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Our current Code of Conduct (updated in January 2018) clearly states that we consider fair employment
practice to be of great importance. We want to be a corporate group that the best people want to work for;
that hires and promotes people according to their aptitude (performance and work experience), and gives
employees the opportunity to develop their skills while maintaining a good work-life balance. We value
teamwork within and between business divisions, areas and countries and help our employees to realize their
full potential. Discrimination and harrassement have no place at RBI. We promote an environment where
employees treat and appreciate each other with mutual respect and support diversity as it can open up new
perspectives. Our goal is to maximize diversity across our teams and ensure that it also exists at the highest
levels of management.
Discrimination and harassment (such as on the basis of age, ethnicity, skin color, national origin, religion or
belief, political or other opinion, gender, sexual orientation or disability) are incompatible with maintaining an
inclusive work environment in which all employees achieve the maximum level of productivity for themselves
and can meet our business goals. No form of discrimination, harassment, or intimidation will be tolerated or
excused by RBI.
RBI is committed to promoting equality, which is consistent with our self-image, and to creating equal opportunities
for equal performance in the workplace, regardless of gender or other factors. This starts as early as employee
selection, which must be free of prejudice and where the same criteria must always be applied.
The following chart provides an overview of the measures that are being implemented at the individual
companies in order to promote a healthy work-life balance.
Overview of measures
Austria CE SEE EE
Detail RBI AG RBSK RKAG RL Valida RCB Kathrein TBSK RBCZ RBHU RBAL RBBH RBBG RBKO RBHR RBRO RBRS RBBY RBRU AVAL
Part-time-work (parents)
✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓
Part-time-work (other than parents)
✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓
Teleworking
✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓
Flexi-time-models (regular)
✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓
Flexi-time-models (long time)
✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓
Company kindergarden or similar
✓ ✓ ✓ ✓ ✓
Time off for fathers in event of a birth
✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓
(statutory requirement)
Time off for father in event of a birth
✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓
(beyond statutory requirement)
Educational leaves
Sabbaticals
✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓
✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓
Please see the list of abbreviations for the complete company designations.
In order to further improve the framework conditions for profession and career, RBI is constantly working to improve
the work-life balance. Work models, such as flexible working hours, part-time and tele-work are offered in
accordance with statutory provisions. Where possible, company childcare with employee-friendly hours of
operation is offered. These models are intended to enable targeted parental leave management that promotes
re-entry into working life. RBI has a positive attitude towards paternity leave, which it sees as being an important
way to advance equality. The RBI Group offers targeted training and development programs with the aim of
expanding its competence in the field of leadership. These programs have been warmly received by both male
and female employees. Accordingly, 56 percent of the participants in the Basic Leadership Program of RBI AG in
2018 were women, while in the Talent Lab for Management Staff, this number was 40 percent.
Salaries are regularly analyzed within RBI. 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 internal “RBI Total Rewards Management” policy provides a comprehensive framework
for shaping the group-wide remuneration management system. This includes, in addition to all specifications
for implementing statutory and regulatory requirements, a structured job evaluation system and regular market
benchmarks of the salaries in the countries in question. An internal job evaluation system forms the basis for
position-related and – as a result of this – gender-neutral remuneration.
Raiffeisen Bank International | Sustainability Report 2018