UniCredit targets 20 per cent women in senior leadership roles by 2022

Source: UniCredit

UniCredit today announced a Group-wide target of 20 per cent [1] women in senior leadership roles by 2022 as part of the Bank's Diversity Action Plan and further to its commitments related to joining the UK's HM Treasury Women in Finance Charter in July 2018. The Bank will also appoint one member of the senior executive team as responsible and accountable for gender diversity and inclusion in the Group.

Jean Pierre Mustier, CEO of UniCredit, commented: "Diversity is crucial to ensuring innovation and sustainable returns. UniCredit, as a pan-European bank, is enriched by our diverse workforce and we are fully committed to creating a positive working environment where all talents, skills and experience are valued and different points of view can be openly expressed. This is key to achieving our goal of being one of the best employers in the European financial sector. Gender balance is an important part of this and we recognise that we still have a long way to go on that front. We are taking decisive actions to continuously improve the diversity and gender balance across all levels of our Group and the 20 per cent by 2022 target is one clear example of this."

Further, specific gender balance targets will be put in place for select top management roles, including targets on gender pay gap / balance and on gender diversity initiatives more generally. Additional targets have also been set, both at the Group and local level, such as: increasing the number of women in the promotion process for leadership roles, monitoring short list distribution and ensuring that women have equal opportunities in the recruitment process.

Progress against the diversity and inclusion targets is tracked through the Gender Balance Dashboard and published externally in the annual Group Integrated Report. The 20 per cent Group-wide target will be part of the Bank's Diversity Action Plan launched in 2017 with a focus on developing and supporting diversity at all levels through specific initiatives related to: recruitment and talent; professional development; remuneration; work-life balance; information and education. In 2018, a Diversity & Inclusion Committee was established to monitor the progress of these initiatives
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