Intesa Sanpaolo's approach continues to focus on inclusivity and non-discrimination. These values characterise all the various corporate projects and tools developed to improve the company’s performance, promote talented women and contribute to the work-life balance of all Intesa Sanpaolo employees. It represents an informed approach to the management of diversity in the company, whether these differences relate to culture, age, gender or different abilities.
Intesa Sanpaolo believes diversity is an asset. In 2016, the Group committed to defining targeted and collaborative actions to promote respect and appreciation of differences and to increase awareness, particularly among management, of the positive benefits of being an inclusive company, including in competitive terms.
The company workforce comprises an equal balance of male and female employees, with 46% men and 54% women. In line with this, the Group is committed and proactive on gender management issues.
The approach is primarily managerial and organizational, with ad hoc initiatives to enhance merit, facilitate a work-life balance, and support the return of employees after maternity/paternity leave and long absences.
The recognition obtained by the Group at national level in 2015 for the care with which it handles inclusivity practices regarding people with disabilities has given new impetus to proposals that, during 2016, were developed as part of the Welfare, Security and Sustainable Development Committee (a bilateral company/trade union body operating within the Group); attention was particularly focused on managing age diversity and the issues that the extension of professional working life can bring in terms of professional development and integrated welfare policy.
In this context, it is worth noting that the “Sexual orientation and identity diversity regulations” have been adopted, which require the relevant functions to define operating procedures, beginning with unions between people of the same sex, in registered partnership situations or situations regulated by legal systems recognised by the Italian system, to provide them with the benefits foreseen by company regulations or similar benefits, also offering paid casual leave to employees in same sex unions or registered partnerships.
In 2016, the project “From gender balance to the leadership of difference” was launched, involving the Group's Divisions and main structures, with the aim of drawing up a Manifesto summarising Intesa Sanpaolo's approach to valuing gender difference, and of indicating the first measures to be implemented in 2017.
“Risorgimento al Femminile” (Women on the Rise) was an event over three evenings on the theme of women and employment, dedicated to the Group's female managers. The event was held at the Gallerie d'Italia and embraced art, history and business, as well as providing an important networking opportunity within and beyond the Group. The WorkHer project was also introduced at the event, a web platform for women entrepreneurs, of which Intesa Sanpaolo is a sponsor and partner. Intesa Sanpaolo is also a founding member and sponsor of Valore D (D Value), an association that promotes women's diversity, talent and leadership for the growth of companies and the country.
Group employees took part in various events, including female empowerment programmes and the forum “Il Tempo delle Donne” (Women's Time).
The partnership with “Valore D“ also gave rise to two research programmes to identify best practices and positive leadership models both in Italy, among associated companies, and across Europe on a sample of companies from various sectors.
In October 2016, workshops were held on “The Leadership of Difference”, genuine collaborative workshops on the theme of male and female experiences and views.
In support of equality and women's entrepreneurship, Intesa Sanpaolo promotes various initiatives and sponsors major awards, such as “The XXIXth Marisa Bellisario Award – Women Value Company 2017 – Intesa Sanpaolo“, in conjunction with the Marisa Bellisario Foundation, for those who have particularly distinguished themselves in the field of gender equality. The prize will go to two Italian companies, one medium and one small, which have adopted practical and innovative policies and strategies to ensure equal opportunities for men and women and recognition in their careers.
INCLUSIVITY AND DISABILITY
As part of the project “Tutti in Formazione” (Training for All), courses for employees with visual and hearing disabilities were provided, using accessible training methods adapted to the type of disability. The courses focused on the company's most recent financial results and new collaborative work tools to enable everyone to contribute to business objectives. A total of 147 employees were involved, of which 86 had visual disabilities and 61 hearing disabilities.