The People Strategy
Nordea’s Human Resources (HR) strategy – the People Strategy – emphasises that for Nordea to reach its goals our employees need to reach theirs. This means that Nordea has to provide opportunities for our people to grow and live well-balanced lives.
Balance in life
Nordea recognises that sound business and a valuedriven working environment create great results. Our focus on health aims at identifying and strengthening the factors that enhance a healthy working environment for our employees. At Nordea, we recognise that people have different needs in different stages of their lives, and it is important to strike a balance between work and leisure.
We ensure this in different ways, taking into account local conditions, rules and regulations. We strive to create flexible working conditions on a day-to-day basis. We offer our employees access to health services, with thorough health check-ups as well as favourable terms for leave of absence.
Opportunities to develop and grow
Performance and Development Dialogue
Nordea offers many possibilities for personal career growth within the Group. Every employee has an annual Performance and Development Dialogue (PDD) addressing career goals and development, motivation as well as business goals and targets.
The mandatory Performance and Development Dialogue takes place between immediate manager and employee, requiring preparation on both parts as well as follow-up throughout the year.
Cross-border mobility and international assignments are ways to enhance job rotation and develop the employee’s competence, and also build overall corporate citizenship and culture. The opportunity to work abroad and in different positions is popular among younger staff.
The trainee programme is in high demand and graduates are often offered a permanent position.
Working to increase gender equality
There are still more men holding managerial positions than women even though the workforce is made up of approximately 60 % women and 40 % men. To come to terms with this, it is mandatory that at least one woman be among the top three candidates for every managerial position.
Increasingly young top managers take paternity leave encouraging others to follow, but as in society at large this is a generation issue.
Safety at work
The main safety issue in a bank is the threat of armed robbery at branches. Nordea takes precautions by conducting mandatory training sessions for all branches, and there are procedures for how to act when robberies occur as well as structured processes to support the employees affected. Sweden for instance has a support group of colleagues who are trained and prepared to visit branches that have been robbed. They work together with professional psychologists to provide necessary support to the employees.
The Employee Satisfaction Survey
The survey "Employee Satisfaction Index" (ESI) is a tool to get an overview of how our employees evaluate Nordea, and as a result identify and prioritise activities how to make Nordea Great. Our response rate is high, 94% of employees participated in the 2013 survey, which shows our employees great commitment to this survey.