S1-5 – Targets related to managing material negative impacts, advancing positive impacts, and managing material risks and opportunities
Rentenbank defines goals relating to its own workforce that are aimed at the further development of fair and healthy working conditions, the promotion of equal opportunities, and the reconciliation of work and private life. These goals provide a framework for HR-related measures and support the structured management of work-related impacts, risks and opportunities. They are reviewed regularly and refined where necessary.
A number of the policies referred to in ESRS S1-1 give rise to specific targets. These are defined within the respective policy frameworks, linked to time horizons and internal responsibilities, and tracked accordingly. The table below provides an overview of selected topics that give rise to internal targets.
| Topic | Target | Illustrative measures | Time horizon for the illustrative measure |
|---|---|---|---|
| Gender equality | Implementation of the goals set out in the Gender Equality Plan 2024– 2027, structured in three thematic areas: | Increase the proportion of women in senior management positions to 30% | 31 December 2026 |
| Establish a process to identify and implement training measures before or immediately after return from parental or carers’ leave | 31 December 2027 | ||
| Review the assumption of childcare costs in cases of absence from work | 31 December 2027 | ||
| Reconciliation of career and family responsibilities | Implementation of the measures agreed under the work and familiy audit (audit berufund-familie), structured in the following areas: working hours, work organisation, place of work, information and communi-cation, leadership, personnel development, and services for families | Proactively approach employees with family responsibilities in order to make them aware of the options for organising their work in a family-friendly way Communicate the option of part-time leadership roles and take this into account in organisational planning where necessary |
Ongoing |
| Additional goals under the Sustainability Programme | Strengthening inclusion | Increase in the number of applications from persons with disabilities | Ongoing |
| Promoting diversity | Develop a concept for the onboarding of international specialists in order to facilitate their entry into the German-speaking organisation and support their integration into the teams | 31 December 2028 | |
| Expansion of leadership and retention management | Determine the organisation’s future skills requirements as a basis for further personnel development and recruitment within the organisation | 31 December 2026 |
Targets for addressing potential adverse impacts
One focus of the targets is on reducing work-related stress and supporting employees during sensitive phases of their lives. The aim is to take potential adverse impacts into account at an early stage, particularly in connection with parental leave and caring responsibilities, and to maintain stable contact with the organisation.
In this context, Rentenbank pursues the target of continuously refining existing support and accompanying formats and of reviewing additional approaches in line with identified needs. In particular, information flows, individual support and the transition back into day-to-day work are to be supported in a structured manner. Feedback from participation and dialogue sessions is taken into account in the further development of these targets.
Targets to advance positive impacts
Further targets are aimed at strengthening positive impacts on motivation, development opportunities and long-term employee retention. Rentenbank seeks to develop working conditions further in a way that supports different life models and career paths and opens up individual development opportunities.
This includes, in particular, the further development of flexible leadership and career models, such as job-sharing arrangements in leadership roles or trial periods in leadership positions, which enable employees to assume management responsibility gradually or through alternative organisational forms. These targets are intended to broaden development opportunities and reduce barriers to the transition into leadership roles.
Targets to promote equal opportunities and diversity
The targets also focus on promoting equal opportunities, diversity and inclusion. Rentenbank pursues the target of supporting equal development opportunities and progressively removing structural barriers, irrespective of gender, life situation or personal circumstances.
This includes, in particular, the targeted advancement of women in leadership and development positions, as well as consideration of different life situations in shaping working conditions and career paths. The targets are reviewed regularly and adjusted to changing circumstances.
Targets for managing material risks and opportunities
In order to ensure the organisation’s long-term performance, the targets also take account of workforce-related risks and opportunities, for example in connection with workload, the availability of skilled workers, demographic developments and skills requirements.
Input from internal analyses and from participation and dialogue sessions is incorporated into the definition and prioritisation of targets. External assessments, in particular those carried out as part of the work and family audit (audit berufundfamilie), complement this perspective and support the continuous refinement of the targets.