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

Since 2016, as part of the process of rationalizing the internal Pension Funds and consistent with the guidelines defined by the supervisory authority, a single defined contribution pension fund of the Intesa Sanpaolo Group in Italy has been active, which has combined almost all the reference funds of the same nature, favoring the accession of employees enrolled in the Funds open or not enrolled in any form of pension provision.
The Fund, established through collective agreements in October 2015, has assets of more than 6 billion euros and about 75,000 members at the end of 2019. This path has enabled important benefits for the business community, including reducing operational and financial risks, simplifying structures, expanding supply and streamlining the financial structure that now includes 6 financial and insurance sectors. Members can then make their investment choices by re-starting their position on one or more of the available sectors, as well as the gradual increase in the contribution paid by the company to new hires and colleagues in service to 3.5%.
The Fund, aware that the challenges of sustainable development will have a profound impact on the economy and society, in the context of recent initiatives on Sustainable investment and Responsible investments has established a new sub-fund that invests in sectors and companies that place environmental, social and governance factors at the centre of its activity, also proposing, among the investments, a specific focus on climate change.

The monitoring of the different forms of pension provision aware in the Group's foreign realities is being monitored to assess possible opportunities to start rationalization processes.

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 160 million euro in 2019.

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.

In May 2019, the campaign dedicated to the prevention of some of the most common oncological diseases was launched: colorectal, cervical and breast cancer with insights on the cancer risks arising from alcohol and smoking and the most appropriate lifestyles to stay healthy or to effectively cope with the disease. The initiative, which is still ongoing, highlighted the benefits of early diagnosis and the diagnostic and prevention effectiveness of screenings made available by the National Health Service in all Italian regions. This campaign was promoted in collaboration with the Welfare Function of Intesa Sanpaolo and was complemented by the awareness initiatives "Prevention playing!" set up at the main operating offices and at the Bank's corporate canteens.

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 – 2019 recorded more than 50,000 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 the company's nurseries and those contracted in the territory, there is also a system of protection of parenting that integrates and improves the set of leave and permits provided at the legislative level. In company canteens, as in the new innovative spaces of Micro Markets, the principles of proper nutrition are promoted. 

Of particular importance, the birth in 2019 of the cross-functional Working Group, coordinated by the Welfare Function, a reference for all issues related to the world of disability and disease. Colleagues participated in a high-education course at the Catholic University of Milan, with the teaching of experts on the topic of disability and chronic disease, which gave them the certification of Disability Manager. 

The work undertaken, to put in place what has already been achieved and to explore new areas of design, is important, innovative and requires a special sensitivity. Promoting the culture of inclusion, launching awareness and training campaigns, enhancing the skills, merits and attitudes of people with disabilities, ensuring the inclusion of each individual in the company regardless of the presence of limiting elements are some of the objectives of the GdL. 

In this context, the experience of the "Solidarity Clouds" continues. In the wake of the first, born in Milan, with the involvement of colleagues who, on a voluntary basis, support daily other colleagues with mobility difficulties in the access and exit phase at the work site, a second one was born in Turin. The experience of Emma, a duly trained assistance dog who can accompany a female wheelchair user to the office, has also given the inspiration to consolidate this best practice within the Group. Concrete actions, in short, examples that represent a real network of support and sociality, create widespread well-being and put people at the center.

Mobility Management

Mobility Management is the function dedicated to facilitating the journeys to work, to improve their quality and to promote sustainable ways of transport. The commitment is to translate into concrete actions what emerges from listening to employees, in order to propose a wide range of options for daily travel and to decline the actions of the Home Work Moving Plans. The Group's main objectives are to reduce the use of individual private transport, improve road safety and reduce CO2 emissions.

Among the active services, in addition to the company shuttles and the possibility of requesting subscriptions to public transport, the introduction of car pooling is intended to be an innovative and concrete response to the increasingly current issues related to the well-being of the cities in which we live.


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).


{"toolbar":[{"label":"Refresh","url":"","key":"update-page"},{"label":"Print","url":"","key":"print-page"},{"label":"Request for Annual Reports","url":"/en/investor-relations/request-for-annual-reports","key":"business-budget"},{"label":"Financial Calendar","url":"/en/investor-relations/financial-calendar","key":"financial-calendar"}]}