Page 81 - Consolidated Non Financial Statement

Banca Ifis

| 2020 Consolidated Non-Financial Statement
5.3 Diversity and Inclusion

Policies and other reference documentation
• Code of Ethics
• Remuneration report (Remuneration and incentive policies)
• Group Whistleblowing Policy

As explained in the Code of Ethics, the behaviour of all Group staff must be utterly correct and fair. The Banca Ifis Group
undertakes to ensure that the management and heads of the individual organisational units behave fairly toward their
collaborators, guaranteeing professional growth and fostering a working climate inspired by principles of transparency
and loyalty.

The Banca Ifis Group guarantees that all employees (and collaborators, including external) are treated with no
direct or indirect distinction or preference, based on age, gender, sexual orientation, marital status, religion,
language, ethnic or national origins, physical or mental disabilities, state of pregnancy, maternity or paternity, including
through adoption, personal beliefs, political opinions, affiliation or trade union activities.
It is possible to report any conduct contrary to these principles, with the guarantee that the personal data of the
complainant and the alleged offender will remain confidential, through the Whistleblowing mechanism, which is
available to employees as well as collaborators and independent contractors working with the Group.

[GRI 406-1]
As for last year, no incidents of discrimination were reported in 2020.

The topics of diversity and inclusion have been concerned by important initiatives, particularly in terms of training, under
the scope of which the Bank has taken part in the programme on a national scale (called “4 WEEKS 4 INCLUSION),
filled with digital events (webinars, digital labs and creative groups), with the ultimate aim of sharing stories, practices
and experiences dedicated to the matter of inclusion. A choral project, developed by Banca Ifis together with another 26
major companies of the Italian production ecosystem, which for the first time have come together in a common bid to
sensitise their employees on matters of inclusion and the optimisation of diversity. The calendar of appointments -
relative to the topics of disability, the intergenerational comparison, the optimisation of the female contributions, sexual
orientation and gender identity and religion - has been addressed to all employees of the partner companies. The training
initiatives planned include Banca Ifis having organised a webinar on the neurobiology of diversity: a training intervention
that aimed to clarify how to understand the new neuro-biological knowledge and transform it into competences in support
of diversity.

With regard to gender diversity, the percentage of women in the Group stood at 54%, with a distribution between the
25
different job categories of 23% for Senior Managers, 44% for Middle Managers and 61% for clerical workers . In
particular, in Banca Ifis, the presence of women reporting directly to the CEO in 2020 is equal to 50%.

Remuneration and incentives
Banca Ifis's remuneration and incentive policies are defined in accordance with the Group's culture and values, long-
term strategies, and prudent risk management policies, consistently with the provisions concerning the prudential control
process.

The Banca Ifis Group envisages an annual bonus scheme that follows the review of collaborators as well as incentive
schemes focused mainly on the sales force.

In 2020, the disbursement of a variable compensation mechanism. The agreement signed fosters greater employee
involvement in the pursuit of corporate objectives and, therefore, in increasing the Group’s profitability, productivity,
competitiveness and efficiency. Through the same agreement, a basket of goods and services were made available to

25 For more information, see the tables "Breakdown of personnel" and "Total number of employees by category and gender" on page 76.

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