[GRI 103-1], [GRI 103-2], [GRI 103-3], [GRI 102-15]
In a competitive scenario where the business and consumption models are undergoing constant and indepth transformation, the Mediobanca Group is aware that change, a fundamental prerequisite for tackling the challenges posed by the market, has to involve leveraging its staff and developing their professional abilities.
The Group has adopted a Staff Management Policy which describes the roles and responsibilities of all bodies involved in the staff management process: the Board of Directors, Chief Executive Officer, General Manager and Human Resources. The internal procedures and general staff selection, assessment and development processes, training and remuneration are governed by separate policies.
In the performance of their work, Group employees are required to adopt conduct which is in line with our principles and values, which are based on ethics and integrity. Group HR has the task of managing, developing and monitoring human capital and its changes within the Group, ensuring the quality and adequacy of its professional capital.
It is also responsible for ensuring that the activities of selecting, training, assessing and developing human resources are performed correctly, with attention in particular to the administrative activities related to employment arrangements. In the exercise of its activities, Group HR has the objective of increasing the sense among staff of belonging to the Group and of valorizing talent.
For the Mediobanca Group, professional development is at the basis of our growth and hence also that of our staff, which is why we guarantee: adequate training, practical work experience, experience in different positions, performance assessment, career progression and promotion, all of which on a meritocratic basis and in accordance with the principle of equal opportunities and staff needs, as well as the its own strategic decisions and organizational requirements. Furthermore, as required by the regulators, the Bank undertakes to ensure that its staff members are equipped with the competence and professional skills necessary to perform the responsibilities assigned to them.
|Material issues||Risks identified by Mediobanca||Mitigation activity|
|Training and professional development||Lack of or insufficient staff training activities, resulting in inadequacy in terms of professional profiles within the Group||
|Staff commitment, engagement and satisfaction||High turnover, due in particular to aggressive staff attraction strategies on the part of financial institutions in the Brexit||
|Managing, attracting, developing and retaining
|Lack of or inadequate specific programmes for attractive talent||
|Diversity, inclusion and equal opportunities||Lack of or inadequate attention paid to diversity issues||
|Managing, attracting, developing and retaining talent||Loss of key figures (key man risk)||
It should be noted that the health and safety risks facing staff members detected by the Group are dealt with in depth in a separate section (5.9. Staff health, safety and welfare).
Last revision: 08 October 2018