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.
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.
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.
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.
The dialogue on the value 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.
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.
Commitments and awards
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.
During the mid-term audit, conducted two years after obtaining the Certification, Bureau Veritas confirmed its appreciation for the results obtained by the Group in terms of Diversity & Inclusion, with improvements in the opinions regarding the application of the inclusion policy of the Group and practices for pay equity, work-life balance and the dissemination of an inclusive culture.
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.
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.
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.
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.
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)
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.
Find out more about the various aspects of Diversity and inclusion
Initiatives to promote the inclusion of Group people and to develop a working environment where people can feel free to express themselves and their potential.
Intesa Sanpaolo's corporate welfare offers a variety of services and types of permits that supplement what is already provided for at the regulatory level.
Initiatives and policies for the inclusion of people with disabilities, ensuring an entry role suited to their skills and needs, as well as a professional development plan for the future
Last updated 23 June 2023 at 17:29:56