To us people aren't just numbers: we believe that respecting the personality and dignity of each individual is essential to creating a work environment inspired by reciprocal trust and loyalty.
Our commitment, the roles and responsibilities in the development of our personnel are defined in the Human Resources Management Policy, to which we have added internal procedures that regulate some key processes for personnel development and management.


We have adopted tools to aid in the evaluation of people, their involvement and their professional growth, with an outlook to build consistent and effective development and training programmes for business through international experience. Specifically, we use the Performance Evaluation, a system of individual performance evaluation that lets us evaluate people objectively and track activities and responsibilities.

We continuously identify internal resources for inclusion in the succession plans for executive director and key manager positions.


Every year, about 100 new graduates get the opportunity to do an internship at our bank. We offer the young people that come to us a unique training experience that lets them develop a broad and diversified view of our activities, participate in a very active way in projects, work side-by-side with managers and top-notch professionals, and have a precise scope of responsibilities.


Our remuneration package is in line with the market and includes welfare, insurance and healthcare benefits, in addition to agreements with various shops.


We consider the protection of health a fundamental requirement. We promote the psychological and physical well-being of our people through protection, prevention and promotion programmes that involve all company levels. We are also proactively promoting health, providing our collaborators tools for treatment and assistance.

We have identified and assessed the risks that workers could be exposed to when they do their jobs and any consequential harm they could suffer, based on which we have prepared a risk prevention plan for health and safety of employees.


The Group also seeks to promote a healthy work-life balance, starting from listening to its staff and their needs, and then promoting solutions which enable them to reconcile the demands of their private and professional lives to the extent permitted by the provisions of the law, collective contracts, negotiated agreements and geographic area, in particular as follows:

  • Working part-time: based on professional role, with priority being given to those with complex family and difficult personal situations. Working part-time in no way constitutes grounds for discrimination in working relationships and/or professional development;
  • Working from home: flexible forms of working from home;
  • Time bank: annual time bank consisting of a number of hours’ paid absence in addition to ordinary leave, to be used by staff in serious personal and/or family circumstances. Hours are contributed to the time bank by the company and by the employees themselves, who can donate their time voluntarily to colleagues in difficulty;
  • Flexi-time: this solution is available for most staff who have normal working hours;
  • Various forms of leave (paid and unpaid): in addition to the possibilities provided for by the regulations and national collective labour contract in force, further leave can be taken in cases where children require special assistance and for periods where children are starting kindergarten or infant school for the first time.

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