Denne siden findes ikke på norsk
Bli værende på denne siden | Fortsett til en lignende side på norsk
Our aim is to be the preferred employer in the financial industry in our operating countries. Our success depends on competent and engaged people with passion for creating great customer experiences. We strive to make Nordea a great place to work, where people come as they are and are met with opportunities to evolve, develop, and move forward in their careers.
For me, Nordea isn't just a job. It's an opportunity to develop into the best version of myself.
Every day, Nordea employees provide essential services to our customers and societies. Our employees have a broad perspective, helping us to better serve our diverse customer base and they come from all over the world, representing over 100 nationalities and able to speak around 60 different languages. We value all perspectives, celebrate our differences and work every day to drive positive change.
To support diversity and inclusion in Nordea, we provide a variety of trainings, including unconscious bias, inclusive workplace, inclusive leadership, and cultural inclusion at the workplace.
Employee Resource Groups (ERGs) are a part of Nordea’s inclusive culture that helps us learn and grow. Their aim is to contribute to fostering an inclusive workplace by providing peer support, highlighting diverse perspectives, and raising awareness. All employees can participate in initiatives organized by various ERGs – Ability Variation, Cross-Faith and Beliefs, Cross-Cultural, Cross Generations, Gender Equality, and LGBTQ+ and Allies. Throughout the year, ERGs organize various celebrations, engagement and educational activities.
At Nordea, we share a passion for learning and development, enabling our people to grow every day. We believe in our vision – that everything is learning.
Learning framework
Modern learning recognizes that significant learning and development happen outside of formal training, and are best achieved through a combination of training and practice. At Nordea, we use a proven learning framework called the 70-20-10 model, which supports continuous learning.
How we split it
70% of learning happens through work experience and on-the-job practice; 20% through our relationships, where we receive feedback, coaching and mentoring; and 10% through more formal learning, such as webinar trainings, digital courses and class room trainings designed for different career paths.
Why the mix
In this framework, learning is formal and informal. It’s a mix of experiences, interventions and interactions. The model enables us to learn throughout our career, stay relevant and learn new skills equipped to meet the future,” explains Charles Watkin, Head of Learning & Development.
Also,
to help our employees confidently adopt the latest technologies and stay ahead in a rapidly evolving world, we offer digital transition programs focused on AI, cloud computing, IT security, automation, and more.
Our aim is to have leadership that embraces our different employees and supports the sense of belonging, enabling all to feel included and able to perform at their best.
To guide us as leaders we have created Leadership principles. These principles guide you in your everyday work as a leader. With them, our employees will know what they can expect from you and also where they can turn to for support and guidance to develop in their working lives.
What they are used for:
Thanks to our internal job mobility, you can try different areas to find out what you're passionate about.
To support our leaders in their development, we offer a range of leadership programmes designed to help them grow and advance into key roles in Nordea. The leadership programmes are based on what we expect from our leaders and reinforce the common foundation of how we lead and raise employee engagement.
I'm proud to have been make responsible for vast amounts of data - a sign of the trust placed in me as an expert.
Movement make you grow - I know, I've been lots of things, from CFO to new tech advocate. Nordea is full of people that you can learn from, if you just have an open mind, reach out and listen.
Nordea’s leadership programmes have received several Brandon Hall Group Excellence Awards, including for "Best Leadership Development Program”, "Best Learning Measurement”, and "Best Measuring the Impact of Leadership Development”.
Training impact, average across programmes (%)
The programmes’ participants show significant improvement across all leadership competencies – 93% gained the necessary knowledge, 84% showed the desired attitude, and 79% demonstrated the target behaviour when measured 3 to 6 months after complementing the training – with an impressive 80% memory retention rate. Post-training 360 assessments confirm that the participants improve across all leadership skills and behaviours.
Along the introduction of the programmes we have seen a large increase in our employee’s engagement scores which have raised from 73/100 in 2019 to 82/100 in 2024. From among the approximately 3500 leaders in Nordea, more than 56% have completed the programmes, and an additional 9% are currently enrolled. All leaders in Nordea are guided by our values. The expectations on you as a leader operationally vary between the leadership roles depending on what job needs to get done.
Our aim is to be the preferred employer in the financial industry in our operating countries. Our success depends on competent and engaged people with passion for creating great customer experiences. We strive to make Nordea a great place to work, where people come as they are and are met with opportunities to evolve, develop and move forward in their careers.
Whether you're exploring tech, finance, risk, customer experience or sustainability - this is where meaningful careers are built. Together.
Open jobs