embracing diversity from the outset.

With both customers and employees from all backgrounds and from all around the world, we value this diversity of perspectives. Find out more about our ongoing initiatives to generate added value.


We consider Austria, where we operate as a corporate and investment bank, as well as Central and Eastern Europe as our home market. Our 16.7 million customers  and our about 47,000 employees represent true diversity. We value this diversity of perspectives, abilities, experience and needs. We actively promote equality, irrespective of origin, sexual orientation, culture, gender, age, language, income, religious convictions or disability.

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.


In 2017, RBI joined the Diversity Charter. In this way, we are sending a clear signal that diversity is an important concern for us. With the signing we avow ourselves to the appreciation of all those that we are associated with. We hereby create a climate of acceptance and of mutual trust. We stand for: diversity put in practice and its active appreciation having a positive effect on the economy and society in those countries in which RBI operates.   

DIVERSITY IN RBI: Vision, Mission and Guiding Principles

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.

Empowerment of Women

In 2016 RBI AG 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.

Inclusion of Employees with Disabilities

The second focus in diversity management is on the inclusion 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.

our commitment to The Valuable 500

The Valuable 500

Currently, 15% of the world's population are people with disabilities. The Valuable 500 (www.thevaluable500.com) is a global movement that puts the inclusion of people with disabilities on the corporate leadership agenda. To join The Valuable 500, a company's CEO must put the issue of inclusion of people with disabilities on the board's agenda and commit to changing the agenda of inclusion. RBI recently joined this movement and Johann Strobl is now a member of this large network of global CEOs.

The Valuable 500 aims to activate the movement's signatories to bring about global change. Its founder, Irishwoman Caroline Casey, is convinced that as soon as companies value all people, regardless of age or ability, so will society. The products and services developed in the next step in the community will then be rolled out to the entire 500-strong corporate community to drive systemic change and significantly improve the inclusion of people with disabilities in companies.

Johann Strobl comments:

“At Raiffeisen Bank International we consider diversity and inclusion as a key to success, which enables us to overcome boundaries. Therefore, we use the potential of our employees to generate added value for our workforce, our customers and society. For this reason we are proud to be part of The Valuable 500 movement and commit to pushing our efforts to be an inclusive employer as well as to support creating an inclusive society.”

Johann Strobl
© David Sailer

myability disability talent program


In 2018 and 2019, RBI participated in myAbility's disability talent program and hosted the final event in 2019. 

RBI continued its economically oriented approach to inclusivity with the intensification of the partnership with the Specialisterne association for the employment of people with autism resulting in the intake and employment of four people with Asperger syndrome.

In early October, RBI AG conducted an employee survey on the inclusion of people with disabilities. In addition to a needs assessment, the survey aimed to raise awareness and create knowledge on the topic of disability and provide information about what RBI AG offers in this respect. The high response rate of 25 percent suggests that there is already interest among employees. Almost all respondents said that they could see themselves including a person with a disability in their team or working with them, and that they believe it is important for RBI AG to actively address the topic of inclusion.

Since 2018 RBI is a member of the DisAbility Business Forum of myAbility.

  • In February 2020 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.

Awareness of LGBTIQ+ Issues

In 2019 a third dimension of the 'Diversity 2020' initiative was established: sexual orientation. The aim is to increase awareness of LGBTIQ+ (lesbian, gay, bisexual, transsexual, intersex, queer) issues, promote inclusion, and enable a working atmosphere in which no one has to fear being disadvantaged on account of their sexual orientation. It has been proven that this increases productivity, loyalty and employee satisfaction. 

Embrace LGBTI

The business resource group EMBRACE at RBI in Austria, which comprises members of the LGBTIQ+ community and straight allies (heterosexual people who actively support LGBTIQ+), has launched additional initiatives to raise awareness of the dimension of sexual orientation.






Raiffeisen Bank International is a member of BRich, a network of Austrian companies with LGBTIQ+ business resource groups.


Please address your concerns and remarks to diversity2020@rbinternational.com or directly to the diversity officer.