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.

At Intesa Sanpaolo as of 31 December 2025, women represent 54.7% of the entire corporate population and in particular:

• 41.7% of the total managers and middle managers
• 31.3% of managers.

On the basis of the Articles of Association of Intesa Sanpaolo, the Board of Directors adopts the necessary measures to ensure that each Director and the Board as a whole are constantly adapted to the degree of diversification, including in terms of experience, age, gender and international outlook, as well as in terms of competence, fairness, reputation, autonomy of judgment and dedication of time.

The less-represented gender in the Board of Directors must be reserved a share of at least two fifths of the total members, as established by currently applicable laws on the matter of equal access to the management and control bodies of listed companies.

In the current structure, there are 8 women, accounting for 42% of Directors, i.e. the female ratio is 0.73¹ . In the current Board structure, the female gender is represented within all the Board Committees, making up 60% of the members of the Nomination Committee, the Remuneration Committee and the Committee for Transactions with Related Parties and has the chairmanship of 3 committees (Risks and Sustainability Committee, Remuneration Committee and Nomination Committee).

The Board of Directors assessed its composition as adequate, also in terms of diversity, and suitable to allow a properly balanced composition of the Board Committees.

It should be noted that the Senior Management includes the Managing Director and CEO of Intesa Sanpaolo, his first reports, the Chief Audit Officer, the Deputy of the Heads of the Divisions and Governance Areas (to date the Deputy of the Head of the IMI Corporate & Investment Banking Division and the Deputy of the Chief Financial Officer), as well as the Manager in charge of preparing the financial reports.

The 2022-2025 Business Plan, which concluded on December 31, envisioned that new senior appointments, considering first and second reports to the CEO, would be gender-balanced (approximately 50% men and 50% women).

Based on the organizational structure in place as of December 31, 2025, the following figures are highlighted within the Plan horizon: 26 male appointments (49%) and 27 female appointments (51%). This contributed to achieving a 29.4% female representation in senior leadership (organizational levels -1 and -2 below the CEO).

To enhance female talent and foster the creation of inclusive work environments, multiple development initiatives for female professionals and managers have been launched (job rotation, shadowing, training for female empowerment, etc.). A group coaching initiative for women taking on leadership roles for the first time continued, aimed at developing inclusive leadership skills.

Finally, the table below shows the percentage of women reporting directly to the CEO. 

¹ Understood as the number of women on the Board of Directors compared to the number of men.

Intesa Sanpaolo pursues a gender-neutral remuneration policy, ensures that the definition of remuneration and incentive systems, as well as decisions relating to remuneration, are based on merit and professional skills, regardless of gender or other forms of diversity, and are inspired by principles of fairness.

This is in order to pursue complete equality among the staff, ensuring, for the same activity carried out, that the people of the Group have an equal level of remuneration, also in terms of the conditions for its recognition and payment.