Employee life and wellbeing

Following its time-honored tradition, the bank strictly maintains a unique work environment, characterized by five fundamental principles:

  • Rigorously maintained equal opportunities and non-discrimination;
  • Constant dialogue, cooperation, and transparency between employees and management;
  • Providing a variety of opportunities for personal and professional development while creating shared values for employees and the bank;
  • Solidarity and collegiality, in cooperation with the employee union  while imparting special meaning to the term "colleagues";
  • Continual caring for the wellbeing of employees and their families, and support for employees during times of joy and crisis. 

 

The bank implements long-term considerations regarding sustainability and corporate social responsibility in its management of human resources as well; it considers its employees to be central stakeholders, and relates to them on a steady basis of growth and true partnership. Employees are members of the bank community and all behavior towards them stems from this starting point. 

 

This worldview is anchored in regulations and expressed in the bank’s overall activity in the following fields, among others: equal opportunity and non-discrimination, a clear policy to prevent harassment, observing employee association rights, investing in professional training and development, operating mechanisms for employee requests, an ergonomically work environment, and more.

 

Implementation of the sustainability and CSR program, in view of the its founding principles as described in the report, helped the bank reach significant achievements at all levels of activity. Following are a few examples of the bank's achievements in 2015:

  • The bank hired 4,245 external workers as full bank employees over the last eight years. The percentage of external workers decreased from 18.8% to 6.4% between 2007 and 2015;
  • In 2015 women comprised 65% of employees, compared with 47% in the general workforce.
  • In 2015 women comprised 52.1% of managers, compared with 34% in the general workforce.
  • Promoting special hiring programs for excluded sectors in the Israeli society (55+, Minorities and, Disabled people and Immigrants).
  • The upward trend of employees with academic education continued in 2015, and stood at 64.4% of the bank's employees. In the last 15 years this figure has constantly risen from 30.2% in 2000.
  • 68 employees from underrepresented groups were hired by the bank in 2013 (minorities, ultra-orthodox employees, Ethiopian Israelis, and disabled persons), constituting approximately 20% of the employees hired by the bank in total. Employees in these population groups constitute approximately 10% of all employees at the bank.
  • Cumulative 43,521 days of learning of bank`s employees were held during 2015, constituting 38.1 average hours of learning per employee.

 

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