All Well. When the company asks you: "how are you?”
What makes All Well different from a simple catalog of corporate health and wellbeing services?
A benefits catalog is something you consult when you need it, then close and forget. All Well is different: it is a shared corporate culture built on the belief that health is not just the absence of disease, but a combination of physical, mental, emotional, and social wellbeing. It is different for each of us and changes over time, throughout each employee’s life journey. We have built a support architecture that accompanies each person in their uniqueness and specificity. The 2024 numbers also demonstrate this: 500 flu vaccine doses, more than 200 type 1 diabetes screenings, over 600 preventive check-ups, and 217 first aid courses. Alongside these, among many awareness initiatives, there was also a campaign with ADMO to promote bone marrow donation, through which 30 colleagues were found to be compatible and registered as donors. These are not numbers to be included in a report, but daily choices of an organization that has internalized prevention and a culture of health as a value.
How does the prevention plan work in practice?
The preventive check-up plan is biennial and comprehensive, and can be further enhanced with anti-cancer screenings and certain personalized tests. The Digital Health Check-up allows for an online assessment in just a few minutes. The company doctor is present on-site and at production facilities. The system is accessible to everyone, everywhere.
Are there any gender-specific considerations?
Yes, and this is something I care deeply about. For all female employees, the check-up includes a package with a gynecological exam, Pap test, mammography, and ultrasound. But our commitment goes far beyond clinical prevention. Being a woman in the workplace means going through different life stages: motherhood, menopause, family caregiving responsibilities. We have chosen to turn this into a space for awareness and growth. The Gym Talks of the Affinity Group Women’s Life Stages & Work have addressed menopause and perimenopause—topics that the working world too often ignores. We have brought them to the center, because an inclusive culture is measured by its ability to make visible what remains in the dark of silence and endurance.
Do you also address psychological wellbeing?
It is the area where I feel the greatest responsibility. Psychological safety is a cultural pillar: people must feel free to express difficulties without fear of judgment. The Employee Assistance Program is active 24/7 and provides confidential listening and support. There is also a social worker, dedicated to supporting personal and family vulnerabilities. The Cancer & Work program, moreover, supports employees during the difficult journey of oncological or high-impact illness, or when they need to care for a family member. It supports both employees and caregivers and trains managers. Twelve colleagues are actively involved in it. Managers are encouraged to act as guardians of their teams’ wellbeing. In every formal performance review, a section on psycho-physical wellbeing is included, not only professional goals. A manager who genuinely asks “how are you really?” makes a huge difference. Since 2024 we have been a “Health Friendly Company”: Fondazione Onda has certified that our commitment is systemic and verifiable, and the certification has also been renewed for 2025/2026.
How do you support delicate moments such as illness or disability?
With the awareness that people do not only need procedures, but also to feel supported. This includes paid leave for medical visits, leave for family care, bonuses for those caring for parents over 75, paid leave for assisted reproduction treatments, and specific disability-related benefits. Our sector welfare fund and supplementary insurance policy cover employees and their families. Flexible benefits allow a significant portion of the budget to be allocated to personalized healthcare expenses.
What is the broader message? What does it mean to invest in people?
It means investing in the country. In 2024 we invested €1.6 million in training, delivering 81,500 hours of learning with an estimated benefit of €3.8 million in skill development. The overall impact includes a €505 million contribution to GDP, 4,184 jobs created across the supply chain (direct, indirect, and induced), and €195 million in income generated for Italian families. When a company invests in people, it does not incur a cost—it builds resilience. Investments in health and education are strategic levers of industrial policy. Pharmaceutical companies have the opportunity to demonstrate that scientific autonomy and people’s wellbeing are two sides of the same coin. At Sanofi Italia, we demonstrate this every day, through numbers and people’s stories.