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Welfare

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 Pensions

The boundary of the Intesa Sanpaolo Group's defined contribution pension fund, which alone has over 7 billion euros of assets for over 75 thousand members, through the UBI operation will see a complex of social security institutions with total assets of over 10 billion euros with approximately 106 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.

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 215,000 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 130 million euro in 2020.

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.

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.

The campaign for the awareness, prevention and early diagnosis of tumors activated in 2019 continued in 2020, through the publication on the dedicated portal of interactive content, questionnaires, video clips and single-issue articles of an informative nature.
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.

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.

It has more than 150,000 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.



Welcare Family Services

Since 2016 the Welcare family service is active – thanks to the agreement with two social cooperatives (Coopselios and Cadiai) – which, in a work life balance logic, offers services at prices facilitated by parenting to caring elderly and self-sufficient subjects as well as the management of tax and pension aspects.

In 2020 the formula will be revisited to improve the quality of service for the benefit of members.

Families with children between 0 and 6 years old are dedicated to the "Buono Cicogna" and the Christmas gift.

For families with school-age children, initiatives are available to support the organization of their children's summer holidays, with a large age group, between 4 and 25 years, and for families with children with disabilities established that they are enrolled on summer campuses with a specific annual contribution.

Ali offers a contribution to the purchase of school textbooks and has in place a convention that allows Members to purchase at discounted prices.

As a further form of support for household spending, the Association has recognized, among others, contributions for the conduct of sports courses and leisure courses and two important agreements have been concluded with leading companies in the field of sports activities with the aim of supporting and promoting sports practice and movement as a source of well-being.

Also on the subject of work-life reconciliation, agreements have been made with partners who provide services at home (from laundry to ironing, from shoemaker to house cleaning).

Support to the culture

Support for culture has been guaranteed, among other things, by contributions and discounts for the purchase of books and subscriptions for cinema, theatres and museums, as well as by the many cultural initiatives organized for Members in the cities and museums of Italy.

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. In 2019, most 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.

Mobility Management

The function defines the strategies and guidelines on the subject of sustainable mobility at Group level.
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.

 

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.

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).

 

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