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Our Progress on social inclusion and gender equality

 

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.

 

 

 

 

Diversity, Equity and Inclusion Report

UniCredit's 2022 DE&I Report outlines 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.

 

Find out 2022 DE&I Report

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

December 2023

 

  • 42% Board of Directors
  • 58% Group overall
  • 46% Group Executive Committee (GEC)
  • 35% 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 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 | Read UniCredit London - Gender Pay Gap Report 2022

PDF | Read UniCredit London - Gender Pay Gap Report 2021

 

 

 

 

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

December 2023

 

  • 33% Board of Directors
  • 53% Group overall - calculation based on FTEs
  • 62% Group Executive Committee
  • 40% Leadeship Team* 

 

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