Personnel management
A result-oriented, initiative-driven, well-knit team is by far the most important component in implementing the VTB Group’s Development Strategy for 2022. That is why Group companies’ efforts in developing a highly effective organisation and culture, continuously increasing employee engagement, and improving remuneration and training systems are an immediate priority for VTB.
in 2017–2019The data on the average headcount for the previous years differ from those in previous sustainability reports because of changes to the asset base.
% (including new assetsOur new assets include Vozrozhdenie Bank, Sarovbusinessbank, and Zapsibkombank.)
Employee category | Rate |
---|---|
By gender | |
Men | 18 |
Women | 21 |
By age | |
under 30 | 32 |
30–50 | 17 |
over 50 | 8 |
Human rights, gender equality, and inclusion
VTB Bank’s Code of Ethics prohibits discrimination on political, religious, ethnic, gender, or other similar grounds in hiring, remunerating, and promoting employees. The Code of Ethics also prohibits securing unwarranted privileges or advantages in hiring, promoting, and rewarding employees.
VTB provides equal opportunities for men and women, creating equal conditions for training and career advancement. In 2019, women accounted for 34% of senior managers and 66% of all employees hired in the reporting period. The average annual number of training hours per employee totalled 43 academic hours for men and 45 academic hours for women. Fair remuneration and workplace equality are the purpose of a grading system the Bank put in place to objectively assess all jobs it offers.
The Group also puts great emphasis on promoting employment for socially vulnerable groups. In 2019 the VTB Group employed 154 people with disabilities, a 12% increase YoY.
VTB Bank operates an anonymous employee complaint hotline. In 2019 the hotline received 16 complaints regarding professional ethics, employee–management relationships, and fair remuneration. All the complaints were reviewed and resolved.