A series of platforms - some of which are managed directly by the ALI - offer services and initiatives for work-life balance, measures aimed at achieving sustainable balancing of work and home life, given the extent of the area covered, the organisational complexity and the different needs of the corporate workforce.

Families and childcare

As regards services to support families, 4 company crèches are in operation - our “baby nurseries” - in Milan, Florence, Naples and Torino Moncalieri, and a new crèche will be added in September 2015 at the new Turin Headquarters. Quality is a fundamental element that accompanied the set-up of crèches: in fact, they meet the requirements of the PAN Consortium’s Quality Manual, prepared by a Scientific Committee, which covers all aspects of educational and organisational management. High education standards are accompanied by the construction of facilities in line with environmental sustainability principles that make preferential use of FSC (Forest Stewardship Council) and PFEC (Programme for the Endorsement of Forest Certification) certified materials. To integrate the service, a number of agreements are in place with the national PAN Consortium and, with a view to enhancing the options offered under intercompany agreements, the pilot project for a corporate crèche shared with Telecom Italia continued in Milan for Intesa Vita staff.
For families with children of school age, the ALI promotes initiatives for the organisation of summer holidays for children of between 6 and 17 years of age, with campuses proposed throughout Italy and abroad, accessible at preferential rates thanks to a direct contribution from the Association. The Bank also promotes the possibility of embarking upon inter-cultural experiences abroad with one-year and six-month stays, thanks to the allocation of scholarships for employees’ children, offered by the partnership with Fondazione Intercultura.

JUNIOR CAMPUS - THE EMPLOYEE SATISFACTION SURVEY

The summer camps in the city, in Italy and abroad, that have special agreements in place with the ALI, received a highly positive rating from the majority of members who used this service for their children during the summer months.
The redemption percentage of the survey was 65.5%, and 2014 recorded a unanimous approval in the choice of campuses in the city as well as abroad. 93% of employees were particularly satisfied and would recommend their children's experience to others.

At year end, as part of the trade union discussions, the foundations were laid for the beginning of an experimentation period on Flexible Work within the Group. It is a new working method that differs from telecommuting, where the work is performed in a place other than that in which it is assigned and which, taking advantage of the potential aspects offered by IT technology and work organisation developments, combines the company's productivity needs with personal/family needs, for a better life balance. Flexible work may be conducted from home, from another company location or at the customer's premises. This project is based on the relationship of trust and collaboration between employee and manager, which is an essential component. The initiative is part of the attempt to combine management of the private life of employees with the company's organisational requirements in an innovative manner. An experimentation period will be carried out during 2015, involving specifically identified Group departments/companies, accompanied by information/training initiatives, also for the purpose of adequately supporting change. Intesa Sanpaolo's flexible work proposal is a working method other than telecommuting that allows employees to carry out their work even outside of the assigned location, without changing the existing work relationship. Flexible work may be carried out:

  • from home, meaning the employee's place of residence or domicile, or another private place agreed upon in advance with the Manager, with the exception of any public areas or areas open to the public;
  • from a company location other than the assigned one (company hubs), namely from an office/premises of the Intesa Sanpaolo Group, specifically identified and reserved through the appropriate application;
  • from the customer's premises, for the specific activity of sales proposals and reports in relation to the professional role held by the employee.

Alongside this flexible work trial, Intesa Sanpaolo participated in the “Giornata del Lavoro Agile” (Flexible Work Day) initiative by the Municipality of Milan.
The initiative is aimed at private companies and public authorities so that they try alternative working methods.
The objective is to improve flexibility of the organisation and productivity, as well as reduce the time spent on commuting from home to work, thereby contributing to improving individuals' quality of life and reducing environmental pollution.
Approximately 70 employees participated (with a potential pool of about 700 employees in the 2015 edition).

As regards International Subsidiary Banks, Privredna Banka Zagreb is one of the Banks that showed the most commitment in finding “family-friendly” solutions and, thanks to the various practices for home work balance, was one of the first Croatian companies to obtain the “Mamforce Company Standard”, a local recognition for companies that strive to implement socially responsible practices. The initiatives include the company crèche, the possibility for part-time work and flexible working hours, medical and psychological care for employees, and the possibility to request paid leave to take care of relatives who are sick or non-self sufficient.