Enhancement of female talent
Intesa Sanpaolo has always been committed to the full enhancement of female talent, facilitating the presence of women in every professional context and at every hierarchical level.
At Intesa Sanpaolo as of 31 December 2024, women represent 54.3% of the entire corporate population and in particular:
- 40.9% of the total managers and middle managers
- 30% of managers.
On the basis of the Articles of Association of Intesa Sanpaolo, the Board of Directors adopts the necessary measures to ensure that each Director and the Board as a whole are constantly adapted to the degree of diversification, including in terms of experience, age, gender and international outlook, as well as in terms of competence, fairness, reputation, autonomy of judgment and dedication of time.
At least two-fifths of the total members are reserved for the less represented gender on the Board of Directors, in line with the legislation applicable to date on equal access to the administrative and supervisory bodies of listed companies.
In the current structure there are 8 women for a share of 42% of the Directors, or a gender ratio of 0.731; in addition, women are represented in all Board Committees, reach 80% of the members of the Committee for Transactions with Related Parties and express the chairmanship of the Risk and Sustainability Committee and the Appointments Committee.
The Board of Directors assessed its composition as adequate, also in terms of diversity, and suitable to allow a properly balanced composition of the Board Committees.
It should be noted that the Senior Management includes the Managing Director and CEO of Intesa Sanpaolo, his first reports, the Chief Audit Officer, the Deputy of the Heads of the Divisions and Governance Areas (to date the Deputy of the Head of the IMI Corporate & Investment Banking Division and the Deputy of the Chief Financial Officer), as well as the Manager in charge of preparing the financial reports.
The 2022-2025 Business Plan also provides that new appointments for senior positions – considering a broader perimeter than that of senior management and which includes first and second reports to the CEO – are gender-balanced (approximately 50% men and 50% women) and that this may make it possible to reach approximately 30% female presence in senior leadership positions by 2025. Based on the organisational structure in place as of 31 December 2024, the stock figure for senior positions (-1 and -2 organisational levels under the CEO) is composed as follows: 71.7% male and 28.3% female.
In order to enhance female talent and encourage the creation of inclusive work contexts, multiple development initiatives have been launched for women professionals and managers (job rotation, shadowing paths, training for female empowerment...). A group coaching initiative dedicated to women who have taken on a role of responsibility for the first time in order to train inclusive leadership skills has also been launched.
1 Understood as the number of women on the Board of Directors compared to the number of men.
The Group's attention to gender pay equity
Intesa Sanpaolo pursues a gender-neutral remuneration policy, ensures that the definition of remuneration and incentive systems, as well as decisions relating to remuneration, are based on merit and professional skills, regardless of gender or other forms of diversity, and are inspired by principles of fairness.
This is in order to pursue complete equality among the staff, ensuring, for the same activity carried out, that the people of the Group have an equal level of remuneration, also in terms of the conditions for its recognition and payment.
Initiatives and awards related to gender equality to which our Group partecipates
Intesa Sanpaolo is a founding member and ambassador of Valore D, the business association that promotes diversity, talent and female leadership for the growth of companies and the country.
Intesa Sanpaolo is an important contributor to all areas of work and initiatives of the Association. The Partnership is a constant opportunity to spread and increase inclusive culture, also through numerous training initiatives and dedicated development paths. Among the topics covered: leadership, entrepreneurship, inclusive strategies, work-life balance.
InspirinGirls: in collaboration with Valore D, over 130 Intesa Sanpaolo managers participate as Role Models, raising awareness among students of talent and ambition, overcoming gender stereotypes.
Promoting female talent in STEM fields.
STEM is the English acronym that stands for "Science, Technology, Engineering and Mathematics" and indicates the scientific-technological disciplines and the related courses of study.
STEM is the English acronym for "Science, Technology, Engineering and Mathematics" and indicates the scientific-technological disciplines and related courses of study.
Within Intesa Sanpaolo, professional skills in the STEM field are carried out for approximatively 35% by women and the Group pays particular attention to the enhancement of female talent within these contexts, with the aim of facilitating a greater gender balance in situations where technical-scientific-IT jobs are prevalent . In these contexts, Intesa Sanpaolo works with the utmost care and attention to support their growth.
In particular, 41.7% of IT and Engineering positions within the Group are covered by women (the data covers more than 80% of the Group’s overall workforce).
On the subject of enhancing female talent, Intesa Sanpaolo has launched the YEP – Mentoring for the Future of University Students path, developed in collaboration with Ortygia Business School. The initiative includes a mentoring path aimed at bringing young female students (mentees) from Southern Italy closer to the world of work, benefiting – through individual coaching – from the experience of Intesa Sanpaolo's women managers and professionals (mentors), over 100 female students involved in 2024. Through partnerships with universities in Southern Italy, five scholarships are also planned to be provided over the next three years to female students for STEM (Science, Technology, Engineering and Mathematics) faculties, to actively contribute to attracting more female students to technical-scientific faculties, which offer greater employment prospects.
In addition, Intesa Sanpaolo and Intesa Sanpaolo Innovation Center support and accompany young female students in choosing STEM degree courses at the Politecnico di Milano. Thanks to the Girls@Polimi program, promoted by the Politecnico di Milano, our Group provides 6 scholarships for as many young and future engineers.
Women in Finance: a program of the Catholic University of Milan to support female leadership in the financial sector. The Group provided four scholarships and two training sessions on gender gaps, financial management and empowerment.
In 2017, Intesa Sanpaolo established the Women Value Company award, in collaboration with the Marisa Bellisario Foundation. The award, now in its eighth edition in 2024, is dedicated to small and medium-sized enterprises to reward and enhance those that have implemented concrete and innovative policies and strategies to ensure equal opportunities and career recognition for men and women. In 2024, the award recognized over 800 companies for their commitment to advancing gender equality in the workplace.
To bring the values of inclusion outside the Group context, during 2023 we actively participated in various events dedicated to the themes of enhancing diversity including: 4 Weeks 4 Inclusion, the marathon of meetings dedicated to the themes of inclusion in which more than 400 companies participated; “Youth and the future: towards sustainable development”, the event created by University for SDGs to promote the Sustainable Development Goals of the 2030 Agenda.
Last updated 13 May 2025 at 15:17:50
