Inclusion and non-discrimination are the values characterizing projects and business tools put in place with a view to improving company performance, rewarding talent in women, and promoting work-life balance for all Intesa Sanpaolo employees. Ours is a conscious approach to the management of diversity within the organization whether it be cultural, ethnic, age or gender and different abilities.
On July 24 2014, this commitment led to the signing of a protocol with the Trade Unions in favour of non-discrimination and equal opportunities policies, with a first agreement which acknowledges special paid leave for both civil and religious weddings, celebrated in Italy or abroad, even if not yet recognized by the Italian law, and provides for the common-law cohabitee the same treatment as a spouse in case of family members with disabilities.
Starting from constant, structured listening to employee needs, the diversity management issue is being carried out both through training initiatives aimed at developing inclusive leadership, that values differences, and through welfare policies with particular attention to the issue of balancing home life and working life of Intesa Sanpaolo employees, such as the regulatory framework provided by the national and Group collective bargaining offering solutions for flexibility, i.e. permits, leave, flexible working hours both morning and afternoon, part-time options, smart working, etc.
Intesa Sanpaolo is a supporting member of Valore D, the association set up by several major companies that have joined together with the aim of helping businesses formulate development strategies for female talents, supporting women on their way towards top management, increasing public discussion on the issue and promoting change. At intercompany level, Intesa Sanpaolo takes part in the different activities activated by the association: Mentorship, to support the growth of female managers through meetings with top managers from other companies; Skill Building, to develop the leadership skills starting from the recognition of gender specificity; Work Life Balance, to promote a model of work more and more innovative; Role Model, to develop management style through the analysis of successful and unsuccessful factors, choices and behaviours; Social Innovation, to promote a model of sustainable leadership that integrates male and female components, by harmonizing the characteristics of both genders.