The Generali Group pursues long-term growth by integrating sustainability into its core business and by acting as a lifetime partner for its stakeholders.
The Group’s commitment to sustainability is a pillar of our business priorities, and is also fully integrated into the internal policy on remuneration and bonuses, in order to create sustainable long-term value.
The bonus system for the Group’s top managers is meritocratic and covers a period of several years. It integrates the published strategic sustainability/ESG* objectives relating to Generali’s strategy for 2021, and to our climate change strategy. The system combines a variable annual cash component with a variable deferred share-based component.
- at least 20% of the variable annual cash remuneration paid to the Group’s top managers is tied to ESG targets and KPIs*, including: People (such as the Diversity & Inclusion Index), Brand & Lifetime Partners (such as the Relationship Net Promoter Score) and Sustainability (for example the percentage of growth in green, sustainable investments; percentage of growth in green, social products, community development through The Human Safety Net/Ora di Futuro);
- the variable deferred share-based component strengthens the link to the creation of sustainable long-term value.
The Generali Group’s remuneration policy incorporates sustainability risks into investment decision processes, compatibly with the requirements of the specific internal policies.
Continuous improvement of the link between sustainability and pay is a primary objective of the Generali Group.
* Key Performance Indicators that take into account ESG (Environmental Social Governance) factors.