Diversity

RBI is a universal bank operating in Austria as well as Central and Eastern Europe. Our 16,5 million customers across 15 home markets as well as our nearly 50,000 employees represent diversity. We value this diversity of perspectives, abilities, experience and needs. We use the potential of our employees to create added value for our staff members, our customers and also for our society.

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 explicitly regulated in our recruitment policies with respect to job applications.

Logo Charta der VielfaltIn 2017, RBI joined the Diversity Charter. In this way, we are sending a clear signal that diversity is an important concern for us.

To further underscore the commitment to diversity, RBI’s diversity vision, mission statement and guiding principles intened to help on a daily basis were published in July 2017.

In 2016 RBI launched a comprehensive package of measures entitled "Diversity 2020". Diversity ambassadors from all board areas were nominated as well as a diversity officer.

A first focus of the diversity strategy is the empowerment of women. In order to sustainably increase the share of women in higher qualified positions we have set the objective to achieve a proportion of 35 percent for women in senior management positions across RBI by 2024. A large number of additional initiatives will be required to achieve the defined target:

  • These range from communication measures and training courses aimed at contributing to a change in awareness and boosting women`s self-confidence through to an executive manager mentoring program for women.
  • Management positions are advertised and not filled until there is at least one qualified female candidate. Potentially suitable female candidates are actively approached if needed to meet this goal. If no women apply for the position, it can be filled by male applicants after a waiting period of one month.
  • Subconscious prejudices are a significant factor preventing the appointment of women to management positions, among other things.
    • Voluntary training courses to raise awareness in this area have already been conducted in groups. A corresponding online training module is offered.
    • Documents needed for interviews or hearings are anonymized in order to ensure greater objectivity in the selection process. 
  • In addition, RBI AG supports arrangements such as part-time leadership and paternity leave in order to overcome structural barriers and be able to better reconcile work and family life.

The second focus in diversity management is on the integration of employees with disabilities.

  • Disability ambassadors from all board areas were nominated.
  • Goals of the project are to reduce fears of contact, increase awareness, as well as the number of qualified employees with disabilities and to strengthen social skills
  • Beside a status check awareness workshops for disability ambassadors and the recruiting team took place.
  • In February 2017 RBI AG hosted the "Zero Project Conference" Dinner which was part of the three-day conference. The event was attended by almost 70 national and international guests, and there was lively discussion on a range of topics related to the employment of people with disabilities.

Please address your concerns and remarks to diversity2020@rbinternational.com or directly to the diversity officer Anita Lang (anita.lang@rbinternational.com).