Raiffeisen as an employer
Raiffeisen updated its personnel policy in 2016 on the basis of its revised basic strategy. Its new employer branding strategy stresses intrapreneurship and promotes different life plans, a sense of community, and wide-ranging responsibilities for employees. Raiffeisen employed 11,026 people in the current year, or the equivalent of 9,276 full-time positions on average over the year.
Attractive employment conditions
Raiffeisen attracts skilled workers and retains current employees by providing outstanding employment conditions. By specifically delegating responsibility, it encourages intrapreneurship among employees and gives them considerable freedom to make their ideas reality. All employees at every hierarchical level have the freedom to set their own work hours. All told, 32% of Raiffeisen employees and 26% of senior staff members work part-time. Employees receive between 25 and 30 days paid vacation depending on their age and pay grade.
Mothers receive at least 16 weeks of maternity leave at Raiffeisen. Fathers are given 15 additional paid days off, which they can take up to one month before or six months after their child is born. Mothers have a guarantee of continued employment at 0.6 full-time equivalent (FTE) or more in an appropriate function after maternity leave. If a child is sick, the parents will receive up to five additional days paid time off.
Training tomorrow's workforce
The Group offers a wide range of training programmes to give young people with different educational backgrounds a solid career start:
- –Apprenticeship in business administration
- –IT specialist
- –Mediamatics technician
- –Interactive media designer
- –Facility maintenance and management
- –Internships for vocational high school students
- –Bank entry for high school graduates
- –Trainee programmes for university graduates
Through its clear commitment to training young talent, Raiffeisen assumes responsibility socially for many young people throughout Switzerland. At the end of 2016, roughly 800 individuals were participating in one of the above training programmes – 54% of them were women. Many young people stay with the company after completing training.
Staff and leadership development
It is crucial for employees to develop new skills and remain employable. Raiffeisen believes that continuing education enables employees to develop personally and do their jobs more effectively, and so supports their efforts to acquire more training. Employees can avail themselves of various internal and external continuing education opportunities.
All told, 504 internal training courses were held in 2016. Raiffeisen invested CHF 20,124,735 in internal and external training and continuing education programmes during this period. The programmes focus on developing soft and leadership skills within the Group and cultivating an appreciation of shared values. By establishing a new and shared understanding of leadership, Raiffeisen wishes to strengthen and maintain the Group's fundamental culture and adaptability.
Raiffeisen has a one-of-a-kind mentoring programme. Managers and the entire Executive Board of Raiffeisen Switzerland mentor numerous employees, helping them along in their development. Roughly twenty two-person-teams participate in the programme at any given time. About 60% of participants are women.
The company takes a holistic approach to ensuring equal opportunities for all employees. Raiffeisen views diversity and inclusion management as a leadership skill and supports managers with targeted analyses and regular reports. Raiffeisen has made it a strategic priority to raise the percentage of women in senior staff positions. The Group wants to have women in 30% of senior staff positions. A series of programmes entitled "Women 3.0 by Raiffeisen" was launched as an addition to existing platforms. The series is supplemented by a partnership with "Advance – Women in Swiss Business", an intercompany network. Both programmes give women an opportunity to seek further development and build networks across companies. In addition, promising, talented women are invited to participate in a cross-company mentoring programme. Employees aged 50 and up have the option of attending self-evaluation seminars and pre-retirement seminars.
Counselling for personal challenges
Raiffeisen employees have had access to a social counselling service through an external partner, Reha Suisse, for over two years. The service offers anonymous assistance with challenges at work or home and with health issues. Last year, it was expanded to include Western Switzerland and Ticino.