Contents Introduction Management report Appendices Corporate governance Consolidated Financial Statements Company Financial Statements
Diversity recognition
Our efforts to enhance diversity and inclusion were recognised
with a serie of awards and nominations in 2017. We were
shortlisted for two European Diversity Awards - in the categories
of'company of the year'and diversity team of the year'.
Rabobank received a 'highly commended company'award for
excellent performance in developing diversity and inclusivity.
In June 2017, Rabobank was awarded a 'Diamond'for
exceptional results on gender diversity from the Monitoring
Talent to theTop Committee who called Rabobank's gender
diversity policy a'shining example'and commended our
progress in gender diversity.
Our CRO Petra van Hoeken was one of three women nominated
for'top woman of the year' byTopvrouwen.nl. Marthe Oudega,
financial advice manager at Rabobank Emmen-Coevorden,
made Topvrouwen.nl's shortlist for'young female talent of
the year'. Our Global Head IT Continuity Security Services
Mimoent Haddouti won the Computable Diversity Award and
Rabobank Almere CEO Ugur Ozcan was nominated forThe
Other Businessman award.
Sustainability
Sustainability goes hand in hand with Rabobank's identity
and core values. In 2017 we continued our efforts to integrate
cooperative and sustainability topics into our recruitment and
selection processes.
Sustainability is addressed in several training programmes and
there are several specific sustainability workshops available.
Suppliers of educational programmes to Rabobank and external
employees are expected to comply with our Sustainable
Procurement Standard.
Enhancing risk awareness
We continued our worldwide employee training programme
'Rabobank Right'in 2017.The programme aims to ensure that
employees can recognise and deal effectively with operational
risks in their day-to-day work by improving their awareness and
assessment skills.This helps us retain the trust that our clients
and society place in us.
Speaking up
If disputes arise, managers and employees can bring labour-
related issues before an independent and unbiased mediator/
adviser in our Industrial Relations Disputes Procedure (GRA).
The advisers/mediators aim to resolve differences of opinion
internally, preferably in open dialogue between the bank and
the employee. Our Industrial Relations Disputes Committee can
also be asked to issue a binding decision.
Most disputes in 2017 were related to performance and growth/
future. In 2017, the GRA handled 220 disputes (204 in 2016).
The advisory procedure was the one most frequently applied
in disputes (117 in 2017). There were 37 cases of arbitration and
19 cases of mediation. Forty-seven cases were presented to the
Industrial Relations Disputes Committee, which has issued six
binding decisions so far.
The Internal Regulation for Reporting Misconduct offers
employees the possibility to safely address possible misconduct
within the organisation. It contributes to transparent
governance and promotes integrity within Rabobank.
Seventeen reports of possible misconduct were submitted in
2017, of which sixteen reports were discussed, appropriately
handled and closed and while one report is still open.
The internal Speak Up Desk, which was launched in 2016,
continued to further enhance Rabobank's response to
employees'reports and questions on (potential) misconduct,
irregularities, inappropriate behaviour and labour-related
disputes. During 2017, the process around the Speak Up Line
was further enhanced to ensure a global independent process
and uniformity in the handling of reports made.
Remuneration
Rabobank has a remuneration policy befitting of an attractive
employer who seeks to hire and retain talent, and to empower
its employees in all their diversity. We do this by offering
fair remuneration packages and providing a valuable set
of employment conditions, such as an attractive working
environment, a good pension structure and attention for
employee development. All Rabobank employees receive a
salary and a set of employment conditions which corresponds
with their responsibilities and contribution. We believe that
remuneration is more than just pay. We strive to provide
an inspiring working environment in which employees can
develop and get the most out of themselves and their talent.
In 2017 we introduced the new worldwide performance
management system GROW! and the development budget
in the Netherlands to boost employees'opportunities for
professional and personal development. Rabobank as a
cooperative encourages employees to make a difference both
in the local communities where they work and internationally
by contributing to our vision to provide a solution to the global
food issue.
O For more information on Rabobank's remuneration policy
click here.
Rabobank Annual Report 2017 - Management report
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