Our success on the market is largely dependent on the commitment of the people who work for us. For this reason, we help foster their individual skills and set new standards for Helaba's working environment.
Helaba's corporate culture is characterised by mutual respect and appreciation; neither discrimination nor prejudice have any place in our day-to-day work. Helaba has not only pledged itself to uphold these principles by signing the German Diversity Charter (Charta der Vielfalt) and the UN Global Compact, but also by adopting its own Code of Conduct.
The people who work for us are as diverse as their abilities and potential. Since we value these differences, we provide our staff with the support they need to thrive accordingly. In addition, we aim to offer them long-term prospects within the Group regardless of their gender, age or individual circumstances. For this reason, we are particularly committed to promoting the appointment and development of women and to ensuring that our HR management is tailored to the specific requirements of different age groups.
In order to reduce any potential structural obstacles, we have developed an employee lifecycle model. Members of staff and their line managers are guided by the measures we have mapped out and plan their next career steps in accordance with their individual situation in life. In addition, our Diversity Management provides an open platform to discuss and exchange views on questions of gender, age and integration at the bank.
A healthy work-life balance is a matter close to our heart. Among other things, we enable our employees to benefit from flexible working hours and remote working arrangements, and we support them in their childcare needs. In this way, we want to ensure that they are able to effectively reconcile the professional and private demands in their lives.
Our in-house occupational health management pursues a holistic approach with the aim of promoting increased awareness of physical and mental health. Besides an extensive range of sports activities, we offer a variety of different types of events on topics such as physical activity in the office or how to avoid stress. Our "Employee Assistance Programme" is designed to help members of staff who find themselves in challenging personal situations. It can be used, for example, to arrange support with childcare, in the household or in tending to the needs of dependent relatives.
Demographic change and accompanying processes of social upheaval are placing new demands on the world of work. Under the heading of "NewWork@Helaba" we are driving forward new workplace concepts and modern forms of management and teamwork in the bank. We regard trust, responsibility and commitment as the basis for successful collaboration that transcends hierarchies.
It is underpinned by a Group-wide transformation process called "Helaba on the Move", in which we want to include everyone who works for us on this journey to change the bank. Our aim is to create a working environment where members of staff can make rapid decisions, assume individual responsibility, organise themselves and actively participate in developing their skills.
The sustainability of our value chain and product range is an integral part of Helaba's business strategy. We operate in a way that conserves resources as effectively as possible and support our clients in minimising their ecological footprint with green financial products.
As a provider of financial services, we believe that financing energy-efficient plants and renewable energy represents the most powerful tool we have at our disposal to help contribute to protecting the environment. We strictly adhere to environmental standards in every loan commitment we make and have systematically withdrawn from financing coal and other technologies that pose a risk to the climate.
As a group of companies with over twenty locations worldwide, we know that even simple in-house initiatives often make an important contribution to fighting climate change. Here are some of them at a glance:
As a credit institution with a public service remit and as a central S-Group bank of the German savings banks network, we bear a responsibility to society as a whole. We support entrepreneurs who want to make the financial sector greener and we have always traditionally sponsored a large number of cultural projects and institutions.
We have a special bond with the financial centre of Frankfurt. As a platinum sponsor and in cooperation with WIBank, we support innovative initiatives:
In keeping with our claim "Values with impact", we believe that promoting culture and the arts is not just part of our remit to society but also of our corporate culture. This is why we support museums and exhibitions, music and drama festivals as well as professional and amateur sports:
Sustainability is a fundamental component of our business strategy. Helaba's sustainability principles embody this philosophy: they underline our ecological and social responsibility and set binding standards of conduct throughout the Group.
We have incorporated binding, group-wide sustainability criteria into our risk strategies that are derived from our business strategy and updated annually. Overall responsibility for all relevant issues lies with the Executive Board, which is supported by a sustainability management team and sustainability officer.
We are committed to the Universal Declaration of Human Rights, compliance with the core labour standards of the International Labour Organization (ILO) as well as the UN Global Compact with its ten principles on human rights, labour standards, the environment and the fight against corruption.
In addition, our subsidiary Helaba Invest is a signatory to the UN Principles for Responsible Investments (PRI). In this way, it has committed itself to taking greater account of environmental, social and corporate governance factors in its investment and asset management activities.
We have adopted a Code of Conduct in order to transfer the principles of sustainability throughout the bank and to provide everyone who works here with a binding framework to act as a reference for orientation. It defines in a transparent manner for employees, customers and the public how we want to achieve our goals and work together, both within Helaba and vis-à-vis our stakeholders. Regular training courses are conducted in accordance with regulatory requirements and all members of staff are obliged to take part in them at least every three years.
Here are some of the main points at a glance: