Diversity and inclusion

We want to value diversity and focus on inclusion to foster a correct and fair work environment.
The behaviour of all Group staff must be utterly correct and fair. We undertake to ensure that the management and heads of the individual organisational units behave fairly toward their collaborators, guaranteeing professional growth and fostering a working climate inspired by principles of transparency and loyalty. It is possible to report any conduct contrary to these principles, with the guarantee that the personal data of the complainant and the alleged offender will remain confidential, through the Whistleblowing mechanism, which is available to employees as well as collaborators and independent contractors working with the Group. “The Banca Ifis Group guarantees that all employees (and collaborators, including external) are treated with no direct or indirect distinction or preference, based on age, gender, sexual orientation, marital status, religion, language, ethnic or national origins, physical or mental disabilities, state of pregnancy, maternity or paternity, including through adoption, personal beliefs, political opinions, affiliation or trade union activities.” Code of Ethics

Key figures

40
years old
is the average age of employees
40
%
of top managers are women

We promote the culture of diversity

We took part in the national programme “4 Weeks 4 Inclusion”, created together with another 200 major companies of the Italian production ecosystem, which have come together in a common bid to increase employees’ awareness of matters of inclusion and the promotion of diversity. To promote gender culture, the Group produces multimedia content for dissemination both internally and externally and supports studies and research in the sector and training and empowerment initiatives to help young female students studying STEM subjects. In 2021, the Banca Ifis Group became part of the Valore D network, the first association of national and international companies that promotes gender equality and an inclusive culture for the growth of companies and the country.

Gender diversity

The presence of women in our Group not only stands at 54% (compared to a sector average of 48%), but is distinguished by the qualitative presence of women among the top management: 40% of the executives reporting to the Chief Executive Officer, compared to the rest of the banking sector where only 20% of women reach top positions. In Banca Ifis, women now account for 25% of executives, 43% of middle managers and 60% of office workers. In 2021, considering the ratio of the basic salary and remuneration of women to men, there is substantial equality within the Clerical Staff and a limited difference for Middle Managers and executives.

Young, skilled and diverse

The average age within the Group is under 40 and we are proud to have a young and motivated workforce: 35% of the Bank’s employees are under 35, and the average age of top management is 49. This allows us to be flexible and adapt to a changing market, and we intend to do even better with a plan to hire 150 young people over the three-year period 2022-2024.    At Banca Ifis, a model of inclusive leadership and our Academy contribute greatly to the preparation and specialisation of people, with ongoing investment in upskilling and reskilling courses.    Diversity in top management is not only in gender, but also in professional background: 40% come from banking, another 40% from consulting, and a further 20% from internal promotion. 
Breakdown of personnel

2021

2020

2019

By gender

Men

No.
%

856
(46%)

794
(46%)

807
(46%)

Women

No.
%

993
(54%)

933
(54%)

946
(54%)

By age group

Less than 30 years old

No.
%

138
(7%)

91
(5%)

211
(12%)

Between 30 and 50 years old

No.
%

1,380
(75%)

1,307
(76%)

1,253
(71%)

More than 50 years old

No.
%

331
(18%)

329
(19%)

289
(16%)

Total

No.

1,849

1,727*

1,753

* For 2020, the total number of employees excludes 31 Farbanca employees.
Total number of employees by category and gender

2021

2020

2019

Men

No.
%

67
(75%)

60
(77%)

57
(77%)

Women

No.
%

22
(25%)

18
(23%)

17
(23%)

Total Senior Managers

No.

89

78

74

Men

No.
%

309
(57%)

285
(56%)

287
(56%)

Women

No.
%

237
(43%)

222
(44%)

224
(44%)

Total Middle Managers

No.

546

507

511

Men

No.
%

480
(40%)

449
(39%)

463
(40%)

Women

No.
%

734
(60%)

693
(61%)

705
(60%)

Total clerical staff

No.

1,214

1,142

1,168

Total

No.

1,849

1,727

1,753

Total employees hired

2021

2020

2019

By gender

Men

No.
%

284
(33%)

60
(8%)

139
(17%)

Women

No.
%

331
(33%)

54
(6%)

148
(16%)

By age group

Less than 30 years old

No.
%

94
(68%)

27
(30%)

92
(44%)

Between 30 and 50 years old

No.
%

486
(35%)

78
(6%)

172
(14%)

More than 50 years old

No
%

35
(11%)

9
(3%)

23
8%

Total

No
%

615
(33%)

114
(7%)

287
(16%)

Individuals from minority or vulnerable groups

2021

2020

2019

Total

87

84

84

Total employees

2021

2020

2019

Men

No.
%

829
(46%)

770
(46%)

769
(46%)

Women

No.
%

957
(54%)

901
(54%)

913
(54%)

On permanent contracts (total)

No.

1,786

1,727

1,753

Men

No.
%

27
(43%)

24
(43%)

38
(54%)

Women

No.
%

36
(75%)

32
(57%)

33
(46%)

Fixed terms (total)

No.

63

56

71

Total

No.

1,849

1,727

1,753

Ratio of basic salary of women to men by employee category *

2021

2020

2019

Senior managers

95%

102%

91%

Middle managers

92%

93%

90%

Clerical staff

98%

99%

97%

* The calculation excludes the additional amounts paid to workers (e.g. those based on the years of service, bonuses, overtime, additional indemnity for transport, transfers, etc.)

Employees, an active part of our corporate responsibility.

Sustainability and care for the territory are an integral part of the Bank’s DNA and are essentially and especially expressed through actions to involve Group employees.
During the Bank sponsorship as Premium Partner of the Italian 2021 cycling Classics and Official Partner of the Gran Fondo Strade Bianche (Siena) and Gran Fondo Il Lombardia (Cantù), we invited our people to take part in the competitions directly. 26 employees, taking part in the two Gran Fondo, launched a strong message of commitment and social responsibility which, on a bicycle or in life, is expressed through respect for people, the environment and your neighbour. All the km travelled on bikes by our “champions”, together with the thousands of supporting interaction from colleagues on the company intranet – like a photo, video, news –  became effective in a donation to the Foundation Michele Scarponi, onlus which creates and finances projects on education for correct behaviour on road, respect for the rules and for others.
Another activity that involves employees in charity initiatives is taking part in the international 5-a-side football tournament, Social Goal. This involves teams from all over the world and has a strong social impact seeing that the proceeds are used entirely to organise social-sports programs for children in difficulty.
During the internal Christmas talent show, streamed on the Bank’s internal channels, employees were able to allocate the proceeds of their vote and their interaction, through a simple reward mechanism linked to the exhibitions, to the Andrea Bocelli Foundation, the Casa di Reclusione of Milan-Bollate, to the Umberto Veronesi Foundation, to the Bambin Gesù Foundation and to the Sanità di Frontiera. Enjoying oneself with a thought for those who are not quite so lucky.