So far, no suitable people have been found this way. Initiatives have also been developed
within the organisation to create jobs for people with a functional disability that limits their
ability to perform work. Rabobank came top for diversity in a survey of employers organised by
Management Team magazine. Encouraging more women to reach senior ranks remains an
important issue. There is one woman on the Executive Board, and the Supervisory Board has
had two female members since 2009. In 2011,12.8% of senior management positions were
held by women, compared with 12.2% in 2010. Specific attention is given to the proportion of
female participants in the talent development programmes, such as the talent cooperative.
As a result of this, 33% of participants in talent programmes in 2011 were women, compared
with 24% in 2010.
Employer of choice
Rabobank continued to win top employer awards in 2011. In June, the bank won Intermediair
magazine's favourite employer award in the Overall, Starters and Financial Institutions
categories. Rabobank also managed to hold on to its position at the top of Intelligence Group's
Barometer of Favourite Employers, and it was ranked first in the Financial Institutions sector by
Incompany, a business magazine. In addition, a number of campaigns were conducted to
position Rabobank Nederland and Rabobank International as an attractive employer in the ICT
sector.The updated website www.rabobank.nl/werken received more than a million visits in
the year following its launch in September 2010.
A new collective bargaining agreement
In March 2011, Rabobank and the trade unions De Unie, FNV Bondgenoten and CNV
Dienstenbond reached a consensus on a new collective bargaining agreement (CBA).
The agreement, which runs from 1 May 2011 until 1 July 2012, covers some 40,000 employees
of Rabobank Nederland, local Rabobanks and Obvion.
Among other things, the CBA includes arrangements on greater flexibility in working hours.
Arrangements were also made concerning employability, and paternity leave was introduced.
In keeping with the core value of sustainability, it was also agreed that commuting expenses
are to be reimbursed in full for employees who travel by public transport. Finally, a pay
increase was agreed of 1.5% as of 1 July 2011, and the personal budget was increased from
2.5% to 2.9%.
De Lage Landen concluded a one-year CBA with effect from 1 February 2011With regard to
remuneration policy, the CBA states that a one-off adjustment of 1.75% was to made with
effect from 1 April 2011 and that pro-rata exit bonuses would no longer be paid (with the
exception of departures due to special reasons, such as a Social Charter or a transfer to another
Rabobank Group entity). In addition, a 38-hour working week was introduced on 1 February
2011, the arrangements for shift work were terminated and the procedure for obtaining
accreditation of prior learning now also applies to graduates of universities of applied sciences.
On 1 April 2011, Rabo Real Estate Group agreed a CBA with the unions, under the motto of
'working on the basis of opportunities'. This is a continuation of the policy on long-term
employability. Rabo Real Estate Group believes it is important to continue to be an employer
of choice, despite the turbulent times the organisation is experiencing/Working on the basis
of opportunities' requires managers and employees to adopt a client-focused, enterprising,
committed and flexible approach. A number of terms of employment designed to promote
long-term employability are detailed in this CBA. These include the introduction of a new
methodology for variable pay, the expansion of the budget containing options to include
some of the leave (standard leave and leave related to the reduction in working hours) that is
in excess of legal requirements, and the extension of the scope of the arrangements for older
employers to include part-time employees.
RN 2011improved support and necessary savings
The RN 2011 project is aimed at improving the support Rabobank Nederland provides to
local Rabobanks while at the same time reducing costs. The suggestions for improvement
were approved by the Executive Board in July 2011They were also checked by a guidance
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