Valuing Our Colleagues
Female presence by tier, 2012 In Italy, we held five editions of our Leadership Lab, an initiative
designed to support leadership growth among female managers.
51%
38% In 2012, 88 women in our network took part in this initiative.
We also continued to develop our mentoring programs in Italy.
20%
In collaboration with the UniCredit Women’s International
Network (UWIN), our senior managers mentored colleagues,
focusing particularly on women. Of their 61 mentees,
UniCredit 67 percent were female.
Senior Management Middle Management Professional
Source: Gender Balance Program KPI Dashboard Goal: to increase females
We continued to invest in initiatives in 2012 that promote gender
in managerial positions
balance at the country level. in Germany from 22% to
30% by 2017
In Germany, we supported a series of initiatives for our female
employees’ professional development, including discussions on
business topics with the bank’s senior management. We provided
mentoring opportunities for 43 new female mentees, with board Supporting people with disabilities
members as their mentors. And we organized forums for female senior
and first vice presidents to meet with the Bank CEO or board members. We are working to minimize the barriers that our disabled
We also established a target for women in managerial positions, and employees face, by creating an environment that makes their
we are working to increase this figure from 22 to 30 percent by 2017. daily tasks easier.
To this end, in Austria we hosted our second Zero Project
Conference on Employment Rights of Persons with Disabilities.
F CUS
Held in collaboration with the International Labour Organization,
the World Future Council and the Essl Foundation, the event
raised awareness of innovative solutions employed around the
world that advance the labor rights of people with disabilities.
Moreover, it reaffirmed stakeholder commitment to promote,
UniCredit Women’s International Network protect and advance the rights of individuals with disabilities.
(UWIN)
Additionally in Austria, we:
• continued to upgrade our branches and buildings to ensure
Our Group continued to leverage UWIN to strengthen our female
they are barrier-free for those with disabilities; we expect the
leadership. Acting as a sounding board, our network provides
upgrades to be completed by 2016
listening, communication and discussion opportunities that can • established a disabled colleagues network and a team of
generate innovative ideas and foster cultural change. Because of employees to manage communications for the hearing and
the active participation of the women in our network – and the visually impaired (e.g., in sign language and Braille)
synergies they created for our HR structures – we consolidated • finished making the Bank Austria website and its offerings
several initiatives and launched new projects in 2012. For more accessible to people with visual, hearing or learning
example, roughly 200 colleagues participated in 11 new impairments
editions of Shaping My Future, a learning experience designed
to increase women’s self-awareness and to help them plan In Italy, we continued to provide specialized training to our
their professional growth. We also organized nine sessions for disabled employees. Roughly 100 visually impaired colleagues
participated in our Beyond Sight workshop in 2012, where they
60 participants to learn public speaking, in order to boost their
were provided with technical training and a forum to express
confidence in pitching new ideas and projects. Moreover, we
their needs both as employees and as customers.
launched 90 Days, a pilot childcare program that takes place We also carried out initiatives for our hearing-impaired
during school holidays and is managed by professional educators colleagues and launched our first train-the-trainer module.
at UBIS headquarters in Milan. This initiative was proposed and With the support of professional facilitators and sign-language
developed by our network members, and was fully endorsed by interpreters, nine deaf colleagues participated in learning
Group management. Given the initiative’s positive response, we activities to strengthen their communication skills, classroom
are examining the feasibility of expanding it to other sites. management skills and banking knowledge. As newly trained
facilitators, these hearing-impaired colleagues will join our
26 2012 Sustainability Report · UniCredit