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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.

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 womenIn 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.

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 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.

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 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.

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.

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