ESG in the remuneration policy

Our employees and their sense of belonging to Unipol Group lies at the heart of our sustainable development, encouraged through a solid benefit system and an inclusive, merit-based work environment.

Principles, guidelines and internal policies govern the work conditions and wages of employees, in accordance with regulatory provisions and adjusted to reflect their professional value.

Remuneration is divided into two components:

  • The Fixed Component: based on the Collective Labour Contracts, remunerates the expertise and skills possessed on the basis of the level of responsibility, the complexity of management and experience;
  • The Variable Component: goals are given to develop professional capacity and reward results achieved in financial terms but also in relation to the creation of sustainable value in accordance with the ESG criteria.

ESG in the remuneration policy

Our remuneration policies support the sustainability strategy through systems that balance the various bonuses, helping to align the interests of Management with those of the shareholders.

The Group adopted, in accordance with the Code of Conduct of listed companies, a policy on remuneration of the members of the board of directors and the board of statutory auditors, the Managing Director and the Key Senior Executives of the Company, which also governs the shareholdings held, by the above-mentioned parties, in the Company and in the companies it controls.

The goals tied to short-term bonus payments to Group Managers include an indicator linked to the reputational profile of the Unipol Group.

The performance targets of the long-term 2022 - 2024 bonus component include three indicators: the first measures the achievement of targets to tackle climate change, the second measures the increase in the amount of thematic investments and the third measures the achievement of targets to reduce the gender pay gap.