Recomend this page
Thank you, we sent your recommendation to the desired recipient.
Sorry, this functionality is not available right now.
Please try with this link. Thank you.
Progress highlights
Progress highlights for gender equality and inclusion at work
Significant progress has been made over the past few years about social inclusion in the workplace and wellbeing at work looking at gender equality. However, we still have a lot to do to unlock the full potential of UniCredit people, engaging everyone in our cultural transformation journey.
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 2023
- 42% Board of Directors
- 57% Group overall
- 50% Group Executive Committee (GEC)
- 37% Leadership Team*
We have also increased the proportion of women in the Group's new hires, reaching 58% in March 2023 compared to 57% in 2022.
*Refers to Group Executive Committee and first line reporting to Group Executive Committee.
Transparency is very important to us and we support the publication of gender pay gap information.
We believe that it is a key step towards making improvements to close the gender pay gap and to reach gender equality.
We are also making progress towards our ambition to ensure equal pay for equal work and we have allocated c.€100m to reach this goal by 2024. In this regard, during 2022 c.€30m have been invested, leading to a significant reduction of Non-Demographic Gender Pay Gap to 2.6% and confirming the commitment.
Several initiatives have been implemented across the Group to address pay differences, such as: guidelines for our compensation process, allocation of salary budget, inclusion of DE&I KPIs,20 as standalone goal or as part of a broader Sustainability goal among non-financial measures, in the individual scorecards of Senior roles, as one of the elements for their performance evaluation.
UK Gender pay gap legislation has the purpose of addressing the imbalance in earnings between men and women in the workplace and was introduced in Great Britain in 2017 (England, Wales and Scotland) for employers with more than 250 employees.
PDF | UniCredit London - Gender Pay Gap Report 2022
PDF | UniCredit London - Gender Pay Gap Report 2021
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 2023
- 33% Board of Directors
- 68% Group overall - calculation based on FTEs
- 64% Group Executive Committee
- 44% Leadeship Team*
*Refers to Group Executive Committee and first line reporting to Group Executive Committee.