Non-Discrimination

At all levels of its operations, the Bank promotes equal opportunities and maintains zero tolerance for discrimination and any form of harassment. The Bank ensures a workplace free from discrimination and persecution on the basis of race, gender, skin color, national or social origin, religion, age, disability, sexual orientation, gender identity, marital status, or any other status.

The Bank does not tolerate any physical, verbal, visual, sexual, or psychological abuse that creates a hostile or unsafe work environment, damages an employee’s reputation, or results in humiliation, intimidation, or aggression.

All employees are provided with equal development opportunities based on their performance, competence, and qualifications. In turn, the Bank expects employees to demonstrate initiative, a desire to acquire new knowledge, and a willingness to share this knowledge with colleagues.

The Bank’s HR Policy, Sustainability Policy, and Code of Business Ethics govern the prevention of discrimination based on gender, age, race, political views, religion, or other similar grounds. Recruitment and career advancement follow the principle of equal opportunity and are based solely on objective assessments of professional knowledge and experience, in accordance with the qualification requirements of the position, without any form of discrimination or violation of employee rights.

Senior and mid-level managers are required to take measures to protect labor rights and health, create safe and conducive working conditions, and foster a positive moral and psychological environment that excludes any form of discrimination or infringement on the honor and dignity of employees.

To resolve individual labor disputes, the Bank has established a Grievance Commission. This Commission comprises an equal number of employer and employee representatives elected at the general meeting of employees. It operates on a permanent basis to review individual labor disputes. A labor dispute is submitted to the Commission if the employee, either independently or with a representative, is unable to resolve the disagreement through direct negotiation with the employer or their authorized representative.

In 2024, the Conciliation Commission received four applications from Bank employees, all of which were reviewed in accordance with the labor laws of the Republic of Kazakhstan and the Bank’s internal regulations.