15. Equal Opportunities

The company discloses in what way it has implemented national and international processes and what goals it has for the promotion of equal opportunities and diversity, occupational health and safety, participation rights, the integration of migrants and people with disabilities, fair pay as well as a work-life balance and how it will achieve these.

Rentenbank is committed to equal opportunities and diversity and considers this obligation to be important and a matter of course: No one should be disadvantaged because of their background, ethnicity, sex, religion, world view, disability, age, or sexual orientation.

Gender equality and reconciling family and professional lives
Gender equality is an important aspect of Rentenbank’s HR policy, particularly in relation to pay. Rentenbank has appointed an Equal Opportunities Commissioner, who is closely involved in all relevant decisions such as recruiting new staff. The equality plan, which is accessible to all employees, contains targeted measures for improving gender equality and improving the ability to reconcile family and caring responsibilities with professional life. These measures include flexible working and part time working, the subsidising of nursery places, and the offer of an advisory service (pme Familienservice) etc. The objective of increasing the number of women in management roles by 20% by 31 December 2019 was achieved. By 30 June 2020 it was at 22%. The increase in the number of women in management roles to 25% is to be achieved by 2025 at the latest. Annual checks are carried out as to how the gender equality plan is being implemented. In addition, all employees receive training in general equality legislation when they start work with us.

Rentenbank has signed the Diversity Charter (Charta der Vielfalt). In signing this, Rentenbank publicly commits to having diversity in its corporate culture.

Inclusion of people with disabilities
In recognising our responsibilities to society, Rentenbank supports the inclusion of people with disabilities. We follow the model of the UN’s Convention on the Rights of Persons with Disabilities (CRPD), which has been in force in Germany since March 2009, and we adapt our work stations to the needs of our employees with disabilities. For reasons of data protection and due to the fact that it employs very few staff, Rentenbank opts not to disclose its inclusion quota. In addition, due to the fact that we cannot influence this indicator, there is no target.