Employee empowerment
Employee empowerment
The resilience and success of the Group depends on the continued commitment of our talented people. We strive to be the employer of choice, providing equal opportunities for development and ensuring a positive employee experience.
Our Human Capital strategy is focused on the following key areas:
Promoting diversity and equal opportunities
Attracting, developing and retaining top talent
Providing positive employee experiences
Promoting diversity and equal opportunities
We are committed to ensuring inclusion and equal opportunities in our organisation. We do not tolerate discrimination on any grounds, – be it gender, marital status, sexual orientation, race, ethnic origin, nationality, age, disability, political or religious beliefs, or on any other grounds under the applicable local law.
69%
Share of women in total employees
27%
Share of women in executive management
51%
Share of women in senior managerial positions
Attracting, developing and retaining top talents
Attracting, developing and retaining highly qualified talents
Putting the right people in the right roles.
Ensuring alignment of our talent strategy with business objectives by analysing and anticipating business needs and gaps in required skills and competencies.
We have various programs to support talents by creating unique opportunities for personal and professional development
Since 2017, Bank of Georgia’s Leaderator internship programme has been a dynamic career accelerator for young talent. We recruit promising undergraduates and engage them in professional training, job rotations across departments, and hands-on experience in ongoing projects. Leaderator participants are mentored by Bank of Georgia’s professionals.
376
79 %
Through summer internship programme, we are able to offer practical experience to Georgian students studying abroad. This initiative connects us with talented individuals studying outside of Georgia.
12
Talent development
When we onboard employees, we shift the focus to their development. Talent development is an ongoing process that is critical no matter the tenure. We aspire to have a learning culture where employees can access opportunities for lifelong learning and personal development. Our learning and development ecosystem is divided into the Professional programmes, Management programmes and Executive programmes.
To read more about each, please visit our Annual Report 2023.
Listening to our employees
We ensure all our employees can directly and openly communicate with the senior leadership and the Supervisory Board of the Bank. We regularly engage with and listen to our employees through a number of channels:
Ongoing deep interviews with individual employees
Team reviews
Entry interviews
Exit interviews
Employee satisfaction surveys
CEO vlog on Workplace
Meetings with the Board
Agile quarterly business reviews
To measure the effectiveness of employee empowerment initiatives, we closely track employee engagement and corporate culture using internal and external surveys: employee engagement survey and eNPS
To view more please visit our Annual report 2023
