexual harassment, the commitments of the Group and of all colleagues for their contrast are formalized. It also describes the process of managing the reports in all its phases, with clear timelines for the management of the same.
As part of the Group's commitment to this issue, a psychological support and legal information service was also set up, available to all victims of sexual harassment. The service, which makes use of the support of highly experienced psychologists and psychotherapists, is also for sexual harassment that occurs outside the workplace. In 2021, following the publication of the Rules for Combating Sexual Harassment and the provision of a mandatory training course for all company employees, a new edition of this mandatory training course was designed and released in 2022, again aimed at all the Group’s people: to enrich the contents of the 2022 edition, the course addressed the issue of sexual harassment also in relation to the concepts of sexual orientation and gender identity.

The Group's commitment to inclusion is also aimed at suppliers

One of Intesa Sanpaolo's objectives is to spread the value of inclusion not only within the Group but also externally, in the socio-economic context and in the territories in which it operates. In this context, a fundamental role is played by suppliers.
For this reason, Intesa Sanpaolo has produced a disclosure document on the Principles on Diversity & Inclusion dedicated to these partners, through which suppliers become aware of the commitments and values ​​expressed in this document. The Principles on Diversity & Inclusion are thus shared with all the Group's suppliers, describing the expected behaviours, so that these are always based on the principles of inclusion, respect and meritocracy, which represent the founding values ​​of the Group.
Intesa Sanpaolo also sends its suppliers a questionnaire dedicated to ESG issues which evaluates, among the many merit criteria examined, also their commitment to inclusion and the fight against all forms of discrimination and harassment. The positioning of suppliers in the main international indexes and the acquisition of certifications dedicated to inclusion issues are also highly valued.
More than a thousand of the Group's suppliers confirmed that they have implemented policies to protect diversity and inclusion and mechanisms, tools and processes to combat discrimination and harassment. In addition, thirty large suppliers are included in the international Diversity & Inclusion and Gender Equality Indexes and more than twenty have acquired at least one certification in the field of inclusion.

Main nationalities in the Group's people

The Group, through the Principles on Human Rights, the Code of Ethics and the Principles on Diversity & Inclusion, is committed to combating all forms of discrimination - whether based on gender, gender identity and/or expression, affective-sexual orientation, civil status and family situation, age, ethnicity, religious belief, political and trade union affiliation, socio-economic condition, nationality, language, cultural background, physical and mental conditions or any other characteristic of the person also linked to the expression of one's own thought - guaranteeing equal opportunities in the processes of selection, management, development and professional growth.

In the following table the main nationalities in the Group's people.

Main nationalities in the Group's people

  Share in total workforce
(as % of total workforce)
Share in all management positions
(Executives and Middle Managers - as % of total management workforce)
Italian 74.6% 83.8%
Egyptian 4.6% 4.9%
Croatian 4.0% 2.2%
Slovak 3.9% 1.2%
Serbian 3.3% 1.2%
Hungarian 2.4% 2.3%

The perimeter is the same of the 2022 Consolidated Non-financial Statement (December 2022).

Nationality is related to the place of birth and does not express citizenship. 

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