Work–life balance initiatives

In 2009 the Bank broached the issue of work-life balance with broader attention towards its staff. A key sign in recognising individual needs led to considering the problems related to prolonged absences from work.

Absence from work (for maternity leave, illness or accident, extended leave) is equal to a discontinuity in the relationship between the company and employees. In the case of maternity - the most common reason for being absent from work – this can also represent a "halt" in professional growth, as was revealed in the survey conducted by Project Gemma. The Project PERmano originated on the basis of these considerations to try and prevent the perception that maternity leave or any prolonged absence from work should be lived as a break from working life, and to give greater support during periods of absence through exchanges and interactions that bring the Company closer to people having to Permits and concessionsbe absent from the work place for significant periods of time. Those who are to be absent from work for more than five months and who express an interest in making use of the opportunities offered by the project can stay in touch with the Company and be informed about what is happening, structural and organisational changes and progress on key ongoing projects.
They can rely on a reference point, a tutor, who is trained to enhance his or her social and listening skills and can therefore provide the person on leave with support during and after the period of absence. The tutor, in agreement with the human resource manager of reference, also holds a meeting in preparation for the reintegration of the person returning to the workforce and defines methods and courses of action to support his or her return.
After four months, there are some 200 members of the project who are mentored by 40 tutors distributed throughout the country.


To promote the work-life balance for workers with young children, a corporate crèche has been opened in the centre of Milan managed by the Bank in collaboration with Consorzio PAN, which looks after about fifty children of employees aged between 12 and 36 months. Work to open 3 additional company crèches in other cities is continuing. In Florence, where work is already nearing completion, a crèche is expected to be openedin September 2010 which will be able to host 55 children aged between 6 and 36 months, of whom 12 infants (6-12 months old). In Turin, Moncalieri and Naples, the crèches are in advanced stages of design.
CommunityIn June 2009, to meet the needs found to exist throughout the country, the Group Coursessigned an agreement with Consorzio PAN to reserve some positions for children of employees - over 200 in the first phase - in crèches affiliated with the Consortium throughout Italy.
Beyond the obligations of law and sector-specific national labour agreements, forms of support of private and professional life balance - which was also subject of an agreement reached with the trade unions (20/12/2007) - are: paid leave of absence for fathers upon the birth of a child, paid leave of absence for attending childbirth training courses, five days Benefitswithout pay per year – in addition to 5 days granted by law - in case of illness of children aged between 3 and 8, and up to five days without pay per year for personal or family reasons and paid leave in case of transfer. Group employees who work part-time are 11% in Italy and 0.6% abroad. In Italy more than 95% of part-time workers are women, while abroad the division between the genders is more balanced.

Part-time employees

BoxTraining for part-time employees

To meet the needs of those working part-time, the Training Department has designed and introduced a catalogue offering some morning-only courses...>>

Mobility Management

EnvironmentAllocation of resourcesTo simplify ways of getting about - whether for business purposes or for personal reasons, a Mobility Management unit has been operational within the Human Resources Central Management since July 2009. In late 2009, the unit published its Home-Work Commuting Plan, the first study intent on investing, together with local and provincial communities, on more sustainable mobility in areas with a high concentration of employees. Additionally, Mobility Territorial Arbitrators have recently been nominated who, along with the Mobility Manager are in charge of drawing up plans for the different areas involved. Lastly, the drafting of the second corporate mobility analysis was planned which will guide the course of action for the next three-year plan.