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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.
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
September 2024
- 47% Board of Directors
- 58% Group overall
- 50% Group Executive Committee (GEC)
- 35% Leadership Team*
*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 committed to ensuring equal pay for equal work by implementing transparent and effective action plans.
These include:
- Allocating c.€100m to gradually close the gender gap in pay within comparable roles; during 2023, c.17m have been invested, leading to a significant reduction of Gender Pay Gap (GPG) on comparable roles1 to 2.0%
- Setting guidelines for our compensation process
- Including specific DE&I KPIs to senior leaders within the annual goal setting process2
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
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.
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
September 2024
- 33% Board of Directors
- 55% Group overall - calculation based on FTEs
- 67% Group Executive Committee
- 39% Leadership Team*
*Refers to Group Executive Committee and first line reporting to Group Executive Committee.