Essere Pago PA

How can we design a DE&I strategy aligned with PagoPA’s values that addresses the organization’s systemic challenges and establishes clear and measurable priorities for cultural change?

At the heart of the project is the creation of an architecture of meaning that integrates data-driven rigor with the power of collective imagination to move beyond surface-level inclusion. The strategy was built on a self-assessment journey aimed at ‘seeing the invisible’—from the privileges to the vulnerabilities within the organization—to pinpoint the leverage points needed to transform DE&I culture from a mere ethical milestone into a true strategic lever for relational and operational innovation.

The initial assessment phase involved 188 PagoPA employees, who were asked to critically reflect on their perspectives and experiences within the company. This self-awareness exercise helped map out how identity dimensions such as education, gender and socioeconomic background truly influence opportunities and perceptions across the organization.

An in-depth data analysis revealed six priority areas of intervention, setting the course for the next phases of work and serving as a springboard for the strategic envisioning workshop. There, through speculative exercises and collective imagination sessions, participants stripped away present-day biases to design future scenarios where equity is a daily practice and diversity is a catalyst for cross-pollination.

Next, the visions from the workshop took shape in a hands-on prototyping laboratory. Working with realistic Personas built from the survey data, six teams designed and simulated drivers of change using cardboard prototypes and simple materials. This approach made it possible to test and validate the feasibility of the solutions on the spot, ensuring that every action remained rooted in people’s real needs.

A Roadmap for Change

The journey culminated in a three-year roadmap, driven by a series of ready-to-use tools designed to turn corporate culture into daily action.

The DE&I Manifesto
Ten guiding principles that steer PagoPA toward a shift from simple inclusion to osmotic cross-pollination.

Tools for Change
Ready-to-use prototypes such as VOCE (a space for psychological safety), the Team Calendar for normalizing caregiving responsibilities and the Gen Z Committee for evolving corporate language.

2026-2028 Strategic Plan
A guide outlining 29 detailed actions, complete with KPIs, projected budgets and designated owners for implementation.