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Diversity and Equal Opportunities
The Bank strives to foster an atmosphere of goodwill and support where all employees feel valued, and individuals representing all ethnic groups of Kazakhstan are provided with equal employment opportunities. The ratio of men to women, their remuneration levels, and the average age of employees are detailed in the Bank's personnel report section.
The Bank is characterized by a high level of ethnocultural diversity among its workforce. For instance, the Bank employs representatives of the following ethnicities: Kazakhs, Russians, Balkars, Jews, Azerbaijanis, Tatars, Koreans, Ukrainians, Uzbeks, Uyghurs, and Germans. Concurrently, the Bank continuously enhances its corporate culture by increasing ethnocultural diversity within its management team while strictly adhering to established recruitment regulations.
Employee Breakdown by Nationality
Creating equal career opportunities, ensuring a fair performance evaluation for both women and men, and preventing gender pay discrimination are critical to achieving gender equality and serve as core components of decent work. The Bank adheres to the principle of equal pay for work of equal value.
The Bank has established appropriate conditions to ensure equal rights and opportunities for women and men regarding:
- employment - vacant workplaces are maximally used for the employment of young specialists, both men and women;
- parity participation of women and men in making operational and managerial decisions;
- realization of career growth opportunities by women;
- participation of women in events aimed at the development of leadership skills;
- realization by both women and men of the right to childcare leave until the child reaches the age of three.
In 2025, the ratio of the average base salary of men to women by employee category was 1:0.8. Furthermore, the Bank actively supports women's initiatives and female leadership. The Bank has joined the United Nations global initiative – the Women’s Empowerment Principles (WEPs).
Women's Representation
|
Share of women on the Bank's Board of Directors, as a % of the total Board composition |
40 |
|
Share of women in the total employee headcount |
56 |
|
Share of women in executive positions by the Bank's business lines, as a % of the total number of executive executives (Management Board members, Chief Accountant) |
50 |
|
Share of women in all management positions, including junior, middle, and senior management, as a % of the total number of management staff (Management Board members, managing directors, department directors, branch directors, heads of divisions) |
50 |
|
Share of women in junior management positions, as a % of the total number of employees in junior management positions (heads of divisions/departments) |
53 |
|
Share of women in senior executive positions (defined as a maximum of two levels below the Chairman of the Management Board), as a % of the total number of employees in senior executive positions |
53 |
|
Share of women in management positions within the Bank's revenue-generating business lines, as a % of the total headcount in those lines |
47 |
|
Share of female employees who received various forms of recognition (awards, etc.), as a % of the total number of award recipients |
50 |
No cases of discrimination against the Bank's employees were recorded throughout the reporting year.