Contents Management report Corporate governance Consolidated financial statements Financial statements Pillar 3
Employment
G4-DMA Generic Disclosures on Management
G4-LA1
G4-LA2
Approach
Total number and rates of new employee
hires and employee turnover by age
group, gender and region
Benefits provided to full-time employees
that are not provided to temporary or part-
time employees, by significant locations
of operation
G4-LA3
Return to work and retention rates after
parental leave, by gender
Education and training
G4-DMA Generic Disclosures on Management
Approach
G4-LA9 Average hours of training per year per
employee by gender, and by employee
category
G4-LA10 Programs for skills management and
lifelong learning that support the
continued employability of employees and
assist them in managing career endings
G4-LA11 Percentage of employees receiving regular
performance and career development
reviews, by gender and by employee
category
Diversity and equal opportunities
G4-DMA Generic Disclosures on Management
Approach
G4-LA12 Composition of governance bodies and
breakdown of employees per employee
category according to gender, age group,
minority group membership, and other
indicators of diversity
Equal pay for men and women
G4-DMA Generic Disclosures on Management
Approach
G4-LA13 Ratio of basic salary and remuneration of
women to men by employee category, by
significant locations of operation
Local communities
G4-DMA Generic Disclosures on Management
Approach
G4-S01 Percentage of operations with
implemented local community
engagement, impact assessments, and
development programs
G4-S02 Operations with significant actual and
potential negative impacts on local
communities
Annual Report: Our commitment, page 68
Annual Report: Empowered employees, page 81
Annual Report: Appendix 3, Sustainability facts and figures,
table of staff recruitment and departures, page 136
There is no difference in the fringe benefits between full-time
and part-time employees or between employees with a fixed-
term/indefinite contract.
The rules for some fringe benefits do depend on the number
of working days or hours worked. Taking parental leave as
an example, you are allowed to take 26 times your working
hours as leave. The fixed commuting expense allowance is
based on the number of days worked. Some fringe benefits
are paid pro rata to the number of hours defined in the
contract of employment.
Everyone is entitled to parental leave. Due to issues of
privacy, Rabobank cannot record whether employees have
children or not, which makes it difficult to measure this
indicator. In total, 654 men and 2,475 women took parental
leave.
Annual Report: Empowered employees, page 81
Annual Report: Appendix 3, Sustainability facts and figures,
page 131
Annual Report: Empowered employees, talent development
and management, page 82
Annual Report: Appendix 3, Sustainability facts and figures,
page 131
Annual Report: Empowered employees, diversity, a question
of doing, page 84
Executive Board
Male: 6, Female: 0. Age group 30-50:2, Age group >50:4
Supervisory Board
Male: 6, Female: 2. Age group >50:8
Annual Report: Members' council, page 154
Annual Report: Empowered employees, diversity, a question
of doing, page 84
Annual Report: Appendix 3, Sustainability facts and figures,
page 131
Annual Report, Our contribution to sustainable development,
Management and organisation, page 53
Annual Report, Our contribution to sustainable development,
explanation of key figures, page 54
Annual Report: Vital communities, page 55
www.rabobank.com/en/about-rabobank/in-society/
sustainabilitv/vital-communities/index.html
Annual Report: Vital communities, page 55
www.rabobank.com/en/images/annual-report-rabobank-
foundation-2014.pdf
N/A
Netherlands only
No information is
available
the number of employees No information is
who are entitled to available
parental leave
Netherlands only, total
includes other countries
No information is
available
Netherlands only
No information is
available
148 Rabobank Annual Report 2015
