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Sustainable HR policy
(64.82%
of the total). However, we are still
far from a balance between men and women
in higher positions (management and execu-
tives): at present the percentage of female ex-
ecutives is 39.72%, the percentage of women
with a management position is approaching
25% (23.31%).
The average age of employees in the banking
sector is between 43 and 44; the average se-
niority is 18 years. More than 30% (30.14%) of
employees in the banking sector are 51 years
old or more.
The financial institutions also aim to design
a policy in which the employment of people
with a handicap and people of foreign origin
has a central place. Concrete figures for the
sector are not available but for the future there
is definitely room to recruit more employees
from these disadvantaged groups.
On 2 July 2007, a Diversity Charter came into
force in the financial world. Two key lines are
central in the Charter: more diversity and
mutual respect on the work floor. The Char-
ter provides for example that the Human Re-
sources departments of the financial institu-
tions must pay attention to the recruitment of
persons with a handicap.
In 2009 and 2010, together with the trade
unions a small-scale pilot project was set up
targeting highly educated persons of foreign
origin who arrived in this country recently.
Other inflow channels than the traditional
recruitment agencies were involved to reach
these people. Some ten people worked in the
financial sector for a year and received ad-
ditional counselling and training during that
time. Eight of them were offered a permanent
job at the end of the project.
Working environment
The financial sector aims to offer its employees
a healthy working environment. 86% of the
sector (16 out of the 19 institutions surveyed)
allows its employees to work with flexible
working hours. 27.7% of the administrative
staff works part-time and 13.4% of the total
number of employees uses some form of time
credit.
98%
of the sector (14 out of the 19 institutions
surveyed) offers its employees the possibility
of working from home. That number is very
“
To attract and keep talent,
the incorporation of job flexibility
and the recognition of work
life balance are musts!”
Ann Van de Perre, Febelfin Strategic Working Group, September 2012