We value people, we promote diversity and we invest to promote lifelong learning and professional growth by creating a transparent, collaborative and accessible working environment.
Employees by Geographical Area
Data as of 31.12.2020
Spreading the values of inclusivity, diversity and customer-centricity
Developing new skills to meet the challenges posed by the market and the needs of our customers
Reinforcing managerial skills to ensure the Bank’s sustainable growth
Simplifying processes and identifying new working models
Enhance the talent and performance of our employees.
|Training hours per employee||39,182||48,021||48,805|
|Average training hours per employee||45||54||51|
|Training hours per distribution network||124,932||123,000||113,000|
|Average training hours for Financial Advisors network||62||60||54|
Diversity & Inclusion
Updated to 31.12.2020
Compensation & Benefit
Benefit & Welfare
The remuneration package for employees is supplemented by benefits that demonstrate the constant attention that the Bank pays to the personal needs and well-being of its employees, taking due account of working conditions.
Benefits may be differentiated by professional families and geographical areas but do not provide for individual discretionary schemes and may include welfare aspects, such as healthcare, supplementary pensions, financial compensation in the event of death, total and permanent invalidity and dread disease, the Welfare Option for the company bonus and pure Welfare.
In this context, Work-life balance plays a key role for our Bank, in line with the central role played by people.
Smart-working, which started with a pilot project in early 2018, had a significant development in 2020. The Bank used this method to safeguard the health and safety of people during the Covid-19 emergency by temporarily and exceptionally extending remote working to almost all employees.
Still in the area of work-life balance, our Bank provides facilities related to the reduction of working hours for reasons related to the needs of the employee or his family such as, for example, the birth or adoption of children and recognises, in addition to the right to take time off work in accordance with the law, paid leave for health services and discretionary periods of leave of absence that all employees can take, in addition to compulsory maternity and parental leave.
Find out more in the Work-life Balance section.
Industrial and Trade Unions relations
We observe trade union rights and freedoms, both as regards trade union organizations (corporate and territorial) and as regards individual employees. Social and national legislation and the provisions of the CCNL Credito or Credit Managers apply to 97.4% of employees.
At the end of 2020, the rate of membership (employees registered with unions compared to the total workforce in Italy) was 33%, unchanged compared to the end of 2019.
95% of employees are subject to social and national legislation, and the provisions of the National Collective Labour Agreement (Credit Managers). The sole exceptions are the employees of BGFML, Nextam Partners LTD and BG Valeur S.A., to whom the local legislation applies.
Trade union relations are conducted in line with the provisions of the law and collective bargaining (CCNL Credito and Contratto integrativo aziendale/CIA).
In particular, the system of trade union relations is developed through trade union meetings of an informative, confrontational and negotiation nature.
One of the most important opportunities for discussion is the "annual meeting" provided for by the CCNL Credit Agreement, in which the company and trade unions discuss strategic prospects (economic and business trends, main balance sheet data, new markets/products), the structural profile (data on total employees and main employment/management trends) and the quality of human resources (data/information on performance assessment processes, merit measures, training provided).
Other opportunities for discussion concern the dynamics of significant corporate transactions (e.g. mergers, acquisitions, major reorganisations).
With regard to actual negotiation meetings, the main topic is the supplementary company contract (CIA) for employees (white-collar and middle management) of Banca Geneali and Generfid (Italy area).
The current CIA contains specific provisions on important welfare issues such as health care, supplementary pensions, compensation in the event of death or total and permanent invalidity, work accident coverage, as well as regulating some organisational aspects concerning working hours (part-time for new mothers, flexible working hours, additional leave for medical/health reasons).
In addition, again at CIA level, specific facilities are provided for first home loans, personal loans and current account conditions (cash elasticity).
In the context of negotiations at the company level, smart working is also specifically regulated.
As this is a matter of collective bargaining, all employees in the clerical and managerial categories are covered. The only exception is for employees with fixed-term contracts, who are not covered by the facilities for home loans and personal loans.
Furthermore, in the implementation of the CCNL, the Prosolidar Foundation, active in the field of solidarity projects at the international level, was promoted. For 2019, approximately 601 employees have joined the Foundation by paying the required contribution, followed by a company contribution of the same amount.