Social Inclusion
Pathways and interventions for the valorisation of neurodiversity
The realisation of training, organisational and inclusive courses and interventions for the valorisation of neurodiversity in the Company from a “Dyslexia Friendly Company” approach, is part of the Diversity and Inclusion area, aimed at fostering awareness of all forms of diversity. The project focuses on promoting the implementation of concrete measures for the inclusion and integration of people with different characteristics, fully enhancing their talent and skills and thus contributing to the elimination of cultural and physical barriers. The plan includes a training phase for the entire company population as part of the “Making culture on the subject” programme with the aim of spreading the culture and awareness of neurodivergences. The organisational and management actions carried out consist of:
– start-up of the working group to oversee sensitive processes from the point of view of employee experience;
– environmental analysis consisting of structured interviews to analyse sensitive processes (Selection and Induction, Training, Management, Staff Development, Internal Communication) aimed at identifying potential obstacles for candidates and employees with SLDs;
– definition of possible innovative measures to be undertaken in the various business areas.
In particular, starting in 2024 and also in 2025, the actions carried out were complemented by awareness-raising and training with:
– organisation of webinars aimed at different targets and tools for self-assessment of SLD (Specific learning Disorders);
– training activities differentiated according to the target audience through and a series of video courses available on an e-learning platform.
The Dyslexia Friendly Company recognition obtained by the Group is the result of the “DSA Progress for Work” project, developed with AID (the Italian Dyslexia Association) and articulated in five integrated phases: environmental analysis, training, definition and implementation of best practices, verification and review of results, up to the issue of the certificate. The course involved several corporate structures, which contributed in a synergetic way to the creation of more accessible and inclusive working environments. This project represents a further step in the journey of the Poste Italiane Group as a Group attentive to people and their specific needs. In this way, the Poste Italiane Group confirms that it is close to all people, valuing their uniqueness and promoting a working environment that is fair, welcoming and respectful of the different ways of learning.
In addition, two webinars were held on the macro-topic of neurodiversity. The first dealt with neurodiversity in a broad sense with a focus on Autism and ADHD aimed at the entire corporate population and the second with a focus on the Recruiting & Onboarding process for the Human Resources and Organisation function dealing with these areas.
Initiatives for the Corporate Plan Diversity&Inclusion and enhancement of E.R.G. group activities aimed at innovation
The Group continues the initiatives for the Diversity&Inclusion corporate plan, which are part of the area of promoting a cultural change to encourage active employee participation. The focus of the project is the establishment of E.R.G. (Employee Resource Groups), internal communities within the Group formed by employees in which not only those who directly experience a specific diversity participate, but also allies, i.e. people who choose to support a specific community and promote its values and initiatives. In the course of the year, meetings continued of the 5 E.R.G. groups set up to foster dialogue and listening on the topics of Generations (referred to as GenerAzione P), with the aim of fostering dialogue and intergenerational exchange), Gender (diParipassO, with the aim of fostering leadership and women’s empowerment), LGBTQ+ (referred to as Poste+, with the aim of fostering an environment in which each individual can freely express their identity), Disability and Vulnerability (PostAbili, with the aim of promoting a working environment in which all diversities can cooperate and coexist harmoniously) and Interculturality. OpenPoste, with the aim of spreading knowledge of different cultures and the richness that comes from cultural contamination) in webinar mode aimed at registered members and on specific topics involving the entire corporate population such as the meetings of the E.R.G. Interculturality cycle, the E.R.G. Tales of Value and the E.R.G. Generations cycle of meetings entitled PosteVision. The E.R.G. GenerAzione P also ran two workshops, one on creative writing and one on public speaking, to support two projects, “Put yourself in my shoes” and “Classmates” respectively, designed to foster generational exchange, enhance internal skills and strengthen a sense of community.
As part of efforts to promote a cultural shift aimed at encouraging people to play an active role in driving change, fostering inclusion, pursuing continuous improvement and integrating these principles into the company’s D&I strategy, five distinct initiatives developed by the Employee Resource Groups (ERGs) have been implemented. During the year 2026, the commitment of the participants will continue, with a further five proposals of an innovative nature to enhance the inclusion pathway generated by the people themselves.
Initiatives to promote diversity
On 25 November, on the occasion of the International Day for the Elimination of Violence against Women, the fourth edition of Diversity Day “Poste, Plural, Universal”, the Group’s event dedicated to inclusion, took place. Participation in the event, organised at the company headquarters in Casina Poste and open to the entire company population in streaming mode and accessible with the presence of LIS interpreters, was an opportunity to present initiatives supporting mental well-being, the protection of people in fragile situations and the prevention of harassment and discrimination, to share internal stories within the Poste Italiane Group representative of the dimensions of Diversity&Inclusion and to welcome external testimonies from prominent people in the social sphere, as a source of inspiration and comparison on the topics of uniqueness and diversity, touching on the dimensions of Diversity&Inclusion: Gender, LGBTQ+, Generations, Disability/Vulnerability and Interculturality.
Several cultural awareness-raising initiatives on different D&I topics were conducted throughout the year. In particular, the Diversity Innovation Meetings (DIM) continued – in collaboration with Italiacamp – webinars open to all aimed at creating virtuous opportunities to connect with inclusive start-ups and best practices available nationwide. The DIMs carried out in 2025 dealt with the topics of Disability and Vulnerability, Gender and Interculturality of which a special edition in December entitled “Representations of Disability: Ableism, Partial Views, Possibilities of Rewriting” dealt with the topic of disability and vulnerability. The meeting, which was interpreted in Sign Language, was attended by academic guests and statisticians to bring out the importance of considering disability as an intersectional dimension, which crosses various fields such as gender, income, education and generations. During the event, E.R.G.’s active initiatives were also presented, including the group dedicated to learning more about ableism and the BaskIN initiative, a discipline that promotes inclusion between people with and without disabilities.
In addition, on the occasion of the European Diversity Month promoted by the European Commission, which for 2025 addressed the issue of mental health, the webinar “How to manage needs in relationships” was organised, where the topic of relational needs, the core of every evolutionary and generative process, was addressed with the intervention of an expert psychologist. The meeting highlighted the central role of relational needs and human contact in individual and social well-being.
In line with the LGBTQ+ Inclusion Policy, toilets were created for all people (gender free) within the company buildings. There are currently about 50 gender-free toilets in 15 locations involved, consisting of the buildings in the main regional capitals. The aim is to create inclusive, accessible and welcoming spaces for all employees, regardless of their gender, while respecting one of the objectives of the Policy: to promote equality, both formal and substantive, with solutions and mechanisms to prevent any prejudicial treatment not related to the work capacity required to perform the job. Gender-free toilets are recognisable thanks to new signage that uses universal symbols to indicate the presence of inclusive, accessible and welcoming spaces for all people.
Release of the Inclusive Work Policy for people with disabilities
The Group has initiated the development of a corporate policy to support disability management in order to define processes, responsibilities and ownership in the different corporate functions to ensure an ever better inclusion of people with disabilities. This action is part of the Diversity and Inclusion area.
Inclusive Language Promotion
In order to foster awareness of all forms of diversity, the Group plans to develop at least five cultural awareness actions aimed at facilitating the adoption of the new Inclusive Language Guidelines to promote cultural change and the reduction of unconscious bias.
Women’s Leadership Development Initiatives
As part of its efforts to strengthen women’s leadership, the Group has launched programmes to increase the participation of women in coaching and mentoring and in leadership development programmes. The increase in female participation in these initiatives was achieved through the targeted engagement of women within the target companies involved.
Services to support vulnerabilities
The “We Are Here” initiative dedicated to employees with serious illnesses, chronic diseases or who find themselves in vulnerable situations is continuing. The initiative provides access to services related to the online platform dedicated to psychological well-being in order to offer a concrete response to their needs. Among the inclusive actions for vulnerabilities, summer holidays for employees’ children with disabilities, supported entirely by the Poste Italiane group, which include two holiday periods of 15 days each, in accessible tourist facilities. The programme allowed approximately 40 children to participate enjoying moments of entertainment and individual assistance with dedicated operators, promoting an experience of socialisation and full integration and allowed families to benefit from a relief service in their daily care needs. Involvement and listening was also carried out, for the second consecutive year, regarding caregiver employees through an open survey, designed both to understand their specific needs and to offer concrete support, allowing them to measure their perception of their own caregiving burden in an autonomous and confidential manner and offering an opportunity for personal reflection on possible actions and strategies for managing their own situation and role. The survey also helps to identify supplementary actions and services to be put in place by the Company to support the target group. The results of the previous listening plan had highlighted the need for a strengthening of the company’s network of conventions with favourable conditions and a listening desk with specialised professionals, which the Company pursued in 2025. In line with the listening path outlined above, the “Lifeed Care” programme dedicated to corporate caregivers is continuing, aiming to offer a new value perspective on the care and career dimension. It is a digital self-discovery programme to improve one’s own well-being aimed at enhancing the skills gained through the support and caregiving experience.