Your browser version is not updated, please update it.

Supporting active
Inclusive corporate
6 million of hours of training provided in 2021  70 workers awarded with the "Stella al merito del lavoro" (Star of Labour Merit) for their particular expertise and hard work  In 2020, about 447,000 hours of training on Safety in the Workplace were provided 

A company like Poste Italiane, which plays a key role in Italy, operates across a value chain that involves a significant number of actors, which includes individuals, organisations, authorities and businesses. Consequently, in addition to complying with the regulations it is subject to, Poste Italiane is committed to taking on ever greater responsibility in safeguarding the wellbeing of the people who work in and for the Company, and those who collaborate with it or merely live in the communities where it operates, in order to foster the development of a “corporate culture” and a response to new challenges and market opportunities.

2021 Data Overview 
People development
Objectives Indicator (KPI) Target Baseline Implementation status 2021
Provide continuous training to all Group employees  
  • Hours of training provided
  • 25 million by 2024
  • 11.9 million hours
Increase the quota of middle managers and white-collar staff involved in the MLAB development plans (Managerial LAB for the development of middle managers who have further growth potential) and POP (Professional Orientation programme that identifies and develops talented young people
  • % of middle managers involved in development plans
  • % of employees involved in development plans
  • 20% by 2022
  • 25% by 2022
  • 18.7%
  • 36%
Increase the ability to intercept
the potential of the Group’s
people, including with a view to intergenerational inclusion, in order to promote better integration between talent and organisation
  • % of people involved in the potential detection processes
  • +200% by 2022
2021 New
Implementation of a mix of initiatives aimed at reinforcing the development, motivation and professional growth of employees through Poste Italiane Group people development
  • % of initiatives
  • +5% by 2024
2021 New
Promote the development of talent identified in the “People Review” process through the extension of professional growth opportunities
(professional diversification, increase in responsibilities, participation in skills development programmes, etc.)
  • % of talent (identified during People Reviews) involved in growth opportunities
  • +25% by 2024
2021 New
Increase the number of educational and professional orientation initiatives for employees' children
  • Number of initiatives
  • +15% by 2022
  • 82%
Reinforcement and diffusion of the company welfare initiative for the conversion of the performance-related bonus into goods and services by extending the use of the dedicated platform and improving the offer and the user experience
  • % of members
  • +50% by 2024
2020 New
Reinforce communication and
listening with the community of Group employees, which is wide and varies by geographic origin, age, professional role, providing prompt responses in order to improve the continuous dialogue between company and employees
  • No. of thematic communities promoted with engagement strategy, moderation and responding to comments, qualiquantitative reporting
  • 1 by 2024
2021 New
Reduce the number of Group employees' occupational injuries
  • Number of injuries
  • -740 events in the PCL area by 2024
  • -455
Reduce the occupational injury
frequency rate for Group employees
  • Injury frequency rate
  • -8% by 2024
  • -7.01%
Maintenance of Occupational Health
and Safety Management Systems
and related ISO 45001 certifications
at Poste Italiane and the main Group
  • % of Poste Italiane Group units with a certified OHSMS
  • 100% every year
2020 New
Environmental monitoring for the determination of the annual average concentration of radon gas in the air, aimed at assessing the risk of exposure to ionised radiation, in accordance with Legislative Decree no. 101/2020
  • % of Poste Italiane buildings monitored
  • 100% by 2024
  • Identifiedregulatory scope where by launch of monitoring is required from 2022
Implementation of a new corporate welfare model: development of screening programmes for the prevention of illnesses and corporate welfare programmes to protect the health and safety of Poste Italiane's personnel and aimed at improving their welfare and well-being
  • % employees involved
  • % of progress of instrumental initiatives
  • 100% by 2024
  • 100% by 2024
  • 100%
  • 25%