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Welfare, health and safety

The Intesa Sanpaolo Group has developed for its employees many services and initiatives in its welfare system.These are the areas: Complementary Pensions, Supplementary Health Care, Associazione Lavoratori Intesa Sanpaolo, Soft Welfare and coordination of the cross-functional Group dedicated to the management of disabilities and chronic diseases in the company, Mobility Management, in addition to the Foundation Intesa Sanpaolo Onlus. 
The integrated Welfare System accounts for about 5% of the Group labour cost.

Complementary pension

With the UBI transaction, the Group’s supplementary pension scheme system reaches total assets of over 12 billion euro for over 121 thousand members.

Contribution funds have chosen to offer their members a plurality of investment options, characterized by a combination of risk / return, allowing them to choose their optimal allocation based on individual needs with the possibility of holding positions on multiple segments.

Particular attention was then paid to ESG issues. In general, the Funds paid particular attention, even at the time of selections, to the lines of action of the managers, verifying compliance with the Principles for Responsible Investment (UN PRI) and / or the policies adopted both in terms of investment and monitoring.

Sensitivity and ESG monitoring of the portfolio are considered a fundamental element of the portfolio management policy not only with reference to regulatory obligations but with a view to proper risk management.

In particular, the defined contribution pension fund of the Intesa Sanpaolo Group joined the UN PRI and the CLIMATE ACTION 100+ initiative (involved 545 investors for 52 trillion dollars of assets under management).

During 2020 it activated a sector focused on the issue of climate change, which during the year collected 62 million euros for about 3,000 members.

All the Funds then received the IORP II resolutions on the Governance of Pension Funds and, not only as required by said legislation in terms of transparency towards their members, they continued to invest in web areas to provide more and more information and functionality.

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Group Health Fund

For all people (in service and in retirement) and their families, the Group Integrative Health Fund has been in operation since 2011, ensuring that members receive supplementary health care for the services provided by the National Health Service, in a timely and effective way.

The Fund, which has more than 210,000 members (employees, pensioners and their families), recognizes benefits through the contracted network or, alternatively, by reimbursing the health expenses incurred directly by the associates. In total, it has provided services for around 152 million euro in 2021.

Structured in two separate managements, for those who are on duty and in quiescence, it enhances mutuality and intergenerational solidarity, allocating to the management quiescent a percentage of the annual contributions paid by the members on duty provided that their management has closed in on balance.

In 2021, operations fully resumed following the disruptions caused by the pandemic; the services provided are estimated to amount to around 150 million euro.
The cancer prevention campaign recorded more than 56 thousand views on the portal.

The Fund has in recent years promoted several prevention campaigns that have seen strong participation by members and their families. In particular, thousands of people joined online screenings for the highest-risk population identified by age group: 13,000 to the cardiovascular campaign in the period May 2015 – March 2016; 10,900 women to the osteoporosis campaign between November 2016 and September 2017; 20,900 at the skin cancer prevention initiative held between January and June 2018.

During 2020, the Fund dedicated specific attention to the communication and assistance aspects also in relation to COVID-19. In fact, the services offered by the Fund do not provide for exclusions for pandemic events and also include the reimbursement of COVID-19 swabs and serological tests.

The website of the Health Colors Fund dedicated to prevention that also hosts the periodic column "The word to the expert" with the interventions of specialists, in the two years 2018 – 2020 recorded more than 65,000 accesses.

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Associazione Lavoratori Intesa Sanpaolo

Associazione Lavoratori Intesa Sanpaolo - ALI is the cultural, recreational and sports association for Intesa Sanpaolo Group employees.
Set up by the union agreement of February 7, 2013, it became active in January 2014 as the only association in the Group, bringing together the previous clubs and expanding its activity also to offer various services to individuals.

ALI, based in Florence, operates through a central structure and other 7 local Councils (Bologna, Florence, Milan, Naples, Padua, Rome and Turin). More local Groups and Sections operating in the area refer to each Council to preserve the capillarity of services. ALI proposes initiatives for aggregation, tourism, culture, sport and personal services.

It has more than 160,000 subscribers and, through a wide range of services, established itself as a new form of participated welfare. 

The Association aims to:

  • setting up and searching for initiatives and services to support colleagues, retired staff and their families
  • encouraging the socialising among colleagues through recreation and leisure and proposing affordable holidays
  • supporting the dissemination of well-planned, lively and attractive cultural initiatives on an affordable basis
  • promoting sports initiatives aimed especially at younger colleagues
  • ensuring - through local Councils - the value of personal relationships with members and their voluntary involvement in activities
  • promoting the initiatives through its website and a management system to facilitate administrative tasks.

In these years, the offer of ALI has expanded, to ensure the best solutions to support household spending, also through contribution and payment facilities. More than 1,400 the initiatives promoted within the local Councils, involving more than 73,000 people.

Since 2018, a listening process has begun with the Members, which has allowed to carry out the "analysis of materiality" through which to identify the CDs "material themes" and better understand the impacts of the activities conducted by the Association.

In 2021 as well, the pandemic had an impact on ALI’s activities, however some in-person initiatives resumed, with special emphasis being placed on local tourism and cultural  proposals for the enhancement and rediscovery of the local territories. ALI set itself the goal of implementing, among other things, various programmes aimed at achieving some of the objectives set out in the UN Agenda 2030. The ‘’Le Foreste di ALI’’ initiative enabled over 1,400 trees to be planted on the land of nine social cooperatives, generating social and environmental impact (SDGs 8, 10, 13 and 15). With the course on Support Administration, a service was offered to members involved in the assistance of people with disabilities, with a view to promoting social inclusion (SDG 10). In line with the objectives aimed at improving the living conditions and safety of cities and roads and at combating climate change, ALI provides financial contributions for sustainable mobility and to encourage the purchase of public transport passes on the Intesa Sanpaolo Mobility Office (SDGs 11 and 13). 

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People care

This is the Group's platform dedicated to the: enhancement of the offering of services to the people within the company, active consultation and analysis of the needs of company employees, monitoring of the leading companies in People Care systems, implementation and development of the offering of new services. In particular, efforts were focused on Vetrina dei Servizi and CareLab, platforms with initiatives designed to live well-being experiences in response to personal and professional needs which, together with the Consultation and Support service, aim to bring out people’s full potential, increasing their involvement and satisfaction and, consequently, productivity. Once the structure of the well-being service offering was completed in 2021, starting from 2022 People Care will also promote well-being in the physical dimension of the company spaces, in full keeping with the Next Way of Working project. Specific initiatives will then be launched to promote the importance of adopting well-being as a lifestyle among the company population, also and above all through the use of all the practical tools made available by the company, such as dedicated apps and platforms. Thanks to the technology at the service of people’s well-being in the company and the benefits generated by CareLab, Vetrina dei Servizi and Consultation and Support, at the end of 2021 Intesa Sanpaolo was awarded by the Brandon Hall Group - a research and analysis company with the mission to enhance excellence in organisations around the world - a silver medal in the Best Advance category in Corporate Well-being Technology at the 2021 Technology Excellence Awards. 

Soft welfare

The initiatives and services aim to promote the well-being of people in the company, through a wide range of flexibility measures and solutions dedicated to supporting colleagues and their families. The interventions are carried out also thanks to the listening of colleagues, through constant dialogue with the trade unions and the elaboration of the indications from the processes of "stakeholder engagement". 

In the Soft Welfare area, in addition to the more traditional conciliation initiatives, such as company canteens, which promote the principles of proper nutrition, the company nurseries and those with agreements in the area, alongside a system for the protection of parenthood that integrates and improves the set of leave and permits provided for at the legislative level.

Disability Management

The accuracy with which the inclusion practices of people with disabilities are managed has been recognized by the main bodies and associations active on the national territory: in 2019 Intesa Sanpaolo was awarded the Diversity & Inclusion Award, an award recognized to companies that promote job start-up for people with frailty, aiming at the enhancement of talent and skills. In particular, the hiring of people with disabilities was carried out in compliance with the agreements stipulated with the provinces in which there are openings on the basis of Law 68/99, guaranteeing an entry role suitable for their skills and needs, as well as a development plan professional for the future.

The reference in the company for all initiatives related to the world of disability and chronic diseases is the interfunctional Working Group created following the Inclusion Agreement of August 2018. Coordinated by the Welfare function, it has the active participation of over 70 colleagues representing of multiple corporate structures. The goal is to combine different professional skills with a team game, to support and enhance the contribution of all collaborators and promote as much as possible a condition of well-being and support in the development of life in the company, also enriching the welfare tools in support .

The group periodically discusses with the trade unions as part of the Welfare, Safety and Sustainable Development Committee - a bilateral body made up of company and trade union representatives - for the definition of the initiatives to be undertaken and naturally works in synergy with the Diversity & Inclusion Function. A large part of the members of the working group, together with representatives of all trade unions, participated in the Advanced Training Course "Disability Manager and the world of work" organized by the Catholic University of the Sacred Heart of Milan. After passing the final exam, the participants received the certification of the professional figure of Disability Manager by the Lombardy Region. The course provided operational and cultural tools for the realization of a unified and coordinated vision of the various skills, necessary to improve the quality and effectiveness of policies for the inclusion of people with disabilities and social and work integration more generally.

A 360 ° commitment, which also sees the active participation of Intesa Sanpaolo in inter-company work tables, such as "Enable Disability", where some of the most important companies, institutions and non-profit organizations confront each other constructively on all aspects the labor inclusion of people with disabilities.

Many projects let to the birth referring to the Disability Management issues, aimed both inside and outside the company: from the analysis of processes to continuously improve the management of individual requests from Group’s people, to IT systems access monitoring, from training dedicated to all HR Managers, an important listening and reference point, to the packed schedule dedicated to the life stories of employees with disabilities and clips from managers and teachers with an international profile. The year ended with the organisation of the first internal event “L’inclusione è un gioco di squadra” (Inclusion is team work), which involved a live broadcast with more than 1,000 Group’s people, who were able to hear stories from internal and external spokespersons.

As part of corporate volunteering activities, the experience of the volunteering network “Clouds of Solidarity” continued. The Guidelines to govern access to company premises by guide dogs, a pioneering initiative in the field, were published. Equally intense is the commitment to the outside world, with the participation in the round table “Abilitiamo la Disabilità” (Let’s Enable Disability), in which Intesa Sanpaolo is present with other companies, institutions, associations and non-profit organisations, to discuss the experiences gained, with the aim of investigating, consolidating and spreading a profound culture on Disability Management issues, in addition to several Conventions on the subject. Tangible actions, examples that represent a real network of support and social inclusion, create widespread wellbeing and put people first. 

Mobility Management

The Mobility Management function is dedicated to supporting employee commuting, to improve their quality but also to promote sustainable means of transport.

This is an important commitment made concrete by researching, promoting and implementing solutions that allow us to combine the well-being of our people with that of the cities in which we live and work.
The Mobility Manager is supported by Territorial Mobility Representatives with the aim, on the one hand, of detecting and interpreting the demand expressed in the area and, on the other, of spreading the culture of sustainable mobility and the initiatives promoted by the Group.
Through the mapping of needs, direct listening and the active participation of colleagues, since 2009 Intesa Sanpaolo draws up the home-work travel plans every year. The documents, beyond regulatory compliance, aim to present an overview of the directions of travel, the means used, the needs of people who go to work and the services made available.

With regard to the reduction in CO2 emissions and the use of private individual transport, the main goals pursued by the Group in response to the legislation are:

  • the spread of Flexible Work and Training, which innovatively combine the management of people’s private lives with the company’s organisational requirements; 
  • the execution of a trade union agreement on mobility; 
  • the Mobility Office platform which promotes the use of public transport in some cities, enabling employees to request annual season tickets directly from their workstation, with the option of paying in monthly instalments and taking advantage of discounted fares where envisaged; 
  • the company shuttle service to support mobility at some sites not served by local public transport (forecast savings of over 1,000 tonnes of CO2 in Italy); 
  • the company carpooling service, a mode of transport based on the concept of several people with similar routes and working hours sharing the same private car. The aim is to share the car for commutes in order to improve the quality of transfers, make savings on transport expenses, reduce traffic congestion, pollution and road accidents 
  • the development of shared services (cars, mopeds, scooters, and bicycles). In Italy, ALI - the Intesa Sanpaolo employees’ association - has entered into agreements with the main networks in several cities; 
  • the constant commitment to managing and upgrading the company fleet according to selection criteria that promote respect for the environment. For example, the models offered by mixed-use policies have been supplemented with additional plug-in hybrid vehicles; the renewal of the pooled fleet saw the introduction of a significant number of fully hybrid vehicles and provision of some electric cars; 
  • the incentivisation of micromobility through various initiatives, such as the possibility of parking foldable bicycles and/or scooters in company spaces, a plan to install racks for the parking of traditional and electrically assisted pedal bicycles, and dedicated contributions by the Employees’ Association (ALI); 
  • the development of remote communications for both listening and work activities, with the widespread use of Skype for Business and Teams in place of commuting and business trips.

 

Health and safety

The increasing attention given by Intesa Sanpaolo to the health and safety of employees and of all interested parties, is evident in the many initiatives that the Group uses to identify, control, mitigate and (where technically possible) eliminate risk situations related to buildings, processes and to the circumstances of its staff.

A careful assessment of all potential risks to health and safety in the workplace is carried out in order to prepare the "Risk Assessment Document", available to all the staff, that includes the identification of individual preventive and protective measures. Following this assessment, a process for managing the risk conditions assessed is implemented, which, through the close cooperation of the competent corporate departments, enables continuous improvement of health and safety conditions at work.

 

Health and Safety Management System (SGSL)

In addition to ensuring compliance with current legislative and regulatory forecasts, the highest standards for health and safety are pursued through the implementation of a health and safety management system (SGSL) that complies with the requirements of the International Health and Safety Assessment Specification (ISO 45001).

People's health and safety policy

The Group has adopted an health and safety policy, the basic principles of which reflect the requirements of the Consolidated Law on health and safety in the workplace (Legislative Decree 81/2008) and the relevant mandatory legislation.
From the Policy derive rules and processes applied at Group level that define Intesa Sanpaolo's approach to protect the health and safety of all internal and external stakeholders impacted by the Group's activities.
The Policy is approved by the Employer for health and safety pursuant to Legislative Decree 81/2008.

 

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