We are the largest employer in Italy with 119,000 employees and total employment (including ancillary activities) of more than 199,000 jobs.
 
Our people are the driving force behind our transformation and success, a distinctive factor that has propelled our growth. This is why we care about the well-being of those who work with us and for us, upholding the values of diversity and inclusion, not allowing any form of discrimination in relation to gender, age, health, social status and sexual orientation, and guaranteeing equal opportunities for work and professional growth.
 
We invest in role innovation, new professional expertise and skills development by promoting a dynamic and inclusive organisational model that leverages everyone’s motivation and engagement.

We offer our people a meritocratic environment in which everyone can develop their full potential and contribute to the Group’s growth.
 

• To accompany our transformation process, we are implementing several Change Management programmes. For example, through creative workshops and immersive experiences we foster the evolution of front end operators (counter operators) in post offices
• We have implemented a scouting programme aimed at young talent to support them in their growth towards more complex roles 
• We foster the evolution of managerial skills, guiding our managers towards an increasingly people-oriented approach through the development of relational, communicative and collaborative skills 
• Since 2021, the Open Learning Area project has been added to the traditional training methods. This project is geared around individual curiosity and responsibility: people can freely access online courses and ebooks on this digital platform.

In 2024 we provided 6 million training hours (out of the 25 million in our business plan between 2024 and 2028). An average of 48 hours of training per person.

From 2017 to 2024, we invested 42.8 million hours in training.

In 2024, we confirmed ISO 29993:2019 "Training Services" certification.

With the INSIEME - Connecting Ideas platform, launched in 2021, all of our people can propose an idea related to one of the pillars of the sustainability strategy, or provide their expertise for the implementation of a submitted idea.

The figures from the last edition: 
 

• 1,131 ideas proposed
• 200 ideas explored
• Over 20,000 likes given in social media campaigns

Find out all the details about the initiative

Learn more about how we develop our people’s talent

Our approach to diversity has evolved over time: from protecting and integrating diversity, we have moved to a proactive strategy to overcome cultural stereotypes in order to identify and address the factors that prevent people’s labour inclusion.  
 
We take action in four main areas: Gender, Generations, Disability/Vulnerability and Interculturality.  
 
Our strategy is based on a structured system of policies and tools – such as the Diversity & Inclusion Policy, the Active Parenting Support Policy and the LGBTQ+ Inclusion Policy – which steer the Group’s efforts towards removing obstacles, valuing individual uniqueness and creating a fair and inclusive working environment. 

See our policies for inclusion

To encourage the active participation of our people in company life and to promote an increasingly inclusive culture, in 2024 we set up 5 Employee Resource Groups (E.R.G.), internal communities formed not only by those who personally experience a specific diversity, but also by ‘allies’: 
 

• Generation P, for dialogue and generational exchange ​
• ParipassO, for women’s leadership and empowerment 
• Poste+, to foster an environment where LGBTQ+ people can freely express their identity 
• PostAbili, to promote a harmonious working environment for people with vulnerabilities 
• OpenPoste, to spread knowledge from an intercultural perspective.

We promote a more inclusive working environment and society through concrete initiatives aimed at people with disabilities or experiencing fragile conditions, valuing their contribution and ensuring targeted support to promote their well-being and full participation. 

Also in 2024, we developed numerous initiatives, including: 
 

• The ‘Noi Siamo qui’ programme, dedicated to employees with serious illnesses, chronic diseases or vulnerable situations, which provides a coaching service and a targeted psychological support plan. 
• Two webinars on the topic of neurodiversity: the first, aimed at all our people, addressed the topic in a broad sense, with a focus on autism and attention deficit disorder, while the second, aimed at people in the Human Resources and Organisation department, focused on Recruiting & Onboarding processes. 
• A webinar to share stories of coming out in the family, in collaboration with A.G.E.D.O (an association that brings together parents, relatives, friends and friends of LGBTQ+ people), with the aim of making people reflect on the value of inclusion in every context and the sense of connection this generates.  
• The ‘Lifeed Care’ programme, dedicated to corporate caregivers, which aims to offer a new value perspective on care and career development.  
• Summer camps for disabled children and siblings of employees, supported entirely by Poste, offering children entertainment and individual assistance with dedicated operators. 

Our welfare system is based on an integrated approach that considers people in their entirety. 
 
We are committed to ensuring: 
 
In 2024, we recorded over 41,000 sign-ups to our welfare platform (+47.5% compared to 2023).

We support mothers and fathers at Poste Italiane with a series of dedicated programmes to promote a balance between professional and personal life, enhance the parental experience as a lever for growth, and offer concrete services and inclusive policies to support parents. 

For example, in 2024 we continued the ‘Mums at work’ programme, dedicated to involving employees returning from maternity leave to support them in their reintegration into the company. The programme involved around 150 employees and is supported by external professionals and a large team of certified internal coaches.  

Learn more about our welfare system

2024 SURVEYS

We conducted the following surveys in 2024:
 

• Personal Services: annual evaluation on the usability of the dedicated intranet section. 
• Poste Mondo Welfare: double survey on satisfaction with the welfare plan and employees’ needs. 
• ‘PosteIN Diversity & Inclusion’: survey on the perception and knowledge of D&I issues among employees. 
• Caregiver survey: anonymous questionnaire to measure the perceived burden of care by caregivers. 
• Dillo a NoidiPoste: ongoing survey to gather ideas on new services and improve the customer experience. 
• Casina Poste and Parco Fluviale: double survey to assess interest in sports and recreational spaces in Rome. 
• Home-work mobility: annual analysis of travel habits to promote sustainable solutions. 
• Car rental service: two surveys to measure satisfaction with the company car service. 
• Safety shoes: evaluation of satisfaction and suggestions for improving the provision of safety shoes for PCL staff. 
• Performance Development Plan (PDP): questionnaire on expectations and mobility to support professional development. 
• Inclusive language and disability: survey promoted by E.R.G. PostAbili on perceptions of inclusive language. 
• Digital accessibility: survey addressed to employees with disabilities to gather needs on assistive tools and technologies. 

Active Employment Policies are one of the most important levers to better manage employment dynamics at Poste Italiane and to update our professional skills.  
 
The new agreement signed in May 2024 with the trade unions for the three-year period 2024-2026 specifically provides for:  
 

• Combating ‘poor work’ and providing incentives for ‘good employment’ by giving a very significant number of people the opportunity to transform their contract from part-time to full-time, and stabilising people with fixed-term contracts 
• Raising the percentage of turnover coverage by compensating (through recruitment or stabilisation) 75% of staff exits, instead of the 40% previously adopted 
• More attention should be paid to workers suffering from serious illnesses or incapacity as a result of accidents. 

Moreover, in July 2024 we renewed the National Collective Labour Agreement (CCNL), which covers all our non-managerial staff. Valid until 31 December 2027, the new CCNL provides for an increase in pay and new measures for welfare, parental support, support for female workers who are victims of violence, hour flexibility and work-life balance.

We consider it crucial to protect and value not only our own people, but also those who work for us and all the workers of our suppliers, such as couriers, transport, sorting, real estate and cleaning workers.  

We do this through our Code of Ethics – which every supplier, subcontractor and partner of the Group is obliged to accept – and the ‘Policy concerning the protection and safeguarding of human rights’, committing ourselves to the prevention, condemnation and non-tolerance of any form of harassment, discrimination or violence against workers in the value chain, promoting fair working conditions and ensuring fair pay, in compliance with collective agreements and regulations.  

We also involve suppliers in our sustainable growth path through our Sustainable Procurement model.