Human Capital

Equal Opportunity

In management, career management, and remuneration processes, Development and Investment Bank of Türkiye adopts the principle of equal opportunity for its employees in recruitment, training and development, performance and talent issues, and the principle of equal opportunity is at the heart of the Bank’s human resources policy.

The Bank encourages its employees to progress and develop while always providing a safe working environment by giving fair and equal chances to values such as religion, language, race, and gender that are protected within the scope of human rights and freedoms. In line with the guidelines in its HR policy, the Bank is careful to employ only employees with a business culture as declared.

The Bank has published an Equal Opportunity Policy in line with the basic principles of the International Labor Organization (ILO) and the Sustainable Development Goals (SDGs) of the UN and based on international conventions to which our country is a party. With the performance evaluation including these criteria, Development and Investment Bank of Türkiye complies with the provisions of the Human Resources Regulation and other relevant laws. The Bank evaluates employee goals and competencies together and uses these gains as input for remuneration, career development, and sustainable growth. Development and Investment Bank of Türkiye continuously promotes equal opportunities and cultural diversity for all employees and all subcontracted employees, which will number 30 by the end of 2022.

Regardless of ethnicity, language, religion, race, or gender, the Bank treats all employees equally in recruitment, training, development, performance and talent management, career management, remuneration, and other human resources activities to promote gender equality. Regarding the evaluation of goals and competencies, 92% of the employee profile is higher education graduates in terms of education level, expertise, and knowledge. Their feedback on the Bank’s core activities, and their proactive efforts to move the Bank forward in a positive direction are important.

The fact that the level of education is mostly high and qualified contributes to the sustainability of TKYB’s human capital. In addition, employees can use the Idea Platform to submit their innovative suggestions for new products/services, process improvements, and anything else they wish to implement at the Bank. Every idea is carefully considered, and the Bank’s corporate identity is reflected in its human resources policy, which is based on an understanding of equal opportunity. The Bank provides its employees with an inclusive working environment where both employee rights and human rights are respected.

The Bank’s equal opportunity policy gives high priority to the importance of gender equality among employees.

In this context, in 2022, the “Gender Risk Assessment Model” was added due to a study focusing on gender equality in an environmental and social risk assessment conducted with the Credit Institute for Reconstruction (KfW).

In this way, the social management system has been transformed into a more innovative and dynamic structure.

There are 50% female managers in the Bank’s senior management structure, and the equal ratio of female employees, especially in the senior management structure, is an indicator of equal opportunity for equal work, one of the main objectives of the Equal Opportunity Policy of Development and Investment Bank of Türkiye. The Bank always selects its employees from professionals who are suitable for the corporate culture, always provides its employees with a safe working environment and conditions, and always offers fair and equal chances to its employees, as stated in the Human Resources Regulation.

In all internal promotions and transfers between positions, Development and Investment Bank of Türkiye applies standard criteria such as experience, length of service, performance, competency assessment, examination, and interview. Within the framework of these criteria, the Bank establishes control and monitoring processes for equal opportunity. The Bank transparently shares the developments in its internal operations in this regard through various communication channels.

Strong human capital ensures the provision of quality service to customers and helps the Bank overcome the challenges it faces and continuously develop in a competitive environment through the creativity, problem-solving, communication, and cooperation skills of its employees. With employees who are in the habit of continuous learning and self-development, the Bank’s employees support the Bank in adapting to the changing needs of today’s conditions and keeping up to date.

All of this enhances the Bank’s reputation, accelerates employee competency acquisition, and helps the Bank gain the trust of its customers. TKYB offers an opportunity for new graduates to contribute to their personal development by bringing them together for a variety of trainings if they possess the necessary qualifications for the Future MT Talent Program and wish to pursue professions in the banking industry. In addition, the Bank offers internal career opportunities among its employees, and those who successfully complete the Assistant Specialist exam can also benefit from these opportunities. The Bank also places great importance on internal transfers to meet its personnel needs.

To increase employee happiness, all units of the Bank participated in “Sharing Just Among Us” sessions on the online platform on a unit basis and shared their views. The suggestions that emerged from these meetings were communicated to the General Manager, and efforts were initiated to implement them. Unit-based meetings are planned to continue periodically.