INVESTING IN HUMAN CAPITAL

Employee-centricity is the foundation of Garanti’s Human Resources strategy. The Bank strongly believes that organizations offering employees development opportunities entailing quality training programs, putting the principle of equality in the focal point of all their practices, designing a productive working environment that nurtures the fact that humans are social beings, and consolidating the sense of fairness will be the organizations of the future.

In keeping with this, Garanti carries out its activities, recognizing that its employees make up its most valuable asset and that they constitute one of the pillars of its strategy. In this structure, the Bank builds systems to recruit, train and develop a firstclass workforce, and provides a working environment that encourages full utilization of employees’ skills, offering a wide range of opportunities and ensuring recognition and rewarding of their accomplishments. At the same time, it develops practices designed to increase their welfare level and focus on their well-being in order to ensure work-life balance.

Garanti develops its human resources policy by putting employees first and continuously investing in them. The Bank collects and analyzes employee expectations in environments providing equal opportunities, and constantly improves its policy in keeping with technological advancements. Garanti believes that it creates an environment that complies with international standards by maximizing participation in every aspect. It places great emphasis on keeping bi-directional dialogue channels to ensure that employees are actively engaged in the decision-making mechanism and to benefit from innovative opinions. Garanti aims to increase employee satisfaction and employee engagement by collecting employee opinions systematicly viavarious channels, , such as the intranet, various questionnaires and platforms. Within the frame of policies devised according to employee needs and expectations, Garanti will keep increasing the control and monitoring by employees through a number of points from career management and performance evaluation to training planning by taking steps that will encourage more active involvement of employees.

The Employee Committee, headed by the CEO and formed of members from the Board of Directors and Senior Management, is responsible for developing Garanti’s HR policies, carrying out and coordinating activities in order to improve employee engagement and satisfaction, monitoring results and developing action plans when needed. With the support of the management, the Committee also aims to promote learning in order to enhance the Bank’s development and tracks how training reflects on business.

Garanti has in place a Compensation Policy for employees, which is prepared in accordance with banking and capital market legislation and approved by the Board of Directors. The Policy is erected on job-based remuneration, encourages fair, transparent, measurable and sustainable achievement among employees, and is aligned with the Bank’s risk principles.

The performance evaluation system at Garanti measures employee performance depending on objectives and the extent of their attainment. Systematic bonus and performance models are supported by concrete and measurable criteria during the assessment, and they serve as major and effective management tools for achieving cost management and efficiency, while ensuring fairness among the employees.

Garanti signs its name under a number of innovative projects focusing on its employees’ development, satisfaction and happiness. The Bank devises schemes that increase the share of digital training programs within the entire training portfolio to give equal access to development opportunities for Garanti employees scattered in all 81 cities across Turkey, and aims to increase the number of training programs per person by the year. Through the Work Life Integration (İYİ) platform set up to enhance employee satisfaction and ensure a richer working experience, the Bank seeks to increase the number of programs establishing a work-life balance and boosting employee motivation, and to expand their coverage across Turkey.

Garanti thinks that being “one team”, one of Garanti’s values determined by employee opinions in 2017, bears major effects upon customer satisfaction. The Bank champions the idea that shared wisdom practices that will build up team spirit directly contribute to joint work and development, as well as to the equality principle. In this context, the Bank develops projects that encourage employees to be respectful of diversities.

One of the key goals of Garanti is to establish a fair and transparent working environment that is dominated by equal opportunities and diversity. In a bid to provide support with real-life practices, the Bank contributes to gender equality and women’s empowerment through studies that measure employees’ prejudices regarding equality of women and men. Garanti will continue to pioneer and further expand activities maintaining equality principle in all fringe benefits and practices provided by Human Resources. Diversity initiatives will be themed around equality once again, and the projects will focus on reducing unconscious bias and boosting awareness.

In line with local regulations on Occupational Health and Safety (OHS), Garanti, through its OHS team organized under Human Resources, coordinates and monitors all processes including risk assessment, occupational health practices, training programs, OHS Committees, near misses, workplace accidents and corrective and preventive actions.

By focusing on their professional development and giving all employees equal opportunities, Garanti is actively contributing Sustainable Development Goal 4: Quality Education, Goal 5: Gender Equality, Goal 8: Decent Work and Economic Growth, Goal 16: Peace, Justice and Strong Institutions.

 

*Share of women employees were calculated using monthly averages. For details, please refer to the Guidelines on Non-Financial Reporting in the Appendices section.

 

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