Diversity and Equal Opportunity
The Bank is committed to fostering a welcoming and supportive environment where every employee is valued and individuals of all ethnic groups in Kazakhstan are given equal employment opportunities. The gender balance, remuneration levels, and average age of employees are provided in the Personnel section of the Bank’s Report.
The Bank is characterized by significant ethnocultural diversity among its workforce. For example, the Bank employs representatives of the following nationalities: Kazakhs, Russians, Balkars, Jews, Azerbaijanis, Tatars, Koreans, Ukrainians, Uzbeks, Uyghurs, and Germans. At the same time, the Bank is continuously improving its corporate culture by increasing ethnocultural diversity within the management team while strictly adhering to its recruitment policy.
Breakdown of Employees by Nationality
|
|
% of Total Workforce |
% of Total Management Positions (junior, mid, and senior levels) |
|---|---|---|
|
Kazakhs |
92 |
94 |
|
including men |
59 |
49 |
|
including women |
41 |
51 |
|
including employees under 30 years old |
18 |
2 |
|
including employees 30-50 years old |
73 |
87 |
|
including employees over 50 years old |
9 |
11 |
|
Other nationalities in the aggregate |
8 |
6 |
|
including men |
50 |
48 |
|
including women |
50 |
52 |
|
including employees under 30 years old |
20 |
0 |
|
including employees 30-50 years old |
67 |
86 |
|
including employees over 50 years old |
13 |
14 |
Creating equal career opportunities, ensuring fair evaluation of men’s and women’s work, and preventing pay discrimination are essential for achieving gender equality and are core elements of decent work. The Bank upholds the principle of equal pay for work of equal value.
The Bank has established appropriate conditions to guarantee equal rights and opportunities for both women and men in the following areas:
- employment, including maximum utilization of open positions for young professionals regardless of gender;
- equal participation in decision-making processes at both operational and management levels;
- career growth opportunities for women;
- involvement of women in activities aimed at leadership development;
- access to parental leave for both men and women until the child reaches the age of three.
Additionally, the Bank actively promotes women’s initiatives and female leadership. The Bank has joined the global United Nations initiative on the Women’s Empowerment Principles (WEPs).v
Representation of Women
|
Proportion of women on the Bank’s Board of Directors, as a percentage of the total number of Board members |
40.0 |
|
Proportion of women in the total number of employees |
58.2 |
|
Proportion of women in executive positions by the Bank’s areas of activity, as a percentage of the total number of the Bank’s executives (members of the Management Board, Chief Accountant) |
50.0 |
|
Proportion of women in all management positions, including junior, middle, and senior levels, as a percentage of the total number of managers, including junior, middle, and senior management (Management Board members, Managing Directors, Department Directors, Branch Directors, and Division Heads) |
45.9 |
|
Proportion of women in junior management positions, as a percentage of the total number of junior managers (Heads of Divisions/Departments) |
53.3 |
|
Proportion of women in senior management positions, i.e. up to two levels below the Chairperson of the Management Board, as a percentage of the total number of senior managers |
48.2 |
|
Proportion of women in executive positions in the Bank’s revenue-generating areas, as a percentage of the total number of employees |
0.3 |
|
Proportion of women who received various types of recognition (awards, etc.) as a percentage of the total number of award recipients |
50.3 |
No cases of employee discrimination were reported during the reporting year.