Intesa Sanpaolo has chosen a corporate welfare model that operates within an integrated system and includes: the Supplementary Pension, Supplementary Health Care, the cultural, recreation and sports association for Intesa Sanpaolo Group employees (ALI) and the set of mobility management activities and those focused on the attention to the needs of people and work-life balance.

Starting from constant, structured listening to employee needs, it proposes to act on the main elements of better balancing home life and working life of employees and their families with the aim of promoting sustainable solutions and projects consistent with their expectations.

Since its inception, the Group has been characterised by a complex welfare system developed upon consultation with the trade unions; the Group-wide institutions are integrated with those regulated by national collective labour agreements, offering colleagues a complex system of guarantees - through supplementary pension funds and the one for supplementary health care - flexibility for work-life balance purposes - through permits, leave, flexible working hours both morning and afternoon, part-time options, etc. - and subsidies and economic contributions, such as benefits for families with disabled children, out of the workplace accident policies, loans, mortgages, meal vouchers and study grants.

With the 2014-2017 Business Plan, the debate with the trade unions on welfare issues was enhanced through the setting-up of a joint company-trade union body - the Welfare, Safety and Sustainable Development Committee with direct involvement in the illustration and joint examination of the various issues also of the corporate technical functions that follow them specifically. Innovative measures emerged and were jointly developed from the works of the Committee, which were incorporated into as many agreements that put the Group at the forefront in terms of welfare issues.

Among these we acknowledge “Premio Sociale Aziendale” (Corporate Social Bonus) that consists of a sum by way of reimbursement of certain types of expenses, such as children's education, supplementary health care and/or supplementary pension also in favour of families, for colleagues with an annual salary of less than 35,000 euro. A solution that balanced cost sustainability and the enhancement of corporate welfare, notwithstanding the possibility for recipients to access the sum also in the traditional form of payroll payment.

Finally, the second-level Collective Bargaining Agreement also intervened on the subject of business policies and business climate defining measures designed to promote a balance between effective implementation of business policies and integrity and respect for people and to encourage the reporting of situations that are not consistent with the code of ethics and the code of conduct.

Future sustainability

Great attention was maintained on expectations of those who think about the future after the Company and of young new recruits. With regard to supplementary pensions, the process of rationalisation of the Social Security Funds within the Group was continued and the path for the creation of a single defined contribution Pension Fund was fixed through the aggregation of the Funds/defined contribution sections existing within the Group. This path allows important benefits for the business community, including the reduction of operational and financial risks, the simplification of structures, the expansion of investment opportunities, as well as the gradual increase in the contribution to be borne by the company in favour of new employees and colleagues on duty.

In order to facilitate access to credit for young people recruited within Intesa Sanpaolo, the Bank has provided the opportunity for young people under 35 to apply for loans up to 100% of the property value and with maturities of up to 40 years.


The focus on health, in addition to the traditional provision of services to more than 200,000 people with 137 million of healthcare benefits paid, has seen the Health Fund engaged in the development of the cardiovascular prevention campaign as part of the "I Colori della Salute” (The Colours of Health) initiative. The project addressed its members and their families between the ages of 40 and 69 years and, through the responses provided to each of the questions in an online questionnaire on health condition and lifestyles, in addition to the results of certain clinical tests, it allowed each participant to know their level of cardiovascular risk. Upon the emergence of a high risk (IV, V and VI level of the model proposed by the Institute of Health), the Fund made available to the patient a free "prevention package": targeted blood tests (blood sugar, total cholesterol, HDL and triglycerides), stress ECG, cardiology visit. The initiative recorded a significant participation which enabled the completion of about 13,000 questionnaires and the use of about 600 free diagnostic packages. The Fund, at the end of the campaign, also with a view to additional prevention measures, conducted a survey among the members which returned positive feedback on the appreciation of the initiative and on the perception of the health benefits that the same demonstrated for the patients. The online questionnaire on risk levels will remain available as a permanent diagnostic tool outside of the campaign calendar. The campaign resulted, in parallel, in the creation of an articulated communication plan aimed at raising awareness among the members and their families on the main risk factors and on the right health lifestyles to adopt in order to limit the occurrence of any acute events. In this regard, the different communication channels were constantly monitored in order to reach each of the potential targets: during the implementation of the campaign, the Fund directly reached its members by sending them, on different occasions, 73,000 emails and 13,000 letters for information purposes. At the end of the campaign, 65,000 views of the publications disseminated on the various channels and online sites were recorded.

In 2015, an agreement was signed which introduces interesting changes to the Fund's Articles of Association and Regulations on the exclusion criteria of beneficiaries, temporarily reopening the deadline for the registration of employees who at the time had not completed or had withdrawn their registration. Moreover, the methods for calculating the share of contributions of the recipients of survivors' pensions were revised more favourably for the persons concerned. Finally, performance improvements were made for dental expenses, eye wear for households with many family members and for the reimbursement of the latest drugs. In any event, the measures are of an experimental nature to be confirmed after one year.

In the Insurance Division, the "Incontri Sana Alimentazione" (Healthy Nutrition Meetings), were held. This is an information and interactive discussion initiative organised in collaboration with the Hospital San Raffaele Resnati designed starting from the principle according to which feeling good in the office is a prerequisite for feeling good about ourselves and those around us. The meetings, lasting two hours, were held by a nutritionist and a psychologist and addressed the topic of food education, wellness and beauty and psychological factors associated with eating disorders. 102 colleagues were involved altogether with a concrete response that updated and extended the set of best practices in the field of health promotion.

The health focus is an aspect that is widespread also within international banks. Alexbank introduced a new package of complementary health services, which provides, through insurance, valuable services and programs for employees provided by Al Ahly Medical Company - one of the largest and most efficient healthcare companies in the country - which can rely on a large network of doctors and has consolidated expertise in support of the banking sector. CIB Bank (Hungary) implemented CIB Spirit Health, a health screening pilot programme. Privredna Banka Zagreb (Croatia) pays health checks for trainees and new recruits, as well as tests and preventive medicine for all employees every two years, flu vaccines, support to employees on maternity leave or on extended leave due to their child's sickness for the purchase of drugs and the payment of medical care. Banca Intesa Russia has provided health insurance for employees with a full range of medical services.

Health on the plate

As part of the "Gusti Giusti" project, launched in 2008 in collaboration with the Slow Food Association and active today in all eleven canteens of the Group, Intesa Sanpaolo has developed various activities and projects with the aim of promoting and disseminating the principles of good, tasty and sustainable nutrition. A questionnaire sent to more than 4,000 potential users of the canteens of Moncalieri (TO) and Milan collected the views of the colleagues making use of the company canteens and allowed to take stock, after many years after its launch, on the Gusti Giusti project. More than 1,700 colleagues answered, providing useful information about the perception of the characteristics of the company's offer on the subject of catering and insights into possible interventions in the field of chef training and the interest in investigating aspects of food culture.

In particular:

  • refresher courses were held for the chefs of the company canteens of Milan-Montebello, Milan-Piazzetta Dell’Amore, Moncalieri and Turin-headquarters, alongside Slow Food experts, in order to develop new menu suggestions and always in line with the principles of the Gusti Giusti Project
  • in collaboration with the Intesa Sanpaolo Workers Association - the Laboratori del Gusto (Taste Workshops) continued with four events dedicated to food which took place in Milan, Turin, Moncalieri (TO) and Parma. In the spaces of the company canteens, the Slow Food experts explained to an audience of colleagues the characteristics of proper nutrition and guided the participants to discover the organoleptic properties and the methods of choosing, cutting, processing and cooking horticulture products.

In 2015, an internal initiative was launched aimed at celebrating international culture as a component enriching the Group: “Taste the World”. The project, born out of the collaboration between the International Subsidiary Banks Division, the CSR Unit, the Welfare Office and the General Services Office, provided for the involvement of colleagues from International Subsidiary Banks, but working in Italy, in the proposal and collection of recipes from the local culinary tradition to be offered in company canteens on dedicated thematic days. The first phase of the project ended in mid-2015 with the collection of 44 recipes and the second phase, including the launch of the initiative within a pilot canteen in Milan, started in October 2015 and will continue until June 2016 with 10 dedicated days.

A vegetable garden in the company

In 2015, the "Orto Urbano" (Urban Garden) project implemented in the Milan office of the Insurance Division became fully operational. It is a multi-year project, born out of the idea of some colleagues and developed in collaboration with Slow Food, inspired by the values of "good clean and fair".

In detail, the activities carried out were the creation and maintenance of an agri-ecological garden especially created on the terraces of Viale Stelvio in appropriate containers and a series of learning sessions for the group of employees who look after the garden on a regular basis. A "slow" garden aims to be respectfully productive, visually pleasing and functional, malleable and able to adapt within city and metropolitan contexts and, above all, to be an opportunity of meeting, education and social inclusion. Interested colleagues periodically meet in order to devote themselves to activities linked to the seasonal cycle of growing vegetables (planting, watering, harvesting, fertilizing, etc.). Moments of engagement, including remotely, of colleagues from other offices of the Insurance Division are planned for 2016, with the aim to disseminate the "spirit" of the project, even beyond the direct involvement in the activities.