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 as at 31 December 2023, women represent 54% of total company employees and in particular:

  • 40.1% of management (middle management and executive management)
  • 28.6% of executive management.

Women also make up 24.5% 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 22.9%.

With the reorganization of 2 April 2024, women constitute 26.6% of direct reports to Top Management, 19% of direct reports to the CEO and overall, the percentage of women in senior positions (first and second reports to the Chief Executive Officer) is equal to 26%. Please note that in the new organization all Managers appointed Chiefs are considered as first line.

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.

A further objective, introduced in the new 2022-2025 Group Business Plan, places attention on senior leadership roles: Intesa Sanpaolo is committed to ensure that new appointments for senior positions - first and second reporting to the CEO - are balanced by gender over the four-year plan.

In the two-year period 2022-2023, 43 new appointments to senior positions were made: 18 of these (42%) were women and 25 (58%) men.

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 ...). A group coaching initiative was also launched dedicated to women who have taken on a role of responsibility for the first time in order to train inclusive leadership skills.

The Group's attention to gender pay equity

Intesa Sanpaolo pursues a gender-neutral remuneration policy, based on equal pay between male and female workers for the same job or for work of equal value. Specific indicators, broken down by gender, are published annually in the Group Consolidated Non-financial Statement.

The Intesa Sanpaolo Group - already in 2021 and therefore one year ahead of the publication of the EBA Guidelines and Bank of Italy Circular 285 - has also formalized the principle of policies’ gender neutrality also in its remuneration policies.

Currently, the average adjusted pay gap of women compared to men in the managerial and professional population is equal to approx. -6 percentage points1.

The average unadjusted gender pay gap calculated on the entire employee population - without taking into account the different tasks, the organizational role or the seniority of the employees - is equal to -26%.


1 Excluding ca 1,100 Risk Takers – Average adjusted gender pay gap calculated on over 80% of the Group’s perimeter.

Initiatives and awards related to gender equality to which our Group partecipates

Valore D

Intesa Sanpaolo is a founding member and ambassador of Valore D, the business association that promotes diversity, talent and female leadership for the growth of companies and the country.
Intesa Sanpaolo is an important contributor to all areas of work and initiatives of the Association. The Partnership is a constant opportunity to spread and increase inclusive culture, also through numerous training initiatives and dedicated development paths. Among the topics covered: 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 130 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 35% 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.

In particular, 41.7% of IT and Engineering positions within the Group are covered by women (the data covers more than 80% of the Group’s overall workforce).

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 4 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 2023 at the seventh 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 1,100 candidates from all over Italy for the 2023 edition, 100 SMEs were celebrated during three events held between October and November, entitled “Women and companies looking to the future”.

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 outside the Group context, during 2023 we actively participated in various events dedicated to the themes of enhancing diversity including: 4 Weeks 4 Inclusion, the marathon of meetings dedicated to the themes of inclusion in which more than 400 companies participated; “Youth and the future: towards sustainable development”, the event created by University for SDGs to promote the Sustainable Development Goals of the 2030 Agenda.

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