ESG Results

<sup>1. For the calculation of “Location based” Scope 2 emissions, total energy consumption relating to electricity (from renewable and non-renewable sources) and thermal energy is considered. For the calculation of “Market based” Scope 2 emissions, only consumption from non-renewable sources is considered. With reference to the instruments used, 99.6% of electricity is certified by guarantee of origin.
2. Category 15 “Investments”, calculated according to the PCAF methodology, considers emissions relating to the following asset classes: “Listed equity and corporate bonds” and “Sovereign debt”.
3. The figure calculated, with reference to the emission values of Government Bonds, is “excluding LULUCF”.
4. The figure calculated, with reference to the emission values of Government Bonds, was produced using data from the external infoprovider MSCI. The figure is based on the calculation of emission intensity, used for the purposes of the PAI (Principal Adverse Impacts) indicator, in relation to the exposure to government issuers in the investment portfolios.
5. The net revenue figure is calculated in line with IFRS 15 and IFRS 17 accounting standards (see the tables shown in paragraph 4.1 Consolidated Financial Statements in section 02. Poste Italiane’s Financial Statements at 31 December 2025).</sup>

* The figures shown have been rounded off for ease of reference.

* The figure indicated refers to personnel operating at the Italian branches of the Poste Italiane Group (personnel operating at foreign branches represent 0.05% of the total workforce).

* It should be noted that the workforce shown in this table corresponds to employees hired under permanent contracts, apprenticeships, fixed-term contracts and extracurricular internships.

In the current reporting year, the gender pay gap, understood as the percentage change between the average pay levels of female and male Group employees, was 2.62%¹ compared to the 2024 figure of 2.07%. For the purposes of the calculation, the theoretical Gross Annual Salary was used for all Poste Italiane Group personnel employed during 2025, considering the corresponding theoretical full-time value for part-time personnel for the purposes of data comparability. The hourly wage was divided by the theoretical number of hours provided by the National Collective Bargaining Agreement².

With reference, on the other hand, to the ratio of the annual remuneration of the highest-paid individual to the median total annual remuneration of all employees, the figure stands at 125 in 2025³. The KPI “Total annual remuneration of the highest paid person in the company”, in line with the information set out in the Poste Italiane Remuneration Policy in the section on remuneration paid, prepared in line with the regulations set out in the Issuers’ Regulations (CONSOB), refers to the Poste Italiane Chief Executive Officer and includes - both with reference to the directorship and managerial position - fixed compensation, the monetary portion of the up-front and deferred variable short-term incentive (MBO) scheme and the fair value of equity compensation to which the value of fringe benefits has also been added. On the other hand, the median annual total remuneration figure for all employees was determined for the remaining staff, net of the CEO, and includes the following elements paid out during 2025: fixed remuneration including additional monthly payments, variable remuneration (MBO, Performance Bonus, Commercial and Operational Incentive), allowances (e.g. allowances for overtime work, allowances for night work, etc.) and the amount of fringe benefits. This value, in order to take into account staff joining/leaving during the year and part-time staff, was divided by the average FTE of 2025, resulting in a comparable per capita value. Observations with an FTE of zero and those with a yearly per capita value below the theoretical contractual minimum (approximately €21,500 for non-managerial staff and €80,000 for managerial staff) were excluded. Internships and project collaborations are excluded.

1. The gender pay gap, considering the fixed and variable components of remuneration for Poste Italiane Group staff stands at around 6.1%. Consideration was given to Poste Italiane Group staff who served during 2025 net of staff who received fixed and variable remuneration below the minimum rates set by the CCNL. The fix and variable components paid, to take into account staff joining/leaving during the year, part-time staff and unpaid absences, leave, accidents, were divided by the average FTE in 2025, resulting in a comparable per capita annual value. Observations with an FTE of zero and those with a yearly per capita value below the theoretical contractual minimum (approximately €21,500 for non-managerial staff and €80,000 for managerial staff) were excluded.
2. Specifically, 1,872 hours were considered (36 hours per week for 52 weeks).
3. In 2024, the figure stood at 104. The increase in the CEO pay ratio, between 2025 and 2024, is substantially attributable to the growth of the variable remuneration of Poste Italiane’s Chief Executive Officer, mainly based on financial instruments, due to the appreciation of Poste Italiane’s share value.

The Poste Italiane Group promotes the enhancement of human capital through the implementation of specific training and development initiatives aimed at the professional and cultural growth of its employees and of those involved in the Company’s activities. In this regard, it has adopted periodic review systems on an annual basis.

It should be noted that the staff involved in the annual evaluation process are permanent employees and apprenticeship employees who have worked for at least 4 months in the year of reference; with respect to the workforce in service as at 31/12/2024, flexible staff and staff who do not meet the minimum permanence of service requirement rendered in the year are therefore not subject to evaluation.

In order to promote the development of highly qualified and specialised profiles, the Group is committed to ensuring robust training programmes for its employees. In particular, an average of over 47 hours of training was guaranteed to all employees in 2025.

In line with the Group’s commitments to create a safe working environment, in accordance with the provisions of ISO 45001:2023 standards, the Group aims to minimise accidents at work by implementing all useful actions to prevent any form of accidents or occupational illness. In this respect, it should be noted that 100% of the Group’s employees are covered by the Occupational Health and Safety Management System, in line with 2024.

* The figure includes commuting accidents.

** Note that, following a methodological refinement, the data on the occupational accident rate for 2024 have been revised to reflect this change.

* The figure includes commuting accidents.

The total number of reported discrimination incidents to the Poste Italiane Group that were found to be valid during the reference period, including harassment, was 8266. For these reports, appropriate resolution actions were initiated by the competent functions.

In the present reporting year, net of what has already been specified with reference to reported incidents of discrimination, the Poste Italiane Group received 13267 reports from its own workers through the reporting management system (whistleblowing). In compliance with the new Legislative Decree no. 24 of 10 March 2023, by which the EU Directive 2019/1937 on “the protection of persons who report breaches of Union law” (so-called Whistleblowing discipline) was transposed into Italian law, and the ANAC Guidelines, adopted by resolution of 12 July 2023, all reports, received through the Portal in support of the whistleblowing management system, are encrypted so that it is not possible to recognise the identity of the whistleblower and distinguish which reports are made by employees. Finally, in line with 2024, no serious human rights incidents related to their own workforce were recorded during the reporting period.

In 2025, in line with 2024, the Poste Italiane Group did not record any convictions for violations of the laws against active and passive corruption, so there was no need to take any corrective action in this regard.

With reference to the practices adopted by the Group to pay its suppliers, the average time taken by the Group to pay an invoice from the date on which the contractual or legal payment deadline for the year 2025 begins to be calculated, expressed in number of days, is 48.07 days. Standard payment practice provides for the settlement of invoices within 60 days from the date of the invoice itself or from the date of the Incoming Goods (internally valid certificate of service), if this is later than the invoice date. The Group pays special attention to specific homogeneous categories of SME suppliers (e.g. toll collectors, i.e. hauliers for third parties) for whom average payment times generally comply with the contractual terms of 30 days. There are contracts that relate to leases, for which each individual contract normally provides for specific deadlines on a fixed date, and there are invoices for small purchases that are settled on demand. The Poste Group also provides the possibility for suppliers to request payment in advance of the due date with the application of a financial discount. Payments, with the obvious exception of on-demand payments, are executed according to a calendar that establishes settlement by means of cumulative lists, on an average weekly basis, with the exception of two annual closures, which coincide with major holidays. In general, therefore, all payments respect these deadlines, except for exceptions attributable to technical problems with the supply itself, such as disputes over performance or the application of penalties. Based on the above methodology, in 2025, the number of legal proceedings pending due to payment delays is zero, in line with 2024.

The data underlying the calculation of the average payment time were extracted from the SAP accounting system, taking into account payments made in 2025. The results were aggregated according to the main purchasing processes and/or billing categories.