About this
Report
Chairman's
Foreword
Corporate
Management Report Appendices Governance
Consolidated Financial Company Financial
Statements Statements
Dilemma Ups and Downs of Staff Reduction
Unfortunately, we have had to let go members of our staff.
Staff reduction takes a huge toll on the employees leaving
the bank, as well as those who remain. It also comes with the
loss of historial context and knowledge, but by working in
teams, we can transfer, share and keep this knowledge in our
organization as much as possible.
Sustainability
Sustainability goes hand in hand with Rabobank's identity and
core values. In 2018 we continued our efforts to integrate
cooperative and sustainability topics into our recruitment and
selection processes. Sustainability is addressed in several training
programs and we offer multiple sustainability workshops.
Suppliers of educational programs to Rabobank and external
employees are expected to comply with our Sustainable
Procurement Standard.
Enhancing Risk Awareness
We continued our worldwide employee training program
'Rabobank Right' in 2018. The program aims to ensure that
employees can recognize and deal effectively with operational
risks in their day-to-day work by improving their risk awareness
and risk assessment skills.
Speaking Up
Concerns and other issues are preferably addressed in open
dialogue. Bureau Speak Up aims to secure a global independent
process and uniformity in the handling of reports and provides
guidance to management and staff including assistance in
invoking any of the following procedures. Bureau Speak Up was
established at the end of 2017 (replacing the existing procedure)
and handled 71 requests in 2018. The Global Policy on
Whistleblowing offers a safe reporting channel for misconduct
and irregularities. This Global Whistleblower Policy applies to
anyone who works (or worked) at Rabobank, in any role, location,
or contract term, as well as anyone who has or had another type
of business relationship with Rabobank (such as suppliers). The
Trusted Committee handled a total of 31 cases in 2018 (2017:17),
14 of which led to a formal investigation, 6 cases were addressed
by issuing a formal opinion on the follow up to responsible
management, 16 were closed and 15 will continue in 2019.
Labor issues can be discussed with an independent advisor under
Rabobank's Industrial Relations Disputes Procedure (GRA). In
2018, the GRA handled 218 cases (109 requests for advice, 33
cases of informal conciliation, 30 cases of formal mediation, and
46 requests for a binding decision by the Industrial Relations
Disputes Committee. This has resulted in 10 binding decisions so
far. Rabobank Internal Health Services (IHS) Department's trusted
persons assist staff who have experienced inappropriate
behavior. Both GRA and IHS trusted persons are available
pursuant to Rabobank's Dutch collective labor agreement.
Remuneration
Rabobank has a remuneration policy in order to remain an
attractive employer who seeks to hire and retain talent, and to
em power 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 scheme and attention for
employee develop ment. All Rabobank employees receive a salary
and a set of employment conditions which corresponds to 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. Rabobank 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.
For more information on Rabobank's remuneration policy click
here.
Annual Report 2018 - Management Report
42
