A well-designed parental leave process is indispensable for promoting young talent within the bank. The equal opportunities for parents increase and it contributes to a more balanced gender ratio at all management levels. Our Group knows that our people need to be supported in planning their career breaks, especially in occasions such as maternity leave and parental leave.
This was one of the many outcomes and improvements identified by the Gender Diversity Programme of UniCredit HypoVereinsbank, which was launched in 2021. As a result, in 2022 the entire parental leave process was further optimised and expanded with a focus on re-entry to the bank and further career development.
One of the key measures was the introduction of the new Golden Rules for the process. The Rules focused on part-time leadership, returning to an equivalent position or management positions being kept vacant for six months at the request of the employee, pausing talent programmes, as well as checklists for managers and employees.
Additionally, UniCredit HypoVereinsbank offered the possibility to advance one’s career during parental leave, regardless of the current position, with the new “Stay Connected” digital portal. Employees have direct access to the internal job market and can send their applications from the same system accessible to active colleagues. The parenting portal also offers information about day care possibilities and other helpful topics focused on both family and professional life.
A number of colleagues already benefit from the optimisation of the process and were able to return to their management position after their break. This substantial improvement in the parental leave process has been one of the many activities to strengthen DE&I in the German market and foster our position as one of the Top Employers in Germany.