we receive e we publish the following press release issued by Intesa Sanpaolo.
Understanding St. Paul it is classified first bank in the world among the 100 most inclusive and diversity-conscious workplaces in the world FTSE Diversity and Inclusion Index – Top 100, the international index of FTSE Russell (formerly Refinitiv). The Group ranked seventh globally, the first banking group overall and the only one in Italy.
The analysis conducted by Ftse Russell evaluates, in fact, over 15.500 listed companies around the world based on 24 parameters attributable to four key categories: gender diversity, inclusion, people development and controversies. FTSE Russell is a leading global provider of benchmarks, analytics and data solutions with multi-asset capabilities.
The recognition confirms the commitment of the Group led by the CEO Carlo Messina, in the valorization of diversity and in the promotion of inclusion as essential components for growth. It is also the result of Intesa Sanpaolo's commitment to promoting an inclusive work environment, capable of welcoming and valorizing every form of diversity and supported by a process of continuous measurement, evaluation and enrichment of the results obtained.
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Media Relations
Intesa Sanpaolo
Corporate & Investment Banking and Governance Areas stampa@associazionesanpaolo.com
Intesa Sanpaolo
Understanding St. Paul, with over 422 billion euros in loans and 1.350 billion euros in customer financial assets at the end of June 2024, is the largest banking group in Italy with a significant international presence. It is a European leader in wealth management, with a strong focus on digital and fintech. In the ESG field, by 2025, 115 billion euros of Impact disbursements are planned for the community and the green transition. The program for and in support of people in difficulty is 1,5 billion euros (2023-2027). The Bank's museum network, the Gallerie d'Italia, is an exhibition venue for the artistic heritage owned by the Bank and for cultural projects of recognized value.
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Diversity & Inclusion at Intesa Sanpaolo
Intesa Sanpaolo has long since introduced instruments concrete of Diversity and Inclusion such as the creation of a dedicated structure reporting directly to the Chief People & Culture and the definition of a specific KPI to reward managers who are attentive to gender equality, as well as programs to accelerate women's careers and specific training courses to promote inclusion; the integrated welfare system has evolved over the years, with a wide range of solutions - for example time bank, company nurseries, extended maternity/paternity leave, smart working, short week, flexible entry and exit hours, part-time - which concretely address the issue of time management and the balance between business and personal needs of employees. In 2020, the “Principles on Diversity & Inclusion”, which formalizes the inclusion policy towards all forms of diversity, basing it on respect for all people, meritocracy and equal opportunities. In 2021, the Rules for Combating Sexual Harassment, a document that supports the Code of Ethics and the Code of Conduct in explaining the policy of firm condemnation of any type of harassment and that regulates in detail the process of managing reports. The publication of the document was accompanied by a mandatory annual training course to spread its knowledge and implementation.
The group has also implemented numerous initiatives for the support of customers, families andfemale entrepreneurship.
Some initiatives of Diversity management:
- Definition of commitments on gender equity (Principles on Diversity & Inclusion), with the aim of promoting gender balance in hiring and ensuring equal opportunities in the processes of promotion to roles of responsibility, appointments to management and in the succession plan for top roles.
- Training on inclusive leadership and unconscious biases for Top Management, for a comparison on the characteristics and advantages of practicing an inclusive leadership style, on the value and richness represented by the diversity of people, avoiding often unconscious stereotypes.
- Unconscious bias training for the entire corporate population, to learn how to recognize bias and not be influenced by it in the workplace.
- Group coaching for managers to reflect, define and put into practice inclusive behaviors
- Initiatives to support parenting with the aim of facilitating the conciliation of personal and professional life times for parents and balancing family care burdens.
- Program aimed at people who are long-term absent (maternity/paternity leave, illness, family or personal leave) with the aim of establishing a close relationship during the absence and promoting a successful return to work.
- Listening initiatives to investigate needs, experiences and expectations on inclusion issues, with a focus on the topic of different generations in the company in order to identify specific age management initiatives.
- Disability Management: creation of a cross-functional group with the aim of supporting and enhancing the contribution of all our people in the company through a dedicated process. About 80 professionals actively participate in it, most of them certified by the Lombardy Region as Disability Managers after having attended the Advanced Training Course “Disability Manager and the world of work” organized by the Università Cattolica del Sacro Cuore in Milan. The cross-functional group periodically meets with the trade unions, within the Welfare, Safety and Sustainable Development Committee.
- Training and awareness initiatives for all Group people on inclusion and diversity (e.g. affective orientations and gender identity, age management, multiculturalism, disability).
In particular, in support of the gender equality:
- the Art of Leadership: a networking path of excellence involving approximately 1150 people including the Senior Director population;
- Group coaching dedicated to women who have taken on a role of responsibility for the first time;
- Female Empowerment: training courses aimed at the high-potential female population to strengthen awareness of the value of gender difference;
- shadowing programs: involving high-potential female managers and colleagues;
- job rotation to strengthen and broaden skills.
Formal recognitions and commitments and collaborations
Intesa Sanpaolo stands out for its numerous initiatives that promote gender equality and, in addition to being included in the 2023 “Bloomberg Gender-Equality Index” (GEI), it was the first large Italian banking group to obtain the certification for gender equality provided for by the National Recovery and Resilience Plan (PNRR) and the first bank in Italy and among the first in Europe to receive the Gender Equality European & International Standard (GEEIS-Diversity), an international certification from the Arborus association issued through Bureau Veritas. The bank also adheres to the Women's Empowerment Principles – WEPs promoted by the UN and has signed the ABI Charter “Donne in Banca”. Finally, Intesa Sanpaolo has a consolidated collaboration with the Marisa Bellisario Foundation and the Valore D and Parks – Liberi e uguali associations.
