The Intesa Sanpaolo Group has developed for its employees many services and initiatives in its welfare system.There are five Welfare areas: Complementary Pensions, Supplementary Health Care, Associazione Lavoratori Intesa Sanpaolo - ALI, Work-Life Balance and Mobility Management.
The integrated Welfare System accounts for about 5% of the Group labour cost.

Complementary Pensions

Following the ratification of the second-level Collective Agreement signed in 2015, as part of the ongoing rationalization of pension funds within the Group and consistently with the guidelines established by the supervisory authority, a defined contribution Pension Fund of Intesa Sanpaolo Group in Italy has been set up, aggregating almost all the existing ones and favouring the adhesion of staff enrolled in open funds or not enrolled in any form of social security. This enabled significant benefits to the all employees, including the reduction of operational and financial risks, the simplification of the structures, the expansion of investment opportunities, as well as the gradual increase to 3.5% of the contribution paid by the company in favour of new recruits and colleagues on duty.

An ongoing monitoring of the different forms of social security available in the Group's foreign companies is currently being carried out to evaluate any opportunities to launch rationalization processes.

Group Health Fund

For all the Intesa Sanpaolo employees (both in service and retired) and their families, the Group Health Fund, in existence since 2011, provides additional health benefits to the national health service, which are prompt and effective.

The Fund, which has over 200,000 members (employees, pensioners and their families), provides services for health treatments directly through its recognised network of services or, alternatively, by reimbursing health care costs incurred directly by the members themselves. Overall, in 2018 the Fund has provided services for about 145 million euro.

During the year, the Fund worked with the International Banks Division and the Intesa Sanpaolo Welfare Department to provide healthcare for employees of the Group's international subsidiaries who are not covered at present. A solution was identified for 2017 providing cover for more risks, through a healthcare policy for around 23,000 staff members at international subsidiaries of the Intesa Sanpaolo Group.

It is divided into two separately-managed sections for members in service and retired, enhances solidarity between generations, primarily by allocating a percentage of contributions paid by members in service to the retired members section, provided that their management has closed at par.

After the skin cancer prevention campaign that ended in 2018 with the accession of 20,900 people, the program of the 2019 Cancer Prevention Campaign began with a focus on colon and cervical cancers.

The "Guide with practical advice on a healthier lifestyle", with tips to reduce the risk of osteoporosis, is available to all members, and can be consulted/printed from the "Colours of Health", the section of the Fund's site dedicated to prevention.
The Fund took extensive action, contacting members by email and through online channels to support the campaign and raise awareness among members of the correct prevention of this illness.
At the same time, a regular column with articles by experts and qualified professionals was launched on the Healthcare Fund's website, which can be accessed by all scheme members.

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 145,000 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 247,000 are the subscriptions to national initiatives in the various areas of the association and over 1,100 the initiatives promoted within the local Councils, involving more than 64,000 people.

At the end of 2016, an agreement was reached with two social cooperatives (Coopselios and Cadiai) to implement Welcare family services and offers services at special rates from parental care to assistance for the elderly and persons who are no longer self-sufficient, with a view to achieving a better work/life balance, as well as the management of tax and social security aspects.

Families with children in full-time education can benefit from summer holiday initiatives; open to children and students from 4 to 25 years. For families with children affected by disabilities, the contribution was doubled. 

As an additional form of support for household spending, the Association has recognized - among others - contributions for sports and leisure courses.

Concerning work life balance, agreements have been signed with partners providing home-based services (from laundry to ironing, from shoe repairs to home cleaning). 

Support for culture was guaranteed by contributions and discounts for book purchase.

Work-life balance and Mobility Management

People Care initiatives and services intend to promote work life balance and the wellbeing of people in the company, providing products of social utility, also with a view to diversity management, and sustainable mobility services.

Our employees benefit from a wide range of innovative measures and flexible solutions that, to different degrees, are targeted to support families.

From a methodological point of view the initiatives have been enacted by the company also taking as reference the results of the "stakeholder engagement" process promoted by the Corporate Social Responsibility Service in cooperation with the Human Resources Department.

Within these initiatives: the Mobility program, coordinated by the Mobility Manager and the Company Nursery (there are 5 company nurseries and there are reserved conventions for other nurseries). Finally 11 are the company canteens available to our people.

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 existing legislations and regulations, Intesa Sanpaolo pursues the achievement of the highest standards in terms of health and safety, through the implementation of a health and safety management system (HSMS) that meets all requirements of the related international standard OHSAS 18001 (Occupational Health and Safety Assessment Series)   

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