Currently, in line with the Bank’s ESG Strategy, the priority is to integrate ESG factors into the incentive system for key management personnel and to strengthen gender equality. To achieve this, the Bank incorporates ESG factors into the incentive system for the Management Board, key management personnel, and other individuals engaged in ESG-related regulatory projects. Performance evaluations include annual goal achievement assessments, gender pay gap analysis, succession planning, and career development programmes supporting women’s professional growth.
Indicators monitoring the gender pay gap reduction are provided monthly to unit managers, enabling individual managerial decisions regarding remuneration while ensuring compliance with the goal of achieving full gender pay equality within their teams. This approach has successfully reduced the gender pay gap from 37.9% in 2021 to 31.9% in 2024, exceeding initial targets.