Page 106

ebook_RBI_NHBericht2016_EN

102 Very different labor laws as well as family policies and health systems can be found in the various countries in which the RBI Group operates. In order to offer employees more options for reconciling work and family life as well as for a good work-life balance, the network banks provide their employees with a range of supplemental offers tailored to local needs and possibilities. The initiatives shown below also demonstrate that we contribute to the support of SDG goals 5 and 8 (for SDGs, see also pages 25 and 26). Central Europe (CE) The program “The family is important to us” has been in place at Raiffeisen Polbank for several years. Among other things, this program offers mothers and fathers of newborn children the chance to individually adjust their working hours as well the opportunity to make use of work tools (computer, mobile telephone) during parental leave. It also includes health services for the entire family and three additional days of paid vacation for fathers in the first month after the birth of a child. A new program was introduced for this in 2016 which makes flexible working hours possible for other employee groups as well. The starting point for this was the relocation of the head office. A social fund makes it possible to support employees in crisis situations. This can be in the form of financial help or granting time off. The bank also has an anti-discrimination policy (“Transparentny Bank”). Every employee can report discrimination or similar misconduct directly to the HR department or via other, defined communication channels. The employees can feel assured of complete confidentiality. An important building block for a good work-life balance at Tatra banka, a.s. in Slovakia is the principle of using annual holiday within the calendar year, instead of accumulating it, in order to have a longer break and thereby guarantee a period of relaxation. There is also an option to prevent the risk of burnout by taking a longer and partially paid leave. In the newly launched Home Office project first steps are being taken toward creating a work culture that is more viable for the future by offering the possibility of a home office workplace. © Rudolf Vogl Rudolf Vogl, Head of Group Human Resources, RBI AG “McKinsey has been conducting a study called ‘Women Matter’ since 2007, and found that companies with three or more women in executive positions achieve better results in their financial performance. Nevertheless, the number of women in executive management positions in Europe has not changed significantly. Many companies have already put in place measures that set a target quota of female employees. The RBI Group is committed to a target whereby women will make up a total of 35 percent of Managing Boards, Supervisory Boards and the second management level within the next eight years. We are currently on 28 percent, with significant differences among the countries. These are due to structural conditions (size of the branch network) or to a much higher proportion of working women in Eastern Europe due to historical reasons. The latter also has to do with the economic situation and the much weaker incentive system for leaving employment to have children. I think our target is ambitious but achievable if we continue the measures we started for broadening the base of women in management positions on all levels with the active support of our Managing Board. As McKinsey points out, there is no ‘glass ceiling’, but women are being lost on all levels of management.” QUOTE


ebook_RBI_NHBericht2016_EN
To see the actual publication please follow the link above