The Intesa Sanpaolo approach revolves around inclusion and non-discrimination. These values underpin various corporate projects and instruments developed to improve the company’s performance, promote female talent and contribute to the life-work balance of all Intesa Sanpaolo employees. It represents an informed approach to the management of diversity in the business place, whether these differences relate to culture, ethnicity, age, gender or different abilities. The diligence with which the practice of including persons with disabilities is managed has gained recognition from Italy’s leading national organisations and associations: in March 2015 Intesa Sanpaolo was rewarded with the "Diversity & Inclusion Award DiversitaLavoro", which is given to companies that promote policies to provide work for persons with disabilities, aiming at enhancing talent and skills.
In this context, the “Sexual orientation and identity diversity regulations” have been adopted, which require the relevant Departments 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.
THE INCLUSION WORKING GROUP
Promoted by the Corporate Social Responsibility Unit, this working group, which involves various company departments, sought to integrate the management processes and work tools with an acknowledgment of the diversities present within the Bank in order to identify potential new action areas. As a result, it was possible to share the needs, good practices and new solutions relating to visual impairment. Many initiatives were adopted for the inclusion of employees with disabilities. More specifically, visually-impaired or blind employees can take advantage of a technology platform designed to support their activities that allows them to independently access their email, browse the Internet and use office automation products; courses were held to meet the training needs that emerged following an analysis of the requirements of employees with disabilities, with two workshops on the service model involving 153 colleagues (63 with hearing disabilities and 90 with visual impairment).Training initiatives were held to raise the awareness of specialist staff on the theme of inclusion and to combat possible prejudice, conflict and marginalisation. Twenty-six employees took part. The collaboration with the LIA Foundation (Libri Italiani Accessibili or Accessible Italian Books), which has been working with Associazione Italiana Editori and with the Unione Italiana Ciechi e Ipovedenti (Italian Association for the Blind and Visually Impaired) for years, continued. In addition to making all the main social responsibility documents - Code of Ethics, Sustainability Report and the ‘Quaderni’ workbooks - accessible, in collaboration with the LIA Foundation, the Bank structured and ran a training course for 8 colleagues on the path towards accessible communications.
The Insurance Division developed initiatives to optimise the skills of senior employees, who acted as internal speakers on issues of particular interest: products, pension schemes, payslips and time cards. 328 employees took part in the initiative.