103 GRI Index and Assurance statement Engaged citizen Fair partner Responsible banker Human Capacity Report Sustainability management Overview Foreword Raiffeisenbank a.s. in Prague became the first Czech company to establish a company kindergarten, called ŽIRAiFKA. This has been operating successfully for eight years now and had 68 employee children enrolled in 2016. It helps employees returning from maternity leave, since very few spaces are available for young children in public kindergartens. The bank bears 70 percent of the costs and the employees pay the rest. Employees who live outside of Prague are assisted on their return from maternity leave with a financial subsidy toward kindergarten costs. Since 2013, employees of Raiffeisenbank a.s. have participated in the diversity program “Odyssey Leadership”. This company-wide diversity program is aimed at talented female managers from across the Czech Republic and lasts for ten months. In 2016, the program was conducted with 35 participants from all over the Czech Republic. There are currently two programs consisting of a basic module and an advanced module. Three female managers were nominated for the basic program and two for the advanced module by Raiffeisenbank a.s. in Prague in 2016. The goal is to support female managers at Raiffeisenbank in the Czech Republic within multiple Helena Horská, Participant of ”Odyssey Leadership“ diversity program, © Helena Horská Viktória Kapušanská, Participant of ”Odyssey Leadership“ diversity program, © Viktória Kapušanská Kamila Št‘astná, Participant of ”Odyssey Leadership“ diversity program, © Raiffeisenbank a.s. areas: effective management style, increased self-confidence and courage as well as expanding the network to include other women with similar interests in the Czech business community. The program is very well received and found to be very useful and supportive in change processes by the majority of participants. The overriding goal of Odyssey is to increase the number of female managers at the top of the company. The project for creating tele-work jobs at Raiffeisen Bank Zrt. in Hungary was continued in 2016 by putting additional infrastructure in place. This should allow a larger number of employees to be given the option of teleworking in 2017. Employees will also be offered more flexible working conditions through part-time work. If it can be reconciled with their work commitments, employees may be able to adjust their working hours to suit their personal needs (with permission from the line manager). The possibility of part-time work is basically available to all employees. This option is increasingly popular, especially with employees returning from parental leave. Assistance aimed at supporting and promoting families and children also includes an additional five days of special leave, which fathers can receive upon the birth of a child. The bank also makes childcare available to employees who work on Saturday. In order to support women, female employees with management potential are offered mentoring programs. Southeastern Europe (SEE) Raiffeisen Bank dd Bosna i Hercegovina offers an incentive to those parents who voluntarily chooses to return early from parental leave (before the first birthday of the child) The bank supports this by offering a refund of the costs of childcare for toddlers. Additionally, when it comes to physically disabled persons. the contract from the agency “USPON” for the employment of people with disabilities in the call center, in place since 2010, was renewed last year. This gives people with disabilities the possibility to become integrated into a work environment and gather professional experience. Clear processes for dealing with discrimination or bullying are defined in the Compliance Manual and based on the anti-discrimination principles in the group-wide Code of Conduct. In order to improve the ability to reconcile work and family, Raiffeisen Bank Kosovo J.S.C. in Prishtina offers the option of part-time work as well as a company kindergarten. Flexible working hours were introduced at Raiffeisenbank Austria d.d. in Croatia. Flexible working hours were defined within the scope of operational possibilities for most units in 2015. Some of the units also made it possible for employees to do some of their work from their home office. Raiffeisen Bank S.A. in Romania offers flexible working hours for its employees. In addition, mothers returning from maternity leave can have their working hours reduced by two hours. Longer, unpaid leave in the form of a sabbatical is also possible.
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