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Progress highlights
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Our commitments and progress highlights towards a more diverse and equitable environment for our people, stakeholders, and the broader community. We are playing a crucial role in promoting transparency, accountability, and positive change, to shaping an inclusive future for all.

 

Pledge for Gender Equality
Transparency on Gender Pay Gap
Multicultural mindset and ethnic diversity
a man and a woman working togheter

During the G20 Women's Forum Italy, our Group CEO signed the CEO Champion Commitment "Towards the Zero Gender Gap", ensuring the topic is firmly established as a key corporate commitment with concrete objectives and a framework to move towards greater gender equality, and diversity and inclusion at work on our Bank. 

 

Female presence

March 2025

 

  • 53% Board of Directors
  • 58% Group overall
  • 54% Group Executive Committee (GEC)
  • 33% Leadership Team*

 

*Refers to Group Executive Committee and first line reporting to Group Executive Committee.

two hands show that the gender symbols are equal to each other

Transparency and accountability are core to our values, and we fully support the publication of gender pay gap information.
We believe that sharing this data openly is an essential step toward driving meaningful progress, closing the gender pay gap, and achieving gender equality.

 

We are committed to ensuring equal pay for equal work and have implemented clear, transparent, and effective action plans.

 

Our key initiatives include:

 

  • Investing approximately €50 million since 2022 to significantly reduce the Gender Pay Gap (GPG) for comparable roles¹. As a result, the non-demographic GPG now stands at an immaterial 1.0%, reinforcing our commitment to a respectful and inclusive culture based on equal treatment and equal pay.
  • Establishing clear internal guidelines to support fairness and consistency in our compensation processes.
  • Embedding DE&I KPIs into the annual goal-setting process for senior leaders², ensuring accountability and promoting sustained progress.

 

 

1. Non-demographic Gender Pay Gap.

2. DE&I KPIs as standalone goal or as part of a broader Sustainability goal among non-financial measures, included in the individual scorecards of senior roles, as one of the elements for their performance evaluation. DE&I KPIs: ensure equal pay for equal work, promote gender parity across all organisational levels, increase cultural and ethnic representation in our staff, boost work life quality, well-being, and flexible working model for our staff.

 

 

multiethnic group of people laughing during a break from work

Our pan-European footprint provides us with a unique talent base allowing our Executives lead diverse teams across the whole organisation.

 

The proportion of UniCredit people originating from countries outside of Italy

March 2025

 

  • 40% Board of Directors
  • 57% Group overall - calculation based on FTEs
  • 62% Group Executive Committee
  • 39% Leadership Team* 

 

*Refers to Group Executive Committee and first line reporting to Group Executive Committee.