GRI 2-7 GRI 3-3
In 2023, Eurobank continued to implement new operational norms, in an effort to advance towards new ways of working and foster a transformative, more inclusive work environment. The Bank upholds high standards of professionalism and implements policies to prevent discrimination and exclusion, and create a workplace that respects diversity, equality and individual rights.
Throughout the year, Eurobank remained steadfast in its commitment to nurturing a continuous learning culture and equipping the workforce with the essential future skills to thrive towards the organisation’s vision for Eurobank 2030. It believes in providing equal opportunities for all employees and ensures objective and fair access to senior management positions, salary criteria, and merit-based evaluation and rewards. It also provides a comprehensive range of benefits and initiatives to support its employees throughout every stage of their family life cycle, regardless of gender, age, or marital status.
We Think Innovatively.
We Work Differently.
In 2021, Eurobank’s management team unveiled a transformative vision for the organisation, setting the stage for a new era in banking. This vision, known as “Eurobank 2030”, is a blueprint for the Bank of the future, outlining its strategic approach to operations and service delivery.
Drawing from this fresh perspective and guided by the purpose statement “Prosperity Needs Pioneers”, Eurobank introduced a transformative approach to work methods, aiming to translate the stated purpose into practical actions and behaviours, conducive to future success. Following an internal assessment, 12 innovative practices were delineated, shaping the Bank’s future work culture and, furthermore, empowering each employee to consistently embody the Bank’s purpose in their daily activities. These 12 practices focus on how to transform the work culture and behaviour across the organisation, in line with the standards of an enhanced banking experience that prioritises innovation and pioneering approaches.
Eurobank’s people in numbers
Employees are the most valuable asset for the Group’s success and development.
As of 31.12.2023, the Group employed 10,728 people, 4,405 of whom worked abroad.
Distribution of employees by gender |
Region |
Female |
Male |
Group |
65% |
35%
|
Greece |
58% |
42% |
Abroad |
75% |
25% |
At Group level, the average employee age was below 44 years with the average years of tenure below 13 years (actual number was 12.3 years), while female employees represented 65% of the total headcount.
Distribution of employees by age - Group |
Year |
<25 |
26-40 |
41-50 |
51+ |
2023 |
4% |
24% |
47%
|
25% |
2022 |
2% |
25% |
49% |
23% |
Employees per country |
Year |
Greece |
Bulgaria |
Cyprus |
Luxembourg |
Romania |
Serbia |
2023 |
6,323 |
3,794 |
472 |
120 |
13 |
6 |
2022 |
6,268 |
3,016 |
450 |
101 |
16 |
1,477 |
Evolution of Greece and Group employees |
Year |
Greece |
Group |
2023 |
6,323 |
10,728 |
2022 |
6,268 |
11,328 |
2021 |
6,660 |
11,935 |
2020 |
6,764 |
11,501 |
2019 |
8,556 |
13,456 |
Attracting and retaining talent
GRI 401-1 ATHEX C-S4
Attracting, retaining and motivating talented employees is fundamental to the successful delivery of Eurobank’s business strategy. The recruitment and staffing policy is based on merit, meaning that the Bank is not influenced by gender, nationality, age or other discriminations. The entire evaluation process for both external hires and senior appointments within the organisation is based on Eurobank’s values. Eurobank treats its employees objectively and fairly, and openly provides them with the tools to advance their careers. The recruitment process applied in Greece has been certified as per the ISO 9001 standard since 2000.
In 2023, the Group maintained its pursuit of continuous improvement of the Hybrid Work Model, a combination of alternating between working on premises and at home. This effort aligns with the Group’s increasing environmental sensibilities, and the continued focus on a positive and modern employee experience. To further improve said experience, a questionnaire was launched to assess how Group employees experienced the first year of officially working with the Hybrid Work Model and what suggestions they might have for its improvement. The results were resolutely positive, showcasing the Group’s commitment to enhancing the Hybrid Work Model, despite its already successful run.
Regarding employee mobility, the Career Marketplace intranet aims at informing internal talent about available job openings, and also sharing important information about possible career paths within the organisation, as well as tips and best practices to successfully participate in the internal recruitment process. In 2023, 55 job openings were posted on Career Marketplace and 48% of job vacancies in Greece were filled internally.
Total number of newly hired employees in Group |
|
Number of employees |
% |
Year |
Male |
Female |
Total |
Male |
Female |
2023 |
420 |
1,219 |
1,639 |
26%
|
74% |
2022 |
277 |
762 |
1,039 |
27%
|
73% |
The average cost1 of external hires for Greece was €442 per FTE.
Seniority Level/ Hires |
Region |
Clerical Positions |
Specialists/ Middle Management |
Senior Management |
Executive Officer |
Grand Total |
Greece |
127 |
119 |
3 |
1
|
250 |
Abroad |
1,026 |
360 |
3 |
0
|
1,389 |
Group |
1,153 |
479 |
6 |
1 |
1,639 |
Including #702 FTEs from BNB Paribas acquisition, Bulgaria Career
1 Concerns the total expenses related to recruitment (excluding recruitment personnel salaries) per total number of external hires.
BeAPro talent graduate programme – Eurobank designed and implemented the programme, this time addressed to the Internal Audit Unit, aiming to attract and recruit talented graduates. The assessment was hybrid, as is the new way of working, making the most of contemporary tools and methodologies, to ensure quality, professional experience and equality standards were met.
Career forums – Eurobank continued to stand by the new generation through actions and new initiatives, maintaining its profile as a contemporary and powerful employer. It participated in the largest career forums in Greece, such as the Panorama of Entrepreneurship and Career Development, Career Days (Kariera.gr) and Talent Days (by CollegeLink). Furthermore, it participated in career events hosted by major universities in Greece, such as the Athens University of Economics and Business, University of Piraeus, University of Macedonia, etc.
Other events – Once again, for the 8th consecutive year, Eurobank, in partnership with the Panorama of Entrepreneurship, hosted the Business Day educational and informational career event onsite, giving young students and graduates of various schools the opportunity to meet Eurobank executives and talented employees and learn about Eurobank’s activities. It also participated in the 1st onsite Women in Tech Summit, aiming to empower women who are in, or want to join, the Tech field, with a senior female leader of the Bank’s Tech Division inspiring the participants with her professional growth story.
Staff attritions and employability
In 2023, 832 people left the Group.
Employee turnover rate |
|
Gender |
|
Group |
Male |
Female |
Total |
Turnover rate |
6.6% |
7.9% |
7.4% |
Voluntary turnover rate |
6.5% |
7.8% |
7.3% |
Involuntary turnover rate |
0.1% |
0.1% |
0.1% |
Average years of tenure |
Region |
Male |
Female |
Total |
Greece |
15.9 |
15.8 |
15.8 |
Abroad |
7.3 |
7.2 |
7.2 |
Group |
13.4 |
11.7 |
12.3 |
Additional data may also be found in the ESG Data Pack.
Overall, these programmes and measures regarding attraction and retention initiatives help ensure that the Eurobank Holdings Group can continue to position itself as an attractive employer. At the same time, Eurobank follows an open and structured process, where each employee receives continuous updates from the management team, as well as personal advice and guidance, resulting in maximising their employability and, therefore, their social impact.
Continuous opportunities for professional development
GRI 404-1 GRI 404-2 ATHEX C-S5 ATHEX A-S2
Performance management
In 2023, Eurobank introduced the Group Performance Management Policy, designed to establish a transparent, consistent and effective framework for enhancing employee performance, and aligning with Eurobank’s strategic objectives and values. This framework translates the Group’s strategy into practice by setting clear and measurable business objectives for employees («what») and promoting a cohesive organisational culture, by focusing on the development of the Group’s organisational capabilities and qualitative competencies («how») across all levels.
Performance Management is currently integrated into SAP SuccessFactors for enhanced accessibility in Greece and Cyprus, and will be implemented in Luxembourg within 2024. Both tools prioritise development and emphasise continuous feedback, while for Senior Managers, the 360 Feedback methodology is applied.
Additional data of Performance Management may also be found in the ESG Data Pack.
Learning and development
Learning and development lie at the heart of Eurobank’s ethos, guiding the Group towards excellence and innovation within the dynamic landscape of responsible banking. In 2023, Eurobank remained steadfast in its commitment to nurturing diverse talent, fostering a culture of continuous learning and equipping the workforce with the essential future skills to thrive towards the organisation’s vision for Eurobank 2030.
Learning in numbers (2023):
- 5.88 learning days on average per employee Group-wide1
- 521,464 learning hours Group-wide, including activities delivered to temporary employees and contractors
- 135,496 total participations in learning programmes Group-wide
- 83.9% of total learning activity in Greece was delivered online or through virtual live sessions
- 97.6% of Group employees participated in learning activities
The learning days metric for 2023 refers to all the countries Eurobank operates in and is calculated as the equivalent of 8 learning hours per day.
Employee training per compensation cluster2 |
|
Average learning hours |
Bottom 90% |
34 |
Top 10% |
30 |
Grand total |
34 |
Annual average learning hours by seniority level2 and gender – 2023 |
Seniority level |
Female |
Male |
Clerical positions |
36 |
33 |
Specialists / Middle Management |
35 |
32 |
Senior Management |
26 |
27 |
Executives |
42 |
15 |
Total |
35 |
32 |
Bank and Eurobank Holdings in Greece.
Through comprehensive learning experiences, tailored workshops and a multitude of learning delivery methodologies, Eurobank cultivates an ecosystem where its employees are empowered to excel. Equal learning opportunities are the key for all its people –regardless of role and contract type (permanent, temporary, external associates, contractors, managers and individual contributors) – to build the skills they need and drive sustainable business outcomes.
Eurobank steadily continues to evolve the resources and channels that promote learning and growth, and encourages its people to take ownership of their career development:
- SAP SuccessFactors, the HXM Cloud platform through which the workforce in Greece and Cyprus have access to a wealth of learning content 24/7 via all smart devices.
- Partnerships with distinguished digital learning platforms, such as LinkedIn Learning, Microsoft LxP and Interskill, offering thousands of courses on cutting-edge technologies and business skills in demand.
Predominantly offering learning initiatives that bolster consumer financial protection – such as MiFID, Know-Your-Customer (KYC), Mortgage Credit Directive (MCD), fair lending and ethical sales practices, recognition of financial fraud and scams targeting consumers – Eurobank focuses on enhancing service excellence across all touchpoints.
To that end, in 2023, retail network employees from branches with the highest transaction levels with customers having disabilities had the privilege to attend a dedicated workshop, co-hosted with the Me Alla Matia NPO. The Eurobank people had the opportunity to familiarise themselves with best practices when accompanying a visually/hearing-impaired client or serving an autistic customer, and to elevate the quality of service to these clients, thereby fostering inclusion and accessibility.
In 2023, Eurobank invested more than €2.5 million in learning initiatives, ensuring employee upskilling, building leadership capabilities and strengthening expertise through an extensive range of certifications and professional qualifications.
Code of Conduct and Ethics (CoCE) – Eurobank places special emphasis on the vital aspects of its Code of Conduct, embodying the commitment to ethical standards and integrity in all facets of its operations. Through this programme, in 2023, over 7,200 participants delved into the core objectives of the Code of Conduct, gaining a comprehensive understanding of its principles and applications within their roles, while reinforcing their capacity to navigate complex ethical dilemmas with confidence.
Learning initiatives regarding violence and harassment in the workplace – Eurobank continually strives to promote a safe and respectful work environment. Therefore, a digital learning programme was introduced for all Group employees in Greece, aiming to equip people with the necessary knowledge and skills to identify, prevent and properly respond to instances of violence and harassment. In addition, separate virtual workshops were addressed to team managers, to provide them with practical knowledge to prevent such behaviours, while amplifying the effort towards nurturing an environment of mutual respect and dignity, where no one tolerates harassment in any form.
“This is how we hybrid” – A 3-module blended learning experience was launched to support all the Bank’s people in Greece who embraced hybrid working, so as to help them build crucial skills on how to be productive in the phygital world and overcome the challenges of working in hybrid format. Over 6,700 learning participations in various elements of this programme took place in 2023, generating valuable positive feedback.
ESG Thinking – Eurobank continued the successful ESG learning journey, launching the 3rd episode (“ESG & Me”) in 2023. This video-based learning module aims to provide the Eurobank people with the opportunity to realise how they can develop their own ESG-related philosophy and action in their daily lives, both as citizens and employees.
Academic and professional qualifications – In pursuit of promoting professional development, Eurobank proudly sponsors a range of degree programmes and professional qualifications for its workforce. This commitment empowers people to further expand their skills and expertise, ensuring they remain at the forefront of the financial industry. As an indication, within 2023, Eurobank supported a group of employees pursuing advanced education at prestigious institutions, such as the National and Kapodistrian University of Athens, the Athens University of Economics and Business, the University of Piraeus, and the University of Winchester. Additionally, several of its staff members received industry-recognised certifications, such as Chartered Financial Analyst (CFA) and Certified Anti-Money Laundering Specialist (ACAMS), thanks to Eurobank’s sponsorship programmes. Over the past 2 years, more than €220,000 have been invested in sponsorships of academic and professional qualifications for the permanent workforce in Greece.
Regulatory-related programmes – Adhering to regulatory standards and ensuring comprehensive compliance across all levels of the Group’s operations, Eurobank constantly prioritises regulatory-related learning activities. Considerable focus is directed towards:
- Certifications – The Bank consistently provides a range of learning solutions to facilitate employees achieve certification/re-certification of their professional competence in providing investment advice, insurance mediation, mortgage credit and small business banking. Over 1,500 new certifications were recorded in 2023, while 3,500 were re-certified.
- AML Learning – In 2023, more than 1,250 managers were assigned to attend a customised virtual-live workshop on AML, while 4,700 employees in Retail, CIB, Private Banking and selected central units attended a respective video-based webinar. These workshops aim to provide a common foundation and language among Business and Compliance, which represent the 1st and 2nd lines of defence in relation to AML. Moreover, they focus on raising awareness on financial crime risks for each line of business. The AML Digital Learning offering remains a requirement for all new recruits, indicating the Group’s commitment to ensuring maximum protection, mainly for its customers and the organisation.
Management systems training – Eurobank focuses on quality throughout its operations, and cares for its carbon footprint and social impact. At the same time, it remains committed to ensuring safety for its people and customers. To this end, it offers resources to help all employees acknowledge broad sustainability topics, such as quality management across the organisation, environmental change, energy efficiency, and health and safety.
To deliver purposeful learning that meets the needs of its employees and the Group, Eurobank implements policies and processes certified to the ISO 9001 standard.
Moreover, since 2015, Eurobank has been maintaining the ACCA Approved Employer accreditation (Professional Development Stream).
Empowerment programmes
Eurobank develops and runs dedicated programmes to empower its employees, so that they can assume more demanding roles and improve their leadership skills.
Leadership development programmes
Eurobank focuses on developing leaders who inspire, empower their teams and contribute significantly to achieving the Group’s strategy. Leadership development programmes focus on identifying conscious and unconscious biases, and further promoting an inclusive leadership style:
Lead.exe masterclasses – Since 2021, Eurobank has been offering a series of monthly executive masterclasses to the top 100 senior leaders. 2 Lead. exe masterclasses were completed in 2023, where Eurobank leaders were exposed to valuable insights and best practices related to thinking and acting strategically in a complex world, and to addressing cloud governance and data protection challenges and relevant risks.
Power Up – A management development programme addressed to 57 Retail Branch Network Area Managers throughout Greece was completed with the presentation of the group assignments to the Retail Network Executive Committee. The programme covered themes such as “Building change”, “Adopting habits that create value”, “Leading my team”, “Creating an inclusive environment” and “Creating a business plan”.
Executive coaching – Based on personal and business needs, Eurobank offers senior leaders the opportunity to receive executive coaching sessions, a powerful approach to leadership development, aiming to maximise their potential and ability to succeed at the highest level.
Succession planning
The Bank’s C-Level Succession Planning framework is assessed annually, following a structured and comprehensive process, according to the guidelines of the Bank’s Nomination and Corporate Governance Committee as well as its Board of Directors. The Bank has a C-level Succession Planning Policy in place to ensure executive bench strength for the C-level roles is aligned with the Group strategy, purpose and leadership culture, aiming to achieve business continuity and growth. C-level Succession Planning focuses on mobility of successors, while female representation is of outmost importance. In 2023, female successor representation increased to 27% at C-Level.
Eurobank also introduced targeted career discussions with high potential internal successors, with the discussion focusing on progress and goals in their current role, career aspirations and development areas. Key radar talented resources were identified and will be actively managed through the Group Talent Mobilisation programme launched in 2022.
Development Plans and Improvement Plans
Career development holds significant importance within the Group. To facilitate this, the Group uses both Development Plans and Improvement Plans, which encompass various functionalities associated with career progression. Through these mechanisms, employees work with their managers to create tailored Development Plans that align with their professional growth and career aspirations. Alternatively, an Improvement Plan can be crafted to outline a strategic path for enhancing performance and addressing areas requiring development. Both plans are designed to cultivate employee competencies and behaviours through targeted training and development initiatives, aligning their skillsets with their current roles or potential future positions.
Talent management programme
In 2023, the Bank concluded assessing and implementing the bank-wide Talent Management Programme, aiming at identifying, developing, retaining and effectively using a robust talent pipeline.
It has also designed and introduced a new segmentation for the talent pool, focusing on mobility as well as structured talent career discussions, and offering mapped next career moves to career-oriented talents. Talent development programmes aiming at upskilling and reskilling the talent pool run across the Bank.
PROSPER Class of 2022 & 2023
Our customised PROSPER Talent Development Programme continued in 2023, co-designed with the ALBA Graduate Business School to offer joint learning value. The Programme brings together business and academic perspectives, aiming to equip talented employees with future-proof leadership skills, and state-of-the-art knowledge and experience. 36 employees completed the 2022 Class, while 35 participants joined the 2023 Class.
Offering a diverse, inclusive and safe workplace
GRI 403-1 GRI 403-2 GRI 403-4 GRI 403-5 GRI 403-6 GRI 403-7 GRI 403-8 ATHEX SS-S6
Occupational health, safety and wellbeing
Employee, contractor and customer health and safety are a top priority for Eurobank. The Bank prioritised employee safety during the COVID-19 pandemic, complying with guidelines and implementing additional measures. The Occupational Health and Safety Policy that the Bank has in place since 2005 – which is updated in line with current developments – is tangible proof that human resources are Eurobank’s most valuable asset. The Occupational Health and Safety Policy statement is publicly available.
Demonstrating its commitment to continuously improving working conditions and accident prevention, the Bank has included specific ergonomic guidelines in its General Safety Regulation, with tips on proper body posture while working to avoid strain and injuries.
All employees can access this information on the intranet (Connected) as well as in the Health and Safety e-learning section.
Occupational Health and Safety Management System
The Group applies all measures required under national and EU legislation to ensure the health and safety of its employees, customers and associates. At the same time, the Bank applies a Health and Safety Management System (HSMS), as per the ISO 45001:2018 international standard on Occupational Health and Safety. In this context, Eurobank implements a prevention and safety programme for its employees through various initiatives. Eurobank’s Occupational Health and Safety System covers all Bank employees and activities.
With regard to premises, all network branches, 7 central buildings and the Nea Ionia complex are certified as per ISO 45001:2018 (covering 4,902 employees, representing 80% of all employees), aiming to gradually cover all Bank sites.
The number of total injuries recorded in 2023 was 3, based on to the European Statistics on Accidents at Work (ESAW)2 Methodology, while the LTIFR (Lost Time Injury Frequency Rate) was 17.2.
|
2023 |
2022 |
2021 |
Total injuries |
3 |
4 |
4 |
LTIFR |
17.2 |
9.02
|
5.88 |
Safety Engineers have prepared Occupational Risk Assessment Studies for all buildings, while the latest updates were assigned to a company specialising in this industry. These studies are updated at regular intervals, and following any modifications, refurbishments or renovations to the premises. All Occupational Health and Safety stakeholders meet regularly and decide on all regular and extraordinary issues, determining the implementation schedule.
All processes are audited by the inspections specified in the Occupational Health and Safety System, government audits (SEPE), safety engineers and workplace physicians, during scheduled visits to the premises. In case of recommendations/observations, corrective action is taken. When required, the System processes are amended.
All employees are entitled to inform the Health and Safety Unit, the onsite Safety Engineer or the Workplace Physician, in any manner, about anything they might notice that could pose a threat to their health and safety.
In all premises, certain employees have been named Safety Coordinator and Deputy Safety Coordinator. The responsibilities of the Safety Coordinator and the Deputy Safety Coordinator include their obligation to immediately notify the competent officers of any work-related risks and submit regular written reports regarding the current situation at the premises they are responsible for. The Bank does not tolerate working conditions that could lead to injury or threaten the health of its employees.
The processes for investigating work incidents include immediate notification of the competent and involved Units about any incident, by submitting an incident report. In case of a work accident, the Safety Engineer also prepares a report, in which they propose corrective measures, when required.
Communication and information are available to the entire Bank through the intranet (Connected), updated by the safety engineers and workplace physicians, the independent internal inspectors, the certification body inspectors and all the competent government bodies (SEPE etc.). Information is also available to all employees through the Health and Safety mail account.
2The ESAW Methodology excludes accidents at work that occurred outside the workplace as well as accidents with an absence of less than 3 days.
Prevention services
In the area of prevention services, the Bank:
- Runs 7 fully equipped infirmaries in Attica and Thessaloniki, where associated physicians offer clinical services, medical advice and provide prescription services to employees free of charge.
- Offers regular medical check-ups to all employees. In 2023, a total of 535 employees had a check-up performed.
- Coordinates a Blood Bank, ran by Eurobank staff, to meet the needs of employees and their families for blood. In 2023, 6 blood drives took place and 271 blood units were collected, while 121 blood units were made available to patients, following employee requests to meet personal or family needs.
Support services
To efficiently address any personal problems or emergencies, Eurobank has support mechanisms in place:
- First-aid and occupational health and safety training.
- Evacuation and emergency response drills at all the Bank buildings.
- Critical Incident Stress Management (CISM), supporting employees on handling sudden traumatic events and crises inside and outside the workplace (such as robberies, accidents, terrorist acts, workplace violence, inappropriate employee or customer conduct, sudden death, natural disasters etc.).
- Case Management (CM) service, with a dedicated team of consultant psychologists and psychiatrists providing comprehensive support to employees facing difficulties, aiming to help them restore balance on a personal and professional level. A psychologist offers advice to the Bank’s senior officers on handling such issues.
- Support line, whereby employees may consult experienced psychologists every day until 23:00, to get support in handling workplace or family-related problems or any other situations they might be preoccupied with.
Supporting employees and their families
Eurobank has a modern benefit scheme in place applying to all its employees. Moreover, over the last years, it has been developing and implementing schemes, benefits and initiatives to empower its employees and support their families:
- Private healthcare insurance (covers all major expenses plus dental and eye care).
- Private life insurance in collaboration with Eurolife FFH.
- Pension capital management scheme through the Bank’s Occupational Fund.
- Saving scheme for children.
- Maternity benefits.
- Permanent total or partial disability benefits.
- Monthly child allowance for children younger than 21 years old (proportionate to the employee’s salary).
- Childcare allowance for children younger than 6 years old.
- Annual allowance for parents who have more than 3 children.
- Discounted rates for the Bank’s mortgage products and services.
Wellbeing and work-life balance
In 2023, Eurobank designed and introduced its first wellbeing programme, myPROSPERITY, which aims to support employees facing daily challenges in their personal, family and professional environment.
The myPROSPERITY support framework was designed to cultivate a more humancentric work environment and, therefore, help employees listen and be heard, feel better and lighten the burden they carry in their daily lives, aspiring to be a point of reference for all Bank employees.
In this context, the myPROSPERITY programme operates on 4 key pillars:
- Developing new habits that help employees improve their physical condition (For my body).
- Developing new personal skills that improve their emotional endurance, whether they are single, partners, parents or caregivers of their loved ones (For my soul).
- Supporting them in times when they are riddled with concerns and pressure, strengthening their ties with their social environment, giving back and empowering them (For my community).
- Providing a sense of security regarding the management of their financial future (For my future).
The objective is to offer fresh perspectives to uplift the mood, morale and physical wellbeing of employees, thereby fostering resilience. These pillars centre around themes directly linked to wellbeing and mental health, addressing everyday stresses.
As part of this initiative, employees eagerly participated in 8 online myPROSPERITY Talks, delivered during working hours, delving into contemporary topics. Additionally, the employees had access to articles and podcasts, via internal channels, that not only inspired and informed them, but also equipped them with new skills, empowering them to fortify their emotional resilience.
At the same time, Eurobank extended the operating times and days of the existing Mental Health Employee Assistance Helpline for all its employees, from Monday to Sunday, including holidays, from 15:00 to 23:00. The Helpline operates completely confidentially and without any financial burden. The dedicated advisers from HELLAS EAP guide and support the Bank employees on a variety of relevant topics, such as stress management at work, emotional resilience, family tensions or addiction issues.
Eurobank also offers:
- Additional leave on top of the statutory one, such as childbirth leave (pregnancy and post-partum) and maternity leave, with the option of reduced working hours or accrued leave.
- Leave for a child’s educational-related school activities.
- Paid parental leave, minimum 2 weeks more than the legal requirements, unpaid parental leave, paid leave for single-parent families, paid leave to adopt a child, paid parental leave for parents with disabled children, paid family/care leave for medical reasons.
- 1 working hour less per day to employees with certified disability equal to or more than 50%.
- Measures to help employees keep their schedule within their working hours and promote their work-life balance, i.e. by sending out emails as reminders to clock out on time, in compliance with regulatory requirements.
- Hybrid Work Model up to 3 days from home : 81% of middle or back office employees have opted for Hybrid Work Model via contractual agreement in accordance to Eurobank's Hybrid Work Policy.
- The opportunity to the majority of employees to choose their working hours from a range of options, typically within a 2-hour span, in order to better accommodate their needs.
Rewarding, entertaining and fostering family relations
“Aristouchoi”, Rewarding Top Students – Eurobank values education highly and recognises the importance of rewarding exceptional academic performance. In line with this, it has launched a merit-based reward programme for top-performing students, known as “Aristouchoi”. The programme awards monetary prizes to both the employees and their children who have achieved outstanding results in secondary school or higher education. Eurobank also extends this recognition to those who are pursuing postgraduate degrees or PhDs. Over the past 21 years, Eurobank has presented awards to more than 3,500 deserving students. In 2023, following the relaxation of COVID-19 pandemic restrictions, a live event was organised, attended by approximately 1,000 individuals, including members of the Top Management, executives and parents. At this event, 356 awards for the 2021-2022 school/academic year were proudly presented.
Christmastime activity for kids – Eurobank gave €30 gift vouchers to more than 1,637 children of employees aged under 6. It also organised a Christmas Art Contest in partnership with the Museum of Greek Children’s Art, inviting employee children aged 4-16 to participate. 485 children took part in the contest, titled «Santa Claus and Climate Change | Caring for the Planet’s Wellbeing – Dreaming of a Better World» and over 2,400 employees voted to select the Bank’s Corporate Christmas Card from a shortlist of 50 drawings. To further encourage creativity among employee children, Eurobank also hosted 2 Online Christmas Art Workshops for children aged 5-8 and 9-12, led by professional artists and teachers, with 300 children from all over Greece participating. It also offered tickets to 200 children of employees for 2 family theatre shows.
Summertime activity for kids – During the summer of 2023, Eurobank launched the new version of its Summer Camp Programme for 600 children of employees aged 3-16, for the 2nd consecutive year. Each employee chose the summer camp for their kids and received a €200 voucher. These camps provided a fun and creative outlet for children while their parents could take some load off their daily schedule.
Theatre, opera, ballet and books – Eurobank offered tickets to 1,760 adults for 8 theatre, opera and ballet shows, giving them the opportunity to enjoy a rich cultural experience. This initiative aimed to promote and support the arts by granting individuals access to quality performances and fostering a greater appreciation for cultural expressions. Additionally, 90 €30 gift vouchers were distributed for the purchase of books, which kept the employees company during summer.
Benaki Museum – In 2023, the Benaki Museum opened its doors to Eurobank employees with free admission all year round, granting access to all buildings and exhibitions. Free entry for employees was extended to a companion, as well as to children and young people under 22 years old.
Special visits to museums – 100 Eurobank employees and their families gathered at the War Museum of Thessaloniki, where the collector, retired Colonel Vasileios Nikoltsios, unveiled his collection exclusively for them. Housed at the museum, the collection includes exhibits related to the recent and contemporary history of Greece.
Diversity, equity and inclusion
GRI 405-1 ATHEX A-G4 ATHEX A-S 3 ATHEX C-S2 ATHEX C-S3
Eurobank applies high standards of professionalism and policies against discrimination and exclusion, aiming at an open work environment for all, with respect to diversity, gender equality and individual rights. It fosters an inclusive culture, complemented by practices and policies that support Business Ethics and its ESG Strategy. To this end, it has introduced a Diversity, Equity and Inclusion Policy , outlining the Bank’s corporate values, principles and commitments.
Additionally, the Bank showcases its commitment to Corporate and Social Responsibility through initiatives that improve the stakeholders’ ability to live free from gender/sexual/ethnic/racial discrimination and ageism, and for vulnerable groups to live and prosper free from discrimination.
Female employees (% of total headcount) - Group |
2022 |
64% |
2023 |
65% |
Eurobank supports every phase of the family life cycle, providing a broad range of benefits and initiatives to empower its employees and all modern forms of families. It supports parents, irrespective of gender, age or marital status, and is proud of the exceptional range of benefits that its staff enjoy, providing an excellent framework, within which each staff member may pursue growth, irrespective of their personal or family situation.
In addition, it condemns unequal treatment and is very strict when it comes to any type of harassment, intimidation and extreme behaviour, and has introduced a relevant Workplace Violence and Harassment Policy. Discriminations based on nationality, gender, parental status, colour, religion, health, sexual orientation, etc. are not in tune with its principles and values. The Group has adopted a zero-tolerance approach, which applies to all staff and prohibits all forms of discrimination, whether direct or indirect. It is also reflected in contractual documents adopted when entering into relationships with third parties.
Bloomberg Gender Equality Index (GEI)
Participation in the Bloomberg Gender Equality Index for the second consecutive year in 2023 underscores Eurobank’s dedication to promoting responsible development without discrimination, emphasising the integration of the Diversity, Equity and Inclusion principles, alongside broader ESG considerations, across the organisation. Eurobank is very proud to be among the 484 companies worldwide and the 5 companies in Greece to be included in the international 2023 Index.
Gender diversity per seniority level |
|
|
|
Clerical Positions |
Specialists / Middle Management |
Senior Management |
Executives |
|
Male |
Female |
Male |
Female |
Male |
Female |
Male |
Female |
Number of employees |
1,328 |
4,133 |
2,192 |
2,713 |
211 |
114 |
32 |
5 |
5,461 |
4,905 |
325 |
37 |
% allocation |
12% |
39% |
20%
|
25% |
2% |
1% |
0.3% |
0.05% |
51% |
46% |
3% |
0.3% |
Eurobank actively promotes equal opportunities for all employees to fully participate in its business success, and provides objective and fair access to senior management positions, equality in salary criteria and meritocracy during evaluation and rewards. It strives to ensure that all decisions about professional development, promotions and employee advancement are based on performance and demonstrated potential.
Gender diversity management indicators |
|
Male |
Female |
All management positions |
50% |
50%
|
Top 10% compensated employees |
65% |
35% |
Proportion of female and male employees receiving variable pay |
77% |
80% |
Its commitment to diversity and inclusion aligns with its values and is reflected in its Code of Conduct. Diversity and inclusion are sponsored at the highest levels within the Company and initiatives are applicable – but not limited – to its practices and policies on all aspects of employee life cycle.
However, the Group adopts a unified remuneration management approach and a common pay framework across all positions and roles, applying the job evaluation methodology which links pay to role accountability.
Gender pay-gap ratio |
|
Mean |
Median |
Total |
37% |
20%
|
Therefore, salary variation depends heavily on the distribution of the two genders on the job matrix. A closer look at the per-quartile analysis of the gender pay-gap ratio revealed less than a 5% difference from the lowest 25% of data to the highest 75%. All in all, more must be done across all levels, especially in senior management roles.
The Bank achieved all its targets for 2023 regarding Diversity, Equity and Inclusion.
Diversity and inclusion initiatives
Eurobank is committed to cultivating a workforce that mirrors the communities it serves and the global profile of the organisation. In pursuit of fostering a culture of diversity and inclusion, the Bank undertook a series of initiatives in 2023, benefiting both its employees and the wider ecosystem:
Women in Banking (WiB) – As part of its commitment to Diversity and Inclusion, the Bank introduced the 2nd Season of Women in Banking (WiB) – Transforming Leadership in 2023, following the highly successful and award-winning 1st Season. WiB is a programme aimed at empowering women within Eurobank to advance to higher leadership roles, drive transformative change within the organisation, and advocate for an inclusive and equitable work environment. Designed by and addressed to talented women, this programme integrates mentoring with learning through interactive workshops, virtual masterclasses, gaming and various engaging activities.
The initial 2 seasons of WiB concluded with resounding success, encompassing 2,200 hours of educational programmes and 980 hours of mentoring sessions.
The collaboration among participants from the 1st and 2nd cycles, comprising 120 mentors and mentees, culminated in the formation of a vibrant and influential community within Eurobank. This community aims to foster social connections, expand professional networks within the Bank, and enhance professional growth through knowledge and idea exchange. The WiB Community has already undertaken several initiatives with the objective of maintaining its active presence and generating a positive impact on its members, other female colleagues within Eurobank and the broader organisation.
WiB not only serves as a cornerstone for women’s empowerment, but also plays a pivotal role in championing diversity and inclusion, cultivating a workplace founded on acceptance and mutual respect. With a forward-looking approach and unwavering dedication, the WiB community is spearheading endeavours to empower women and foster a more inclusive leadership landscape.
the Boardroom – In a bid to promote female empowerment and equal opportunities, Eurobank proudly was the first bank in Greece to sponsor «the Boardroom». With a diverse membership spanning 180 countries and 32 nationalities, the Boardroom is dedicated to promoting gender equality on corporate boards. By providing training and networking opportunities for women already in managerial roles within their respective organisations, the initiative aims to prepare them for board positions.
Eurobank actively encourages its employees and clients to embrace this opportunity. Eurobank’s female members successfully concluded the inaugural season in 2023 and are poised to commence the 2nd season in 2024, marked by a series of strategic initiatives.
International Women’s Month 2023 – With the key message #EmbraceEquity, the International Women’s Day was celebrated extensively throughout March. The initiatives undertaken aimed to educate and empower female employees on pertinent issues of broader significance.
Internally, a series of inspirational talks were held to inform, empower and raise awareness among all Eurobank employees. Additionally, employees actively participated in promoting equality by posing in the «crossed-arm embrace» position, symbolic of the International Women’s Day 2023. These images were shared internally and externally to amplify the message of embracing diversity, equity and inclusion. Furthermore, a creative internal competition allowed Eurobank’s female employees to showcase influential women along with their favourite quotes on the internal communication platform, Yammer. The top 3 posts with the most likes were awarded a wellbeing treatment.
The impactful message of the International Women’s Day extended to external communication channels, with unwavering support from senior management. Notably, Eurobank’s commitment to the International Women’s Day was exemplified by a video message from Mr George Zanias, the Chairman of the Board, extending well-wishes to all women within Eurobank. Moreover, Eurobank’s 3 Deputy CEOs engaged in a dialogue with Kathimerini newspaper, centred around the theme «Embracing Equality».
As part of its ESG Strategy, Eurobank is committed to launching further initiatives over the next year, such as:
- Introduce DEI awareness training and a DEI training programme for managers
- Promote STEM among women, focusing on initiatives concerning Women in Technology
- Enhance generational diversity
Listening and communicating with employees
ATHEX C-S7
Information, inclusiveness, collaboration and creation of a positive employee experience constitute Eurobank’s main goals in terms of reinforcing employee commitment to the Group’s vision and values, and increasing work satisfaction.
Conducting the WeSay 2023 survey
In 2023, amidst its transformation journey, the Bank ran an internal all-employee engagement survey. The WeSay 2023 survey was conducted fully digitally over a period of 2 weeks, seeking employees’ opinions on various issues concerning the Bank, work processes and the work environment (such as compensation and benefits, job satisfaction, employee engagement and wellbeing, and corporate purpose). The survey was successfully completed with an exceptionally high participation rate of 83% across the Group.
Promptly, and in collaboration with external consultants, the organisation delved into the analysis of the results and processed them at both Group and individual Unit level for Greece and Cyprus. The survey findings were studied thoroughly, and strengths and areas for improvement were identified, shaping Eurobank’s next steps accordingly.
Improving employee experience
As part of Eurobank’s digital transformation strategy, it was imperative to shift the role of HR from managing transactional, paper-based processes to pioneering the employees’ professional lifecycle within the organisation through true internal digitisation. With SAP SuccessFactors, Eurobank is building a technological infrastructure that is already embraced by its employees and is facilitating its transition towards a truly digital workplace. The Bank is engaging the power of cloud- based HR technology to broaden collaboration and communication capabilities, enhance information flow, and deliver engaging employee experiences.
Having completed a 10-module implementation of the SAP SuccessFactors HXM suite between 2018 and 2023, Eurobank’s aim was to simplify, redesign and digitise internal HR processes to create greater efficiencies, and become paperless, more extrovert and customer-oriented. Eurobank wanted to be able to offer a more personalised and engaging employee experience by increasing autonomy, accountability and work mobility. SAP SuccessFactors has been Eurobank’s partner and growing ally in this ongoing journey.
Improving employee engagement
Improving employee engagement is a crucial goal for Eurobank, seeking to enhance productivity, foster a positive work environment and retain top talent. In pursuit of this objective, throughout 2023, the Bank expended efforts aiming at engaging its workforce through various initiatives and communication campaigns. These meticulously crafted initiatives leverage all available communication channels, including Viber messages, screensavers, emails, videos, intranet and more. By prioritising employee engagement with 360-degree communication initiatives, Eurobank demonstrates its commitment to cultivating a supportive and motivating work environment, conducive to individual and organisational success.
Eurobank Running Team – In 2023, Eurobank established the Eurobank Running Team, a running team open to employees from across the entire organisation. The idea to create the Eurobank Running Team stemmed from the belief that physical activity, even in its milder form, is linked to a sense of wellbeing and health. The concept of teamwork and strengthening relationships with colleagues, along with the collective effort towards a common goal were essential components. This initiative aims to facilitate interactions among colleagues and foster a sense of community and inclusion within the organisation. During 2023, the Eurobank Running Team took part in the “11th Athens Half Marathon”, “B2Run Athens” and “40th Athens Marathon. The Authentic”.
Recognising and rewarding employees
As a way of recognising loyalty and contribution, Eurobank presents the Long-Term Contribution Award to employees who have served in the Group for 15 and/or 25 years. Eurobank values and appreciates the dedication and commitment of its employees, and this award is a testament to that.
Fostering dialogue and information
Connected intranet – Eurobank’s internal corporate intranet serves as a vital resource for the employees, keeping them informed on all strategic, business, HR and technology-related matters. It is a digital platform that promotes the Bank’s actions and initiatives, providing the employees with immediate access to important information. In 2023, the content of the intranet was maintained and updated, resulting in 8,037 users visiting Connected, with a total of 7,297,475 pageviews. On average, users spent several minutes (05:59) per session on the intranet. Additionally, to encourage internal social networking and the exchange of information and ideas, the Yammer platform is also available to the employees.
Leadership comms – To communicate its strategy and foster 2-way dialogue between the management team and the employees, Eurobank held meetings with the Management, with employees from all divisions participating, as well as 2 Senior Management meetings. At the same time, aiming to foster an open line of communication with the regional network, 4 onsite visits from Retail Management and 5 Top Management roadshows took place in regional markets across Greece. Strengthening the Bank’s profile, as a modern and attractive employer, amid a dynamic process of transformation both technologically and operationally, Eurobank also organised 2 CEO Breakfasts.
Support at work, HR4U – The HR4U contact centre stands by the Eurobank people daily. The centre responds to their requests and schedules all necessary actions to better serve them. In 2023, HR4U handled over 27,673 requests. Requests cover a broad range of topics relating to benefits and schemes, as well as to emergencies, such as blood or platelet requests for employees and/or their family members.
Labour unions
GRI 2-30
It is the Bank’s policy to communicate with its employees both directly and through labour unions. The union with the most members is recognised as the employees’ official representative body in labour negotiations with the Bank’s Management. Bank employees are in principle (more than 99%) covered by collective labour agreements (on an enterprise, sectoral and national level), while labour relations are regulated by the laws in force and the Bank’s Statute of Internal Service.
Eurobank commits to informing, consulting and negotiating, whenever needed and without discrimination, with employee representatives during decision-making processes and in the event of restructurings. The Bank’s Management cooperates with the unions, supporting scheduled work meetings, and aiming to foster dialogue and monitor developments in the work environment.
Labour unions |
|
Labour unions |
6 |
Human resources representation (% of total amount) |
85.1% |
Employees represented |
5,140 |
The topics covered by collective bargaining agreements include health and safety, remuneration, working hours / work time flexibility, training, career development, equal opportunities, absences/leave/illness and insurance issues.
Based on the Bank’s internal organisation, the trade union activity of the employees is their constitutional right and is exercised within the context of the existing legislation.
Legal trade union activity does not affect the employees’ employment status and development in any way, either positively or negatively, and any involvement of the Bank in said trade union activity is not permissible, unless and to the extent permitted by current legislation.
Employees can monitor and get informed about their trade union rights, as well as the activities of associations, through various communication channels of their Union and the Greek Federation of Bank Employee Unions – OTOE (e.g. websites, emails, notices, labour rights guides, codification of collective agreements).
Internal ESG engagement and capacity building
Raising awareness among its people on a wide range of sustainability issues is a priority for Eurobank. To this end, it designs and carries out informational and educational programmes, as well as awareness activities.
Internal ESG capacity building
Internal ESG capacity building is a key element of Eurobank's ESG Operational Impact Strategy, featuring numerous initiatives centred on learning and engagement.
To foster a culture of responsible banking and raise awareness, the Bank continuously enhances its ESG upskilling initiatives, such as the “ESG Thinking” programme (see “Sustainability at Eurobank” section) launched in 2022. These programmes are designed to provide the Bank’s workforce with essential ESG knowledge and skills.
The Bank prioritises comprehensive training for employees on environmental, energy, and climate-change topics, as well as sustainability best practices. These initiatives aim to deepen the employees' understanding of climate change and its impacts, and educate them on sustainable practices and responsible energy consumption. Through ongoing training and development programmes, Eurobank ensures its employees are well-equipped to contribute to environmental sustainability, energy conservation and climate-related challenges. Moreover, the Bank promotes an environment of dignity and respect, wherein occurrences of violence and harassment are isolated and addressed accordingly.
In 2023, Eurobank expanded its educational resources to provide valuable insights into various ESG areas. Training initiatives included sustainable financing, AML, cybersecurity, first aid, sign language and digital talks, enhancing the overall ESG capabilities of the workforce.
The cumulative investment in ESG upskilling initiatives resulted in over 20,000 participations within 2023.
Additionally, the Digital Academy offered training on ESG topics such as “Energy Transition – Sustainable Buildings, Energy Efficiency and Autonomous Production” and “New Sustainable Tourism Model”, with active participation from Eurobank employees.
Internal ESG engagement
Connected site and communication – The Bank posts information on Eurobank’s intranet (Connected) about its Environmental Management System and Energy Management System, as well as other issues, such as the World Environment Day, World Water Day, International Volunteer Day etc. to raise awareness. Various articles were posted in 2023 regarding ESG-related issues, such as human rights and ISO management systems, as part of the ongoing updates to Eurobank employees. In addition, the findings of the Employee Transportation Survey for calculating related emissions (see “Environmental Management” section) were presented to employees to raise further awareness and engagement.
The Bank encourages the active participation of its people in energy saving. Through simple tasks, they can all reduce their energy footprint every single day. It assesses its branches and buildings in terms of energy consumption, informs its people of the assessment results, and asks them to propose ways to improve both their energy and environmental performance.
TeamUp – Eurobank strongly believes in giving back to the community. That’s why it is proud to support the TeamUp initiative, the employee volunteer programme that has been running since 2018. With a strong emphasis on purpose, the TeamUp volunteer programme provides opportunities for employees and their families to participate in volunteer actions.
During 2023, TeamUp actions focused on raising awareness among employees in relation to climate change, environmental risks and social issues, through a broad set of topics covering ESG factors. To date, nearly 1,300 of the employees have joined the programme, donating their time and efforts to 10 events, providing more than 3,450 hours of volunteer services.
In 2023, the volunteer team took the lead in several initiatives, demonstrating their commitment to making a positive impact in the community:
7th No Finish Line Athens (NFL) – 257 TeamUp volunteers took part in the 7th No Finish Line Athens Run, one of the biggest charity running and walking events in Greece and globally, held at the OAKA Olympic Complex. Eurobank’s team of volunteers covered a total of 2,452 km. For each kilometre ran or walked, No Finish Line donated €0.50 to the “Together For Children – Mazi Gia To Paidi” association.
Tree planting in Attica and Evia – In partnership with the We4all non-profit environmental organisation, Eurobank volunteers had the chance to participate in tree planting activities in Attica (Varympompi and Paiania). Additionally, TeamUp members gathered in Rovies, Evia, contributing to the reforestation of the area. Both initiatives aimed at restoring areas affected by wildfires.
Stream cleanup in Attica and Thessaloniki – The TeamUp volunteers collected more than 1,760 kg of waste during cleanup actions in streams in Attica and Thessaloniki. Specifically, in Attica, they collected over 460 kg in Rafina and Pikrodafni, while in Thessaloniki, at the Axios Delta and Chalastra, they collected over 1.3 tonnes of various types of waste, including plastic bottles, barrels, tires, fishing nets and even car parts.
Support for Make-A-Wish Greece – TeamUp members took over the role of a vendor and supported the Make-A-Wish Greece stands at the Golden Hall shopping centre, River West shopping malls and McArthurGlen Designer Outlets during the Christmas holidays. The volunteer team was encouraged to participate in the sale of seasonal items and gifts, and contributed to supporting the organisation’s mission.
Greece Race for Cure® 2023 – TeamUp members joined forces with 44,000 people (survivors, families, friends, employees, adults and children) in the centre of Athens on 1 October, to loudly convey a message of hope, solidarity and support to all women fighting against the disease.
External ESG engagement and capacity building
Eurobank has taken measures to assist stakeholders to assimilate ESG terminology, opportunities and applicability. Building ESG capacity for external stakeholders, and particularly for clients, is an integral part of the Bank’s ESG Operational Impact Strategy.
Digital Academy for Business
Eurobank actively supports Greek businesses in their digital and sustainability transition, through a groundbreaking CSR initiative, constituting a catalyst for business transformation and success.
Since 2019, the Digital Academy has been offering a transformative learning experience, tailored to the evolving needs of businesses in the digital age. With a deep commitment to fostering digital literacy, innovation and entrepreneurship, the Academy stands as a beacon of excellence in capacity building. By integrating expert guidance from its partner ecosystem and real-world applications, it empowers businesses to thrive in their digital transformation journey. The platform provides free access to webinars, articles, studies, survey reports, best practices, tools and phygital workshops that meet the specific needs of businesses in various industries and under different market conditions.
The mission of the Digital Academy is to inform businesses and prepare them for the timely and effective transition to the modern digital world. It adopts an extroverted development model that is aligned with ESG priorities and contributes to the transition of businesses towards green economy and sustainable development.
The impact and recognition of the Digital Academy is evident from the exponentially increasing number of members, exceeding 4,000 in 2023, effectively doubling its member base compared to 2022, while the 19 workshops so far have attracted more than 2,000 participants in total. The members’ feedback exemplifies the strong need for the Digital Academy to deliver tailor-made and targeted content for businesses. Additionally, the possibility to access online all workshop presentations and recordings has upgraded the members’ overall experience.
ESG stream workshops in 2023
Energy-efficient buildings and energy self-production (online event, 100 participants) – Executives from Greek and international businesses and institutions shared best practices on how to limit the energy footprint of buildings. The workshop also focused on the value of green building certifications for the real estate business, addressing the emerging challenges of the sector as a result of the market trends towards energy-efficient and low-emissions buildings.
Sustainable development in the Tourism industry (physical and online event, 200 participants) – Supported by SETE, the workshop gave participants the opportunity to discover how local businesses can benefit from a sustainable development model, by integrating ESG best practices in their operating model. The workshop focused on the business opportunity of sustainable tourism, as part of the market trend towards quality services, and the contemporary expectations of travellers, as presented by leading operators and sector experts. It also addressed crucial ESG topics such as inclusivity, accessibility and environmental management.
Digital Transformation stream workshops in 2023
Naxos Smart Island project by Amazon Web Services – AWS showcased the financial, social and environmental benefits for local businesses through AI and cloud computing use cases.
Cybersecurity risks (2 online workshops) – The workshops highlighted the latest trends and risks that impact digital life and how businesses and remote workers can be effectively protected against such risks.
e-Commerce series – The successful e-Commerce workshop series with EY was relaunched, covering all the fundamental and advanced tools and steps required for any business to develop its e-Commerce strategy.
POS connectivity – Triggered by the upcoming tax updates in the Greek market, Softone Group delivered a highly informative workshop to Digital Academy members on the latest changes in POS connectivity.
Operational excellence stream workshops in 2023
Corporate treasury – Continuing the successful synergy with the Hellenic Association of Treasurers, the workshop focused on various aspects of corporate treasury. Senior treasury executives presented to Digital Academy members the different functions of a modern treasury and how it can add value to the strategic planning of every business, and shared best practices and trends on useful tools and methodologies.
Other activities
On top of its capacity building initiatives, the Digital Academy continues to actively support global business events as following:
- Eurobank acted as a platinum sponsor of the 3rd International Summit HAT that took place in September 2023.
- Eurobank actively supports and promotes workshops, studies and reports organised by SEV-Hellenic Federation of Enterprises, based on the strategic partnership with SEV. One of these was the survey conducted by SEV’s Observatory for Digital Transformation on the digital maturity of businesses, aiming to map the needs, priorities and challenges faced during their digital transition.
The Digital Academy will continue to support the digital evolution journey of businesses with up-to-date content and targeted workshops, addressing modern business needs, technology trends, as well as ideas stemming from its member base. Plans for 2024 include events focusing on new ESG regulatory requirements (CSRD) and cooperation with relevant institutions and ESG ecosystems.
ESG Insight
Responding to the need for continuous stakeholder engagement on ESG issues, Eurobank created the "ESG Insight” newsletter, with a view to regularly informing its stakeholders (internal and external) about the Bank’s sustainability efforts.
The ESG Insight content is selected from a variety of topics, including regulatory framework changes, policies and commitments, operational impact, ESG products and services, ESG frameworks, socio-economic and community engagement initiatives, awards and certifications, as well as employee engagement initiatives. ESG Insight is issued 3 times a year and features interviews with Eurobank executives who promote sustainability, news relating to ESG developments and achievements, articles on sustainability and metrics of Eurobank’s ESG performance.
The newsletter was launched in 2023 and is distributed over various channels, including Eurobank’s LinkedIn page and the internal Connected portal.
GRI 203-1 GRI 203-2
Eurobank is continuing its strategic initiative to address the demographic challenge, one of the most serious problems that Greece will face in the near future, with a financial and social impact. The Bank’s initiative in this direction (Moving Family Forward) involves a wide range of actions for supporting new families in their effort to have one or more children, also aiming at setting the demographic issue higher in the public dialogue agenda.
Eurobank has completed 21 years of continuous presence in the Education sector, mainly through the Moving Education Forward initiative, as well as other actions, such as targeted scholarships.
Meanwhile, the Bank has launched several resilience and recovery initiatives, as well as actions to support vulnerable social groups, especially children and young people. With its sights set on the future, Eurobank has been long supporting and contributing to the promotion of sports, culture and corporate volunteering.
Demographic issue
In 2023 Eurobank continued to reinforce its actions to tackle the demographic issue in Greece. The initiative focuses on the remote eastern regions of Greece: Evros, the North Aegean islands and the Dodecanese (prefectures of Evros, Lesvos, Samos, Chios, Rhodes, Kos, Kalymnos and Karpathos). These are areas of outstanding national gravity, with several problems and limitations compared to other areas closer to the capital.
Through Moving Family Forward and the NGOs that partnered with the initiative, 20 babies were born with free assisted reproduction, baby care packages were donated to new parents in above mentioned geographical areas, and free psycho-educational seminars were offered to parents and teachers.
Moreover, through Eurobank funding, teachers, such as a robotics teacher, a musician and a speech therapist, were placed at very small remote islands with a view to meeting the residents’ needs for such services for children.
For yet another year, Eurobank sponsored the “Demographic 2023 – Time to act” annual conference, before the Prime Minister of Greece, steadily showcasing the significance of the demographic issue in the public dialogue agenda.
Education and excellence
Supporting education is a key pillar of Eurobank’s Corporate Social Responsibility, with actions that reward excellence and actively assist the new generation by offering opportunities for learning and successful entry into the job market. Rewarding fair play and the continuous effort to conquer new pinnacles, and showcasing academic performance and potential are an integral part of the Bank’s education and excellence programme.
Moving Education Forward
In 2023, the Moving Education Forward initiative completed 21 years of uninterrupted presence, and is one of the largest and longest-running corporate social responsibility initiatives in Greece, having awarded 22,572 top senior high-school students throughout the country to date.
The Moving Education Forward initiative demonstrates how the Bank showcases values such as knowledge and excellence, and contributes towards recognising the decisive role education plays in self-actualisation and collective progress. We reward the honours student who receives the highest score out of a scale of 20 in all 4 main subjects (from 72 points and above in total, excluding special subjects) examined during the university entry exams from every general or vocational senior high school in Greece. The initiative is supported by the Greek Ministry of Education and Religious Affairs and each honours student awarded receives a cash prize that is deposited in a bank account held by the graduate.
In 2023, 1,035 students were awarded in 8 events throughout the country. The best of the best from every educational region throughout the country were also awarded in 2023 by the President of the Hellenic Republic during a special event.
Scholarship Programme of the Center for Talented Youth (CTY) Greece
Internationally recognised Johns Hopkins University, USA, and Anatolia College joined forces to create the Center for Talented Youth, which started operating in Greece in 2013, under the auspices of the Greek Ministry of Education and Religious Affairs and the Cypriot Ministry of Education and Culture.
Eurobank, as a major sponsor of CTY right from the start, gave children in Evros the chance to get to know the programme, and offered 9 scholarships to students who passed the exams, so they could attend the summer educational programmes of CTY, which stands out for its ground-breaking and innovative teaching methods.
Resilience and recovery
In 2023 Eurobank committed to contribute immediately and significantly to the restoration of the forests on the island of Rhodes, which were affected by the devastating wildfires last summer. To this end, it funded a specific study and flood protection projects in an affected forested area on the island.
In addition, after the devastating floods in Thessaly, the Bank announced its significant support to restore the extensive damages in the area. The total support of the 4 systemic banks added up to €50 million.
The Bank responded once again to the growing needs of the Public Health System, starting the construction of 6 negative pressure rooms at the Special Respiratory Infections Unit, Sotiria Thoracic Diseases Hospital of Athens, in 2023.
Find out more about the Moving Education Forward initiative, Scholarships at CTY Greece, Eurobank’s initiatives for resilience and recovery.
Corporate Responsibility
Historical Archives
In 2023 the Bank’s Historical Archives Unit (EHA) continued to acquire, sort and label existing and new material of historical interest from Bank units, systematically record its content, and organise its structure. It continued to enrich the Library with new publications and magazines. It served the research audience by offering a variety of archival materials.
It also continued to provide know-how on the organisation of bank historical archives and collections to EHA employees and graduates of the Department of Archival, Library and Information Studies, School of Administrative, Economics and Social Sciences, University of West Attica, through a 5-month internship. The EHA has also participated actively in the activities of the Hellenic Archival Society, the scientific/ professional association of Greek archivists.
Culture
Recognising the value of culture and its valuable contribution to the people’s intellectual stimulation, since its establishment, Eurobank has been supporting and showcasing remarkable cultural performances in Greece in the field of art, music, theatre and opera.
In this context, in 2023 Eurobank announced its partnership with the Benaki Museum, as a permanent sponsor of the exhibition programme, and supported the production of the Madama Butterfly opera at the Greek National Opera.
In the context of inclusion, Eurobank funded the signage for people on the autism spectrum in the Basil and Elise Goulandris Foundation, and distributed almost 1,700 theatre tickets to 12 charities, to give children and young people who cannot afford it, the chance to get in touch with art, and have access to quality entertainment.
P. Mantis and P. Kagialis Sailing Duo Sponsorship
For many years now, Eurobank has been standing by Greek athletes whose efforts are invaluable examples of ethical demeanour, perseverance, commitment and self-discipline, making all Greeks proud. Since 2016, Eurobank has been the Gold Sponsor of the Panagiotis Mantis and Pavlos Kagialis Sailing Duo.
In 2023, the team, sailing on the Velos yacht and sponsored by Eurobank Private Banking, ranked first and second 5 times, in 7 open-sea races in Greece. P. Kagialis along with his teammate Giannis Orfanos continued their preparation to qualify for the upcoming Olympic Games in the 49er category.