• TG Poste

2025 highlights

ico dipendenti
ca. 120,000

Employees

ico donne
53%

Women

icona cappello formazione
47h

Of training per person

We are the largest employer in Italy with 120,000 employees and total employment (including ancillary activities) of more than 182,000 jobs.

Our people are the driving force behind our transformation and success, a distinctive factor that has propelled our growth.

Our People Strategy is built on an integrated model for valuing and developing people, aimed at ensuring strong and sustainable leadership over the long term. The promotion of skills and professional growth, through structured development paths, continuous training programs, and internal mobility opportunities, lies at the core of this strategy, with a focus on merit recognition and strengthening corporate culture.

Inclusion and equal opportunities are fundamental principles for our Group: we provide all our people with concrete tools to support full participation in company life, regardless of age, sexual orientation and identity, disability, health, ethnicity, nationality, language, political views, socioeconomic status, or religion.

At the same time, organizational well-being, corporate welfare, and the protection of health and safety are essential pillars for improving working conditions.

We also work to strengthen engagement and corporate culture by promoting a sense of belonging and the active involvement of our people in the Group’s growth. In this context, we have adopted a new leadership model, innovative, inclusive, and responsible, integrated into development and management processes and organizational practices, and aligned with sustainability principles.

For more information on the organisation of people within the group, please refer to the in-depth document (PDF).

Pastelli colorati ravvicinati
We engage people and create alliances

Employee Resource Groups

Pastelli colorati ravvicinati

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.

Women’s leadership: a concrete commitment also in 2025

We support the growth of women’s leadership through professional development programmes, dedicated training courses and concrete actions that promote equal opportunities and enhance women’s talent at all levels of the organisation.

As a confirmation of our commitment, in 2023 we obtained the first UNI/PdR 125:2022 certification on gender equality for Poste Italiane which has been maintained over the following two years. In 2025, the Group companies Net Insurance, Postel and Agile Lab also maintained their gender equality.

In March 2026, we further reaffirmed our commitment to pay equity by obtaining the Equal Salary certification for the second time, following the completion of an assessment of gender pay equality conducted by the Equal Salary Foundation, an independent Swiss non-profit organisation.

We promote skills development

Icona formazione
5,9 million

Training hours delivered in 2025, out of the 25 million planned under the 2024–2028 plan

icona cappello formazione
48,5 million

Hours invested in training since 2017

ico certificazione
ISO 29993:2019

“Learning Services” certification confirmed

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, to inspire change, interpret the present and the future, and generate value for both people and the organization. A dedicated in-person training day was organized for the new Leadership Model, aimed at providing an initial level of understanding of the new “compass” of organizational behaviors expected to ensure effective managerial action, in a phase of significant transformation for the company.

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.

Supporting the new generations

We actively support the development of younger generations. Our initiatives are designed to strengthen collaboration between the business and education sectors, creating new educational and career guidance opportunities for employees’ children as well as students from disadvantaged backgrounds, through the active involvement of our professionals.

In 2025, we continued to engage employees’ children in hands-on workshops designed to encourage reflection on their personal development journey and explore topics such as artificial intelligence, mathematics, and logical and critical thinking.

Mano umana e mano robotica che si toccano

LabAI: with artificial intelligence, tomorrow starts today

Mano umana e mano robotica che si toccano

The future of skills will be profoundly influenced by the adoption of artificial intelligence (AI) and emerging technologies, which is why it is crucial to familiarise our workforce with AI. In 2025, we continued our dedicated training initiatives. The new Learning Path LabAI: Artificial Intelligence for All was made available on demand, to support the entire workforce in developing basic knowledge and core AI skills.

The program consists of over 20 online courses, organized into 8 thematic areas, including LabAI Literacy, which features the 10 video lessons already delivered in the 2024 synchronous program, optimized and enriched for online use.

Particular attention was given to ethics: for Group managers, the Corporate University organized a mandatory training initiative to promote the Ethical Manifesto supporting artificial intelligence, developed in collaboration with Father Paolo Benanti, a theologian and leading expert in technology ethics. Subsequently, to further explore ethical principles and the European regulatory framework on Artificial Intelligence, we developed the LabAI Ethics program for the entire workforce, consisting of four online courses.

Persone sorridenti in riquadri colorati su sfondo blu

INSIEME

Persone sorridenti in riquadri colorati su sfondo blu

INSIEME is Poste Italiane's collaborative innovation program that leverages the ideas and skills of the Group’s people, transforming them into concrete, high-impact projects.

The 3rd edition saw over 1,100 ideas collected, more than 5,100 contributors involved, and strong engagement thanks to a network of ambassadors, leading to the launch and implementation of numerous projects focused on sustainability, inclusion, and innovation. 
 
The 4th edition introduces a new strategic framework based on the 3Ps: Purpose, People, Platform. Through specific challenges, this framework helps steer the generation of ideas toward proposals that are increasingly aligned with the Group’s evolution. 
 
As in previous editions, employees can participate by proposing an innovative idea with high stakeholder impact, or by offering their expertise to help develop someone else's idea. This "act of generosity" aligns with Poste's leadership model, encouraging active participation in change. 
 
Edition after edition, INSIEME evolves into an increasingly integrated innovation journey aimed at generating tangible value for the company, its customers, and local communities. 

Welfare, health and wellbeing

Welfare for our people

Our welfare system is based on an integrated approach that considers people in their entirety. 
We are committed to ensuring:

  • Health and psychophysical well-being through services dedicated to prevention, care and psychological support. 
  • Work-life balance, promoting flexibility and concrete tools to better balance professional and personal time. 
  • Support for parenting, with facilities and services for those with children, from birth to adolescence. In 2025, we continued to roll out the “Mums at Work” programme, designed to engage employees returning from maternity leave and support their reintegration into the workplace. We also continued to involve employees’ children in hands-on workshops. The initiatives delivered in 2025 were aimed at encouraging reflection on personal development pathways and exploring topics such as artificial intelligence, mathematics, and logical and critical thinking.
  • Services for caregivers, to help reconcile care and work.
  • Promotion of culture, education and sport, with dedicated initiatives to benefit our people and their children.
  • Involvement of families and the local community, with services and benefits that can be accessed beyond the company perimeter. 

Through these actions, we want to create a working environment that is fair, motivating and capable of improving our people’s well-being. To better engage our people on well-being topics, strengthen awareness and use of the opportunities we offer, and surface emerging needs, we plan to involve at least 200 internal Ambassadors over the next two years, dedicated to promoting people care and corporate welfare initiatives.
 
In 2025, we recorded approximately 50,000 sign-ups to our welfare platform (+22% compared to 2024).

Learn more about our welfare and wellbeing programme.

Health and safety: a shared daily commitment

Protecting health and safety at work is a shared priority and a core commitment across all levels of our organisation.

Through our Occupational Health and Safety Policy and the Group’s Integrated Policy, updated in 2025, we promote a systematic approach aligned with the ISO 45001:2023 standard, enabling us to provide 100% of our employees with coverage under a Health and Safety Management System.

We continuously assess risks, respond promptly to regulatory developments and define annual improvement plans aimed at reducing workplace accidents and occupational illnesses. We invest in training through dedicated initiatives, such as the Safety Academy and protocols developed in partnership with the Traffic Police, to strengthen our culture of prevention.

We use technical audits, digital tools and self-assessment platforms to monitor the effectiveness of our actions. We actively involve Workers’ Safety Representatives (WSRs) in assessment processes and maintain ongoing dialogue with trade unions.

We also run internal awareness campaigns on specific topics to encourage responsible and safety-conscious behaviours in everyday working life.

 

Responsibility across our value chain

We believe it is essential to protect and support not only our own people, but also those who work on our behalf and all workers throughout our supply chain, including couriers, transport personnel, sorting staff, construction workers and cleaning personnel.

We do this through our Code of Ethics - which all suppliers, subcontractors and Group partners are required to accept – and our policy for the protection of Human Rights. Through these frameworks, we are committed to preventing, condemning and not tolerating any form of harassment, discrimination or violence affecting workers across the value chain. We promote fair working conditions and ensure fair remuneration, in line with collective bargaining agreements and applicable legislation.

We also engage suppliers in our sustainable growth journey through our Sustainable Procurement model.