S1-4 – Taking action on material impacts on own workforce, and approaches to mitigating material risks and pursuing material opportunities related to own workforce, and effectiveness of those actions

Approach to prevention, support and continuous improvement

Rentenbank relies on a bundle of coordinated measures to manage impacts, risks and opportunities related to its own workforce. The aim is to identify and limit potential adverse impacts on employees at an early stage and to strengthen positive impacts on working conditions, skills development and corporate culture. These actions are designed on the basis of internal analyses, existing rules and in consultation with representative bodies and relevant internal stakeholders.

Preventive measures

One focus is on the prevention of health-related and work-related stress. Occupational health management provides a central framework in this regard. Risk assessments, including consideration of mental stress, as well as information and awareness-raising measures, support the identification of relevant stress factors and related needs for action.

Ergonomic workplace adjustments and health-promoting initiatives, for example in the areas of physical activity, mental health and work organisation, help to embed preventive approaches in day-to-day work. Findings from analyses and dialogue formats are incorporated into the ongoing refinement of these measures.

Our in-house company restaurant also makes an important contribution to the health of our staff. As a promotional bank for agriculture, it is important to us that we serve balanced meals with fresh, seasonal, and regional ingredients to our employees. As part of our sustainability programme, we introduced “Green Meal Monday” in 2024. To reduce meat consumption in the staff restaurant, the menu is completely meat-free every second Monday. The programme for the annual Health Day held at Rentenbank in the reporting year included yoga and meditation sessions, active breaks and mobility screenings. The day was rounded off by presentations on sustainable nutrition.

Support and relief in challenging situations

Low-threshold and confidential support services are available to employees in stressful or otherwise challenging situations. These include internal contacts within the People Management department, representative bodies and, where necessary, external counselling services.

Remedial actions are tailored to the individual case and may include organisational adjustments, accompanying advisory support or measures to facilitate reintegration following longer periods of absence. The aim is to provide affected employees with support appropriate to their situation and to mitigate adverse impacts as far as possible.

Measures to support work-life balance

To reduce potential stress and promote stable working conditions, Rentenbank implements targeted measures to support work-life balance. These include flexible working time models, mobile working arrangements and support services for employees with caring responsibilities.

In addition, structured support services are in place, such as subsidies for childcare costs and external services to assist employees with organisational matters relating to care and nursing. For employees on parental leave, measures are taken to maintain contact with the organisation in order to facilitate their return to work and ensure that they remain informed about company-relevant information and developments.

Measures to promote diversity, equality and skills development

Rentenbank implements targeted measures to promote diversity, equality and inclusion. These include programmes aimed at the targeted advancement of women in leadership positions and high-potential female employees, as well as individual development opportunities for employees taking on management responsibilities or seeking to develop their professional skills.

A wide range of training and development formats supports the development and enhancement of professional, methodological and social skills. These are complemented by leadership development programmes and structured entry and development formats for junior staff. Together, these measures contribute to the long-term safeguarding of expertise, the quality of leadership and employee retention.

In the 2025 reporting year, Rentenbank organised internal awareness-raising formats for all employees to mark Diversity Day and International Women’s Day. These included a presentation on “mental load” and other awareness-raising measures in line with the inclusion agreement.

In addition, the Equal Opportunities Officer organises regular dialogue sessions (Ladies Breakfast) for female employees. This format serves to promote exchange, networking and discussion of issues relevant to gender equality.

Resources and responsibilities

The implementation of the measures described is supported by human and financial resources, which are taken into account in the annual planning of personnel and material costs. Responsibility for their design, implementation and ongoing refinement lies with the relevant departments, particularly in the area of human resources, and is supplemented by external service providers and advisory support.

Effectiveness and continuous improvement

Rentenbank assesses the effectiveness of the measures implemented on the basis of qualitative and quantitative indicators. These include findings from risk assessments, employee surveys, feedback and dialogue sessions, exit interviews, and selected HR metrics. The results provide information on developments, effectiveness and potential need for adjustment and are incorporated into the ongoing refinement of existing measures.

External certifications, in particular the work and familiy audit (audit berufundfamilie), complement this assessment by providing an external perspective on selected areas of action and supporting the continuous improvement of measures.

Categorisation of risks and opportunities

As part of the double materiality assessment, no material risks or opportunities were identified in relation to the undertaking’s own workforce.