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97 GRI Index and Assurance statement Engaged citizen Fair partner Responsible banker Human Capacity Report Sustainability management Overview Foreword Diversity management and the ability to reconcile work and family Diversity management contributes to the success of the RZB Group in many ways because numerous teams create innovative solutions by taking various perspectives into consideration. However, these are not the only reasons why prejudice and discrimination of other nationalities or cultures have no place in the RZB Group. For this reason, we actively promote equality, irrespective of origin, sexual orientation, culture, gender, age, language, income, religious convictions or disability. Our group-wide Code of Conduct clearly states that we will not tolerate any form of discrimination. This is also clearly regulated in our recruitment policies with respect to job applications. Diversity is firmly anchored in our values and convictions. We have an open, non-prejudicial corporate culture, in which employees can develop their potential and bring their individual talents to bear. Diversity management is also intended to create and ensure equal opportunity for women. In order to promote women in the company, appropriate framework conditions are to be implemented and continuously developed. Work models, such as flexible working hours, part-time or tele-work, as well as company childcare with employee friendly hours of operation, are offered in almost all countries in accordance with statutory provisions. These offers aim at enabling targeted parental leave management that promotes re-entry into working life. RZB Group has a positive attitude towards paternity leave which it sees as being an important way to advance equality, both personally and professionally. Targeted training and development programs with the aim of expanding leadership skills are offered and accepted very positively by female employees. Accordingly, about 27 percent of the participants in the group-wide executive management program ‘Execute’ were women in 2016. In the Basic Leadership program of RBI AG, 26 percent were women, and in the Talent Lab for management staff, 32 percent were women. Salaries are also regularly analyzed. As a result of continuous efforts in previous years to give equal remuneration for equal work, irrespective of gender, there are no significant differences between the salaries of men and women. The “Total Rewards Management” policy provides a comprehensive framework for shaping the group-wide remuneration management system. This includes all stipulations for implementing statutory and regulatory requirements as well as a structured position evaluation system and regular market benchmarks of the salaries in the countries in question. An internal position evaluation system forms the basis for position-related and – resulting from this – gender-neutral remuneration. We would like to contribute to the implementation of SDG 5 and SDG 8 with out measures in Diversity Management. Specifically, this concerns ending all forms of discrimination towards women and ensuring that women can fully and effectively participate and that they have equal opportunity in taking on managing roles on all levels of decision-making. Furthermore, we support the goal of achieving equal remuneration for equal work. Diversity and the ability to reconcile work and family at the Vienna sites While implementing the EU Directive against discrimination, a Company Agreement was concluded for RZB AG and RBI AG in 2011 on the issue of ‘Fair behavior in the workplace’ to demonstrate that discrimination of any sort has no place in our group. To lend even more weight to the seriousness of this issue, and in cooperation with the Staff Council, several employees underwent training in Vienna to become ‘harassment representatives’; these employees are now the first point of contact for their employees should any problems arise with regard to this issue. Expertly trained employees are available as competent points of contact for the issues of stress and burnout.


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