Human Capital

Human Resources Approach and Equal Opportunity

The Human Resources Approach is essential to ensure the effective use of talent, foster a healthy work environment and link the organization’s human capital to its overall objectives. Human Resources (HR) is an important force for creating long-term value within the integrated reporting framework.

The Bank ensures equality of opportunity in human capital through the fair distribution of opportunities, resources, and rewards among its employees. All employees, regardless of gender, race, age, ethnicity, or any other characteristic, are given the same access to training, professional development opportunities, and incentives. As a healthy and inclusive organization that values diversity, fairness, and social cohesion, the Bank prioritizes equal opportunity.

The foundations of the Bank’s HR policy are based on using all the resources needed to conduct business effectively and efficiently, being environmentally sensitive, prioritizing occupational health and safety, meeting legal requirements, valuing people, being open to development and change, and meeting the needs of its stakeholders in a way that is inclusive of all employees in the distribution of employee profile. Development and Investment Bank of Türkiye continuously improves its technology and expertise and draws its strength from the creativity of its competent human capital, and considers human resources as the most important value asset in achieving its goals.

Development and Investment Bank of Türkiye with the mission of providing training, development of skills, and opportunities for its employees and makes the development of a competent and qualified workforce a vision.

By providing a comfortable environment for its employees, it also creates space for them to utilize their skills. In 2022, 62 people joined Development and Investment Bank of Türkiye family. Thus, the Bank reached 303 employees by the end of 2022.

Along with the new hires, an employee over the age of 50 joined TKYB. In addition, a total of 10.212 employees were employed through investment loans signed in 2022, and 50 projects were signed within the scope of the World Bank’s FECP (World Bank Registered Employment Creation Project).

Development and Investment Bank of Türkiye’s human resources policy is based on the principle of equal opportunity, which is also one of the cornerstones of the institution’s corporate identity.

Equal opportunity for both male and female employees is incorporated into the business culture, and as of 31.12.2022, the ratio of female employees is 39%, with a total of 119 female employees.

The ratio of senior female managers, which has been increasing since 2018, is a visible indicator of this situation, especially at the level of assistant general managers, where the ratio of female managers is 50%.

Principles of Development and Investment Bank of Türkiye within the scope of the Human Resources Regulation:

Working with people who are suitable for the corporate culture and job qualifications

Ensuring the participation of employees in the process of formulating human resources policy

Providing a safe working environment and conditions for employees in line with current needs

Encouraging employees to succeed and providing opportunities to increase their knowledge and personal development

Providing fair and equal opportunities for the training and development of employees

Increasing employees’ job satisfaction and loyalty to the organization

The Bank attaches importance to evaluating all dissatisfaction and inclusive suggestions for improvement submitted by employees. Complaints and ideas from employees have been collected under the responsibility of HR since 2020 through the “Personnel Suggestion and Complaint Line.” After HR receives the complaints and suggestions, the request is examined, forwarded to the relevant department if necessary, and the employee is informed of the proposed solution for the request.

Confidentiality in receiving suggestions and complaints is limited to the employee, HR, and the department responsible for the solution. Senior Management reviews all incoming requests. As a result of the meetings, the Bank acts in accordance with the principles of the Human Resources Regulation. In this respect, two-way communication channels are made accessible for employees to receive feedback based on their creative ideas regarding employee continuity and satisfaction. Employee perspectives are consistently collected through various surveys, online meetings, and intranet.

To assess employee loyalty and satisfaction, the Personnel Engagement and Satisfaction Survey was conducted for the first time in January 2022 with the participation of 91% of the workforce, and the satisfaction and loyalty rate was determined as 78% in the completed survey results.

In 2022, in line with the Bank’s overall strategy to increase employee satisfaction, the Bank also focused on the digitalization of human resources and internal communication practices and the goal of making HR processes a part of digital transformation. Starting in 2022, system studies on this subject has been ongoing.
Digitalization aims to create efficient processes, save costs, systematize reporting, and increase employee satisfaction.

“Great Place to Work” is an international research and consulting institute that focuses on organizational performance, workplace culture, and employee engagement. The Great Place to Work concept is based on the idea that companies which emphasize leadership, a positive workplace culture, and employee well-being are more likely to attract and retain top talent, which increases productivity and profits. In this context, surveys are conducted to certify companies with high levels of employee happiness and engagement.

In line with the safe and healthy work culture and employee-oriented perspective of TKYB, a Great Place to Work survey was conducted in December 2022. As a result of the survey completed with the participation of 89% of the employees, the Bank was entitled to receive the “Certified” license. To improve cooperation and teamwork and to strengthen communication between teams, the Internal Customer Satisfaction survey was initiated at the end of 2022. In the second half of 2023, the survey is planned to be conducted.