The Strategic Plan for People continued to evolve in 2023 with the objective of ensuring the bank has the best talent so its business is sustainable over time, grows robustly and delivers the maximum value to its customers. To this end, work has been carried out throughout the year on various initiatives centred on five main lines of action:
The well-being, health and safety of people are of the utmost importance for Bankinter. We strive continuously to ensure this, focusing our efforts to ensure the greatest possible protection. In 2023, we updated our Health and Safety Policy, expanding its scope to the entire Bankinter Group.
We also boosted the 'Bankinter, here to help' programme, which is a pillar of our good practices model. This focuses on improving the well-being of everyone in Bankinter, including initiatives in five dimensions of well-being: physical, emotional, social, financial and intellectual. This programme is promoted by the Internal Communication area, which offers a host of information and training content related to these five dimensions. This includes webinars with leading figures in their fields to raise awareness and educate about aspects of health and well-being. Another feature is the United Heroes application, which promotes physical exercise and sport, and significantly increased its number of followers in 2023 compared to the previous year.
As a result of these initiatives, 'Bankinter, Here to Help' has been recognised by the National Occupational Health and Safety Institute for the bank's good practices in promoting health at work, enabling it to join the Spanish Network of Healthy Companies.
In parallel, as part of the everyday activities of the Prevention area, health examinations continued to take place to facilitate early detection of medical conditions. The option of an additional medical examination after long-term sick leave was introduced during the year. In addition, regular environmental assessments are performed in all workplaces, establishing the preventive measures needed to control risks and guarantee safe and pleasant environments for professional activity
To continue ensuring the integration of prevention in all the bank's activities and processes, and to guarantee excellence in health and well-being, we are working to obtain ISO 45001 certification in 2024. This is an international occupational health and safety standard. It is not mandatory but it will help to increase the effectiveness of preventive management, ensuring compliance with prevailing legislation and reducing the number of accidents at work.
New proximity programmes were launched in 2023 to continue meeting the needs of everyone in Bankinter and enrich their experience in the entity. The HR Business Partners have held more than 590 development conversations, aimed at identifying professional growth concerns and providing guidance on the paths available to employees to take ownership of their development in the company. To expand the scope of this initiative, six information sessions were held on the '5 paths for self-development guide', with over 350 people attendees and an NPS satisfaction index rating of 65%.Informative sessions open to all staff were also held on various human-resource issues, with over 200 people taking part.
A communication campaign was launched in 2023 on the company benefits available for many aspects of employees' lives, adapting the calendar of publications to needs that arise during the year. The objective is to provide information on the human-resource offering available to employees, considering what each person needs at all times. #PorSerBankinter (#ForBeingBankinter) has made nine posts and the project will continue in 2024.
Training and talent
The mission of the People area is to be a driver of transformation for the organisation, so our team has the necessary capabilities and greater employability. Based on this, Bankinter's Training and Talent area set itself the key objective of maximising value creation for professionals in 2023. The objective is to develop our employees considering the needs of the business, updating and deepening their knowledge of the capabilities demanded by the market and our customers, and ensuring the best possible talent management.
A high level of training activity and quality learning has been maintained through Bankinter Corporate University. In addition to the extensive offer of training, with 512 courses taught, the training catalogue for the virtual campus offers 77 options. There were 328,747 hours of training in 2023, 71.47% of which were online. 100% of our employees received training over the year, with an average of 62.25 hours per employee. The satisfaction index (NPS) of the surveys carried out among attendees of training actions was 59.36% (annual moving average).
The learning strategy is implemented through the four schools (Business Excellence, Corporate Culture, Talent and Leadership, and Digital and Technical) of our Corporate University. This strategy focused on four levers in 2023:
Our technical training of the commercial network is particularly notable. This is adapted to the knowledge needed for each segment and the requirements of regulators to certify 98% of the target (around 3,000 people) in the MiFID regulations, the Real Estate Credit Contract Law and the Insurance Brokerage Law;
Other highlights include: the FUTURO programme, aimed at training, building loyalty and preparing more than 400 employees with junior profiles as future leaders of the bank; the Data LAB programme, to increase knowledge and development of a data-oriented culture that enables us to make better decisions and be more efficient in our work, with over 660 people taking part and more than 6,000 hours of training; and the Digital Security awareness and training plan for the entire bank.
In relation to talent, in addition to the annual performance assessment and feedback process covering 99.9% of the active workforce (not including interns, employees with less than 4 months experience and the management team), the third Comprehensive Talent Management exercise covered the extended management team for Spain, Portugal, Luxembourg and Ireland, in addition to the commercial network (over 1,000 people). This resulted in talent maps being created for all the teams, understanding each person and their future potential, and preparation of succession plans for critical positions in the bank and other strategic functions.
In 2023, Bankinter continued to create jobs, generating a host of opportunities for junior and experienced talent. The attraction of new talent focused on recent graduates and young professionals at the start of their careers, who mostly joined the branch network, telephone banking and the bank's analytical and technical areas (such as Data Management and Analytics, Consumer Finance and the main Technology and Transformation activities), through the STEAM Talent programmes to nurture recent graduates in science and technology. In 2023, 137 young people began their careers at Bankinter Group, 44% of the year's total onboarding.
University internship programmes aimed at both financial and STEAM profiles continued during the year and were very well received by students, with over 3,000 applications for the opportunities published. 276 students did internships in various areas of the Group, including the international destinations of Bankinter Luxembourg and Avant Money in Ireland, which welcomed nine recent graduates through ICEX VIVES scholarships financed with Next Generation Europe funds. These young scholarship recipients represent an extraordinary pool of talent, with 29 joining the bank when their internships ended.
As regards expert talent, its incorporation into the Bank centred on commercial profiles for the more specialised businesses, and specifically on the knowledge needed to continue growing the technology and digitisation projects.
Regarding its own talent, the bank continues to focus on its development and internal growth, offering a wide and varied range of vacancies in the group's companies, both nationally and internationally. In 2023, 96 vacancies were posted, of which seven were positions at Bankinter Luxembourg and nine at Avant Money in Ireland.
In line with the aim of providing growth and opportunities for internal talent, this year the second round of 'Bankinter Mobility' was held, a training and experiential programme aimed at facilitating the spread of knowledge and cultural integration, reinforcing our corporate identity through the professional contacts of employees from different companies and geographical areas. On this occasion, nine of our highest-potential talents from Bankinter Luxembourg, Bankinter Portugal, Avant Money and EVO Banco spent a week with the Bankinter Spain teams, touring two of the main headquarters in Madrid.
Bankinter ofrece un conjunto de beneficios sociales que tienen el objetivo de facilitar la calidad de vida personal y el desarrollo profesional y que se aplican a todos los empleados, como ayudas a la formación (para ellos y para sus hijos), seguros (médico, de vida y de accidentes), anticipo del salario, productos y servicios bancarios con condiciones especiales, y ayuda alimentaria en función del horario y el tipo de jornada.
Asimismo, los empleados tienen a su disposición un sistema de retribución flexible, en virtud del cual pueden sustituir parte de su remuneración fija dineraria por determinados bienes y servicios (retribuciones en especie), como vales de guardería, acciones, formación, aportaciones a plan de pensiones, tarjeta transporte o tarjeta restaurante.
De este modo, el empleado mejora su retribución por dos vías: por la capacidad de negociación del banco para optimizar el precio de los bienes y servicios incluidos en el sistema y por las ventajas fiscales que tienen determinados productos contratados a través de él. Un 74% de los empleados en España utilizan esta herramienta de flexibilidad.
Bankinter offers a range social benefits beyond the legal requirements that apply to all employees to improve the quality of their personal life and professional development, including training assistance for employees and their children, insurance (health, life and accident), monthly salary advances, special terms and conditions for banking products and services, and meal subsidies depending on their hours and type of working day.
Another benefit offered by the bank is a flexible remuneration system, whereby employees can partially swap their fixed monetary remuneration for certain goods and services (remuneration in kind), such as nursery vouchers, shares, training, pension plan contributions, travels cards and restaurant cards.
In this way, the employee increases their remuneration in two ways: through the bank’s bargaining power to get the best prices possible for the goods and services included in the system; and through the tax advantages offered by certain products arranged through this system. Currently, 74% of employees use this flexible remuneration tool.
In long-term remuneration designed to cover certain contingencies, the Bank offers the following benefits:
Bankinter is also a member of the Employee Family Plan, promoted by the Adecco Foundation. This provides a variety of types of assistance to employees with disabilities and family members in a similar situation so they can achieve labour market and social integration or take part in other activities, including leisure activities.
Since 2018, Bankinter has had a total remuneration platform that allows employees to consult all the updated elements that form part of their pay package: fixed and variable remuneration, benefits and emotional remuneration. These are aimed at meeting their personal, family and professional needs, to improve their quality of life and work-life balance.
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