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• INCLUSIVE CULTURE: Specific initiatives such as talks, webinars, brochures, and training courses for apprentices have been launched to increase awareness on proper behaviours when dealing with people with disabilities.
• REMOTE WORK: The number of colleagues living with disabilities and working remotely has grown from 12% to 95% during the pandemic. Other measures, such as paid leave and dedicated workspaces, have also been implemented to prioritise health, safety and work flexibility also beyond COVID-19.
• PSYCHOLOGICAL SUPPORT: At UniCredit, we address all needs with tailored solutions, including providing support through dedicated Disability Managers, psychological assistance, and accessible on-line courses and webinars.
• DAILY LIFE SUPPORT: We continue to provide support to people with disabilities through dedicated channels, specific work equipment and tailored initiatives. Where present, each dedicated Disability Manager in the Group has a direct line with other managers across company functions to identify real solutions.
• DIGITAL INCLUSION: Our goal is to become a fully accessible company. The UniCredit Intranet and App are accessible platforms and our new corporate website includes a range of accessible features. We continue to work on digital accessibility with focus groups set up to share suggestions based on real needs. Our colleagues living with disabilities are also involved in the design phase of most internal and external products and services to grant a Design for ALL approach.

Here below a snapshot of the best practices in Austria, Germany and Italy.

AUSTRIA

• SMARTBANKING IN SIGN LANGUAGE: forward-looking developments for people with certain disabilities, such as the UniCredit Bank Austria SmartBanking advice in sign language via video for hearing impaired customers, took on a very special significance in view of the pandemic situation, and given the completely remote nature of such services.
• FREE SHUTTLE SERVICE: UniCredit Bank Austria has provided a shuttle service free of charge for customers with disabilities who need to come to the branch for advisory services, which is continuing during the pandemic.
• "INCLUSION LOAN”: since December 2020, UniCredit Bank Austria offered all customers, who are in possession of a disabled person's ID card, specifically favourable financing for important purchases such as an intelligent portable visual aid, the barrier-free design of their flat or a guide dog for the blind.

GERMANY

• “AVATURE”- INCLUSIVE APPLICATION PROCESS: our new applicant programme, Avature, is designed to create more inclusive access for all talents. In line with the Group's policy, the career portal as well as the management of applications by line managers will be completely accessible according to WCAG2 guidelines. Together with the cooperation partner Pfennigparade, the tool was tested for its user-friendliness for people with physical and mental disabilities.
• INCLUSION YAMMER-COMMUNITY: creation and mentoring of a closed Yammer-Group for employees with disabilities. The owner of this internal community is the Group representative for employees with disabilities.
• "FIRST STEPS“ - Awareness-raising workshops for apprentices in cooperation with Pfennigparade: new apprentices with direct contact with customers practiced appropriate and competent behaviour in role plays during their “First Steps” training week. The training focused on the topics of “Living with limitations” and “Inclusion”.

ITALY

• THE RESKILLING PROJECT: launched in November 2020, this initiative aims to retrain blind and visually impaired colleagues working as switchboard operators before the COVID-19 pandemic. Project leaders are trained to facilitate the role switch. The selection process began in March 2021 involving 50 colleagues.
• THE BROCHURE “OUR DIFFERENCES MAKE A DIFFERENCE”: distributed to all managers, this initiative seeks to understand the challenges faced by persons with disabilities and encourage the adoption of correct conduct towards colleagues, customers and acquaintances.
• ON-LINE MEETINGS OF DISABILITY EMPLOYEE RESOURCE GROUPS: five voluntary groups of persons with visual, hearing, motor, and invisible disabilities working to promote an inclusive environment by participating in inclusion projects meet regularly across the year to exchange ideas and update on progress. During the pandemic these groups participated in the “The Autonomy project” to support colleagues with disabilities to achieve more autonomy at work. The ERG of deaf people suggested providing transparent masks to deaf colleagues and people working with them to facilitate their communication in the workplace.

Let’s maintain our commitment to a diverse and inclusive workplace!