Gestione del personale: valorizziamo le nostre risorse |CDP

Personnel management

We enhance the skills of our human resources and put them at the service of the country

Every day, the CDP Group places people at the heart of its values and it is their activities that overcome daily challenges and promote the resilient growth of the country.

With this in mind, the Group's policies are geared towards ensuring people are constantly working in line with their objectives, their growth, the enhancement of their diversity and the protection of their well-being.

Transparent and focussed personnel management fosters a meritocratic, inclusive, respectful and highly motivating working environment.

Cassa depositi e prestiti was awarded the “Top Employers Italy” certification for the third consecutive year in 2021, confirming the Company’s commitment and dedication to investing in our people over the years.


Resources and engagement: a snapshot of the Group

Working for the CDP Group means actively contributing to the future of Italy, taking forward the actions set out in the ambitious Business Plan.

Despite the unusual situation caused by the Coronavirus pandemic, the Group has shown consistent commitment in hiring new professionals and young people.

We select our human resources based on skills and know-how, guaranteeing equal opportunities to all. Our collaboration with the leading Italian Universities plays a fundamental role in this process, in attracting new graduates and placing them in three to six-month internships. Once they have joined the organisation, the new employees enjoy a remuneration policy that can retain and motivate people, and a corporate culture based on gender equality and equal treatment.

To safeguard this balance, the CDP Group promotes ongoing dialogue with its people through 360° communication, aimed at disseminating the Group's strategy, progress on the Business Plan objectives and initiatives for its employees.


Training and development

Merit, talent and skills: these are the drivers that guarantee the growth, development and innovation of the CDP Group. Training courses are tools which companies use to invest in the skills of their human resources, with a view to developing and enriching their professional lives.

In addition to regular compulsory training, that focuses specifically on issues of health and safety within the company, in recent years the Group has paid particular attention to targeted and highly specialised training, to strengthen both professional and soft skills.

During 2020, due to the pandemic, many programmes were redesigned to be taken online, but despite this, improvements were made to the training package and there was a significant increase in training hours, with a particular focus on projects accompanying the new methods for remote working.

More about training and development can be found in the 2020 Integrated Report.


Diversity and Inclusion

The Group's corporate culture is geared towards ensuring an inclusive working environment and promoting diversity in all its forms: gender, age, culture and ability. Recognising and valuing the range of experiences, points of view and ideas gives people recognition and enables them to contribute to making the company stronger in facing business challenges and creating value.

More on "Diversity and inclusion" can be found in the 2020 Integrated Report.


Well-being and safety

People's wellbeing has always been a priority this is why the Group promotes a modern, comprehensive system of company welfare designed to protect individual and professional wellbeing, fostering a sense of corporate belonging, full cooperation and respect for private life.

During 2020, including in response to the Covid emergency, the aim was to provide useful tools to better manage the new lifestyle and ways of working, but also to increase and support the work and family well-being of employees.


There was an intense focus on health and safety issues again this year. The Group has continued to manage these issues in a manner that goes far beyond mere compliance. In fact, CDP S.p.A., the SACE Group, SIMEST, CDP Immobiliare, CDP SGR and Fintecna found that the best way to meet their commitments and effectively pursue their occupational health and safety objectives was to create their own Management System. These Management Systems, which for CDP S.p.A., SACE Group, SIMEST, CDP Immobiliare and CDP SGR are certified under the UNI ISO 45001:2018 standard, aim to ensure regulatory compliance, determine responsible parties, optimise worker health and safety performance, prevent and minimise risks to workers and pursue opportunities for improvement.

Using this tool, each Group company ensures the constant monitoring and control of occupational health and safety issues in all company processes, by adopting specific policies and procedures that regulate the behaviour of all employees providing services on Group company premises.

The health and safety organisation objectives are globally shared in a Group vision at all organisational levels. Each company is committed to ensuring that these principles and objectives are translated into measurable targets and periodically reviewed, to ensure that they are always in line with the "continuous improvement" principle.

CDP S.p.A. is aware of its role and responsibilities within the economic and social community, and has made protecting Health and Safety in the workplace and the Environment an integral part of its culture and a fundamental objective in its activities and relations with stakeholders.
To achieve this objective, CDP is committed to adopting Management Systems that comply with UNI ISO 45001:2018 (Occupational Health and Safety) and UNI EN ISO 14001:2015 (Environment) standards for all company activities.

The Integrated Management System Policy for Occupational Health, Safety and the Environment is a document that states the principles and commitments made by the company's top management for the continuous improvement of the Management Systems and is circulated to all levels of the organisation. It is published here to be shared with all stakeholders.

Information relating to the health and safety of workers and corporate welfare measures can be found in the 2020 Integrated Report.


Find out details about the composition of our workforce in the 2020 Integrated Report.

Information on employees and other workers (GRI 102-8)

Employee breakdown

Employee breakdown by age and gender (No.)


  2020 2019 2018
  Women Men Total Women Men Total Women Men Total
Aged <= 29 138 188 326 96 128 224 80 117 197
Aged 30-50  662 811 1.473 469 737 1.206 572 699 1.271
Aged >= 51  291 290 581 465 301 766 339 314 653
Total 1.091 1.289 2.380 1.030 1.166 2.196 991 1.130 2.121

The 102-8 standard provides information about the characteristics of the composition of the workforce and the breakdown of staff by type of employment contract, gender, age, category and level of education.


Training and professional development

Hours of staff training by classification (h)

    2020 2019 2018
    Men Women Total Men Women Total Men Women Totale
  u.m. Hours Hours Hours Hours Hours Hours Hours Hours Hours
Senior management h 4.079,5 1.553,3 5.632,8 2.378 671,5 3.049,5     7.376
Middle managers h 22.329,5 14.770,6 37.100,1 16.297 1.086,5 27.383,5     24.797
Office workers h 12.970,4 14.525,6 27.495,9 12.374 12.455,5 24.829,5     18.895
Total h 39.379,4 30.849,4 70.228,7 31.049 24.213,5 55.262,5 28.782 22.286 51.068


In accordance with Standard 404-1 "Average hours of training per year per employee", the organisation shall report the average hours of training that the organisation’s employees have undertaken during the reporting period, by gender and employee category.


Further details about the workforce are available in the People section of the website and in the 2020 Integrated Report.