Responsible employer

As a major employer in the region, we have a responsibility to our staff. We are committed to decent employment that provides a fair living and promotes individual well-being and development. The role of our employees is key to the success of OTP Group and, as such, our primary goal is to develop and retain a talented and committed workforce. OTP Group has set its focus on the following key areas: ensuring equal opportunities and equity, involvement employee satisfaction and engagement, and well-being initiatives supporting talent development and continous learning.

Ensuring equal opportunities and equity

Our aim is to create an environment where our committed employees can work in a diverse, supportive teams, in inclusive work culture and where they can perform to the best of their abilities. Diversity and inclusion is not only the right step, but is also essential to the implementation of the corporate strategy.

Our colleagues come from different backgrounds, with different qualifications and experience, different world views and different family backgrounds, and our objectives include

• establishing diverse, professionally outstanding, supportive teams and an open, collaborative working culture,
• ensuring equal opportunities and opportunities for all employee groups in the workplace,
• creating an open and inclusive workplace free from discrimination.

We place strong emphasis on ensuring that an approach aimed at diversity and inclusion is integrated into our work culture and embedded in our everyday practices, in the design of our operational processes and in the development of our managers.

We coordinate our efforts at Group level and use all means to reinforce this approach in our new programmes and internal communication.

Employee satisfaction and engagement

OTP Group uses multiple channels to engage with its own workforce on employee-related matters. The most relevant processes for gathering insights and incorporating employee’s perspectives into decision-making are the annual employee engagement survey.

For the past five years, the group-level employee engagement surveys are conducted with high participation rates.

The core areas of the survey are reflecting on the following aspects to get the overall satisfaction level of employees, based on experiences related to:

• workplace atmosphere (respectful treatment, trust in direct manager, open and honest communication, free expression of opinion and openness towards ideas, the importance of employee wellbeing for senior managers and the organization, work-life balance).
• high-performance incentives (recognition and reward of performance, constructive feedback on work, responsibility for own performance, clear roles, understandable expectations, appropriate professional knowledge, opportunity for learning/development, career prospects, attraction of professionals), • organizational work environment (appropriate authorization, access to resources and information, sustainable workload, helpful direct manager, cooperation within the teams and between teams, effective decision-making processes, occupational health and safety protection).
• customer-centric operation and the quality of offered services/products (suitability of business processes for the satisfaction of internal and external customer needs, openness towards recommendations to increase customer satisfaction, trust in the organization’s own services/products, quick adaptation to changing market needs).

Insights gained from the survey are analysed at organizational unit level, and based on these results, unit leaders prepare annual action plans in collaboration with employees. This approach aims to systematically integrate employees’ feedback into decision-making processes.