S1-1 – Policies related to own workforce

Rentenbank pursues an integrated approach to managing material impacts, risks and opportunities related to its own workforce in a systematic manner. The aim is to ensure attractive, safe and non-discriminatory working conditions and to promote the professional and personal development of employees over the long term.

The HR strategy is linked to Rentenbank’s overall strategy and provides the framework for HR-related goals and measures. It is designed to ensure a high-performing and sustainable organisation and to attract, retain and develop qualified employees. In this way, it makes a significant contribution to the sustainable achievement of Rentenbank’s strategic goals.

Policies to ensure a fair and safe working environment

Rentenbank seeks to ensure fair and reliable employment conditions and a modern organisation of work. This includes transparent remuneration structures, clear employment conditions and flexible working models that take account of different life phases and support work-life balance.

A central component of this approach is the systematic involvement of employees and workers’ representatives in HR-related matters. The Staff Council, the representative body for employees with severe disabilities and the Equal Opportunities Officer are involved in shaping the relevant framework conditions and contribute different perspectives to decision-making processes. The specific organisation of participation and dialogue formats is explained in more detail in S1-2.

The family- and life-phase-oriented focus of HR policy is complemented by external quality assurance instruments. Relevant measures and programmes are reviewed regularly and continuously refined to help maintain a healthy working environment over the long term.

The continuous development of employees' skills is a key component of the long-term HR strategy. Rentenbank aims to strengthen systematically the professional, methodological and social skills of its employees in order to meet the current and future requirements of its business model.

Suitable qualitative and quantitative metrics are used to support strategic HR management. The specific design of the qualification measures and the underlying metrics is presented in the corresponding disclosure requirements of ESRS S1.

Health and safety are systematically embedded at Rentenbank through binding rules, processes and measures.

Occupational health management and the occupational health and safety organisation ensure prevention, regular risk analyses, and awareness of physical and mental health. The occupational health and safety organisation provides the framework for the measures taken by Rentenbank to protect employees against occupational hazards. To organise these measures, Rentenbank has established an occupational health and safety committee comprising an employer representative appointed by the Management Board, the company doctor, an occupational safety specialist, the safety officer, the Equal Opportunities Officer, the representative body for employees with severe disabilities, and representatives of the People Management department and the Staff Council. The committee’s responsibilities include, in particular, coordinating preventive measures, evaluating risk assessments and analysing accidents at work.

Policies to combat discrimination and promote diversity

In its Sustainability Guidelines, Rentenbank commits to recognising the diversity of its employees and regards this as an asset for its operations. This explicitly includes origin, ethnicity, gender, religion, belief, disability, age, sexual identity and sexual orientation. By signing the Diversity Charter, Rentenbank has committed to creating a working environment free from prejudice, in which diversity is recognised, valued and embraced.

Building on these commitments, equal opportunities, diversity and non-discrimination are core principles of our HR work. The aim is to foster a respectful and appreciative working environment in which different backgrounds, experiences and life situations are recognised and included.

Binding rules and agreements provide the framework for this commitment and support non-discriminatory cooperation. In addition, confidential contact points are available to employees to raise concerns or report possible violations. Measures to promote gender equality and inclusion are continuously refined in line with requirements and specified in the relevant thematic sections of ESRS S1.

The policies on equality between women and men are set out in the equality plan. The equality plan combines an assessment of the current position, based on various metrics, with measures and targets for the following four years. It is prepared with the involvement of the Equal Opportunities Officer, the Staff Council and the People Management department and approved by the Management Board.

The promotion of inclusion at Rentenbank is based on an inclusion agreement concluded between the Management Board, the Staff Council and the representative body for employees with severe disabilities, with the involvement of Rentenbank’s Inclusion Officer. The agreement defines goals and responsibilities for promoting the inclusion of persons with disabilities and is supplemented by a catalogue of measures that specifies these objectives and is updated on an ongoing basis.

Human rights as a normative framework

With its sole location in Frankfurt am Main, Rentenbank is subject to the Basic Law of the Federal Republic of Germany and to various other legal requirements. These include respect for human rights and the prevention of forced labour and human trafficking. The German occupational health and safety rules applicable to Rentenbank often overlap with, or go beyond, the United Nations Guiding Principles on Business and Human Rights.

With the Declaration on Respect for Human Rights and ILO Core Labour Standards published in 2020, Rentenbank commits to upholding and protecting universal human rights and the core labour standards of the International Labour Organization (ILO) within its sphere of influence. Rentenbank’s approach to its own workforce is based on international standards, in particular the ILO Conventions.

Due to the fact that the business model is based exclusively in Germany, there are no increased human rights risks with regard to Rentenbank’s own workforce.

Irrespective of this, internal procedures and grievance mechanisms have been established to support the early identification and handling of potential risks. The relevant rules and processes are explained in more detail in the other sections of ESRS S1.