Inclusion and non-discrimination are the values characterizing projects and business tools put in place with a view to improving company performance, rewarding talent in women, and promoting work-life balance for all Intesa Sanpaolo employees. Ours is a conscious approach to the management of diversity within the organization whether it be cultural, ethnic, age or gender and different abilities.

In 2014, this commitment led to the signing of a protocol with the Trade Unions in favour of non-discrimination and equal opportunities policies, with a first agreement which acknowledges special paid leave for both civil and religious weddings, celebrated in Italy or abroad, even if not yet recognized by the Italian law.
In addition, in the case of family members with severe disabilities, the same treatment provided for the spouse is also provided for the common-law cohabitees.

Starting from constant, structured listening to employee needs, the diversity management issue is being carried out both through training initiatives aimed at developing inclusive leadership, that values differences, and through welfare policies with particular attention to the issue of balancing home life and working life of Intesa Sanpaolo employees, such as the regulatory framework provided by the national and Group collective bargaining offering solutions such as permits, leave, flexible working hours both morning and afternoon, part-time options, flexible working, etc..

In 2018 the new Diversity & Inclusion structure was set up within the Chief Operating Officer Governance Area. The aim is to foster an inclusive approach in the Company, incentivising the respect and appreciation of diversity and enhancing the assets of multiculturalism, experiences and the qualities of the Group’s people. In the evaluation system of about 900 managers, was introduced of the Diversity & inclusion objective (with a weight of 10% on the overall evaluation).

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:

  • 38.9% of management (middle management and executive management)
  • 26% of executive management.

Intesa Sanpaolo, supporting equality and female entrepreneurship, promotes various initiatives and sponsors major 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 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

Women Value Company

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.

Protection beyond the legal requirements

The diligence with which the practices of inclusion of the disabled are handled has gained recognition from the leading national organisations and associations: in 2017 Intesa Sanpaolo was rewarded once again with the "Diversity & Inclusion Award", award given to companies that promote policies to provide work for disadvantaged people, aiming at enhancing talent and skills.

In particular, recruitment of people with disabilities has been carried out in accordance with the agreements concluded with the provinces where there are uncovered positions on the basis of Law 68/99, guaranteeing an initial role suitable to their needs and skills, in addition to a development professional plan for the future.

Inclusion initiatives

Several initiatives have been taken on the inclusion of disabled employees.

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;

Training courses

Four training courses were held in 2017 both in the classroom and at a distance, involving 32 employees for a total of over 730 hours provided, to meet the learning needs that emerged as a result of an analysis of the demands of colleagues with disabilities, as well as training initiatives to raise awareness on the issue for all colleagues to counter possible bias, conflicts and marginalization;

DSA Progress for Work

The DSA Progress for work project, started in collaboration with the Italian Dyslexia Foundation to enable the selection, positive insertion and enhancement in the work world of people with dyslexia and other specific learning disorders (DSA). In order to ensure the meeting of workplaces in respect of persons with disabilities, there are regular, environmental and health assessments, which take into account the working environment, the specific disability and the tasks carried out.

Accessibility with the collaboration of LIA


Among the areas considered, the accessibility of the documentation published both in the Internet website and in the corporate Intranet was dealt with the collaboration of Fondazione LIA (Italian accessible books), which has been dealing with these issues for years together with the Italian Publishers Association and the Unione italiana dei ciechi e ipovedenti (Blind and Visually Impaired Italian Union).
The first document drawn up in accordance with the rules of accessibility certified by LIA Foundation were the main social responsibility documents - Code of Ethics, Consolidated Non-financial Statement and CSR policies.
Accessibility and inclusion are also the distinctive feature of the Gallerie d'Italia di Piazza Scala Museum in Milan, which already offers tours for all blind and deaf persons and which has overall characteristics of accessibility that have contributed to its recognition, since 2014, as a National Museum.





Diversity charter

The commitment to the inclusion of people with disabilities is growing also within the Group's International Subsidiaries Banks.

Among the international subsidiary banks, Privredna Banka Zagreb, together with other Croatian organisations, has signed the Diversity Charter, a European Commission initiative that sees 19 nations committed to promoting and reporting initiatives to support diversity and non-discrimination in the workplace.

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