Social responsibility - ESG report
Our activity is based on the principles of social responsibility – the Bank actively initiates and participates in socially important events as well as supports the development and passing on to future generations of the historical, artistic and literary values. We also facilitate new job creation both by financing the development of companies and continuous development of the Bank.
Basic principles of corporate governance of Baltic International Bank
S4
Gender diversity
Number of women in different operational levels of the Bank:
S6
Non-discrimination policy
The Bank does not discriminate and will not discriminate against people because of their age, disability, ethnicity, gender, race, political opinion, religion or sexual orientation. The Bank adheres to these antidiscrimination principles in all its activities, including when hiring and firing employees, in career planning, wage determination, and selection of volunteers and suppliers.
The Bank as an employer supports equal opportunities and creates a working environment in which each employee feels well, and takes immediate steps to prevent any open discriminatory cases.
S8
Global health policy
Bank implements the health policy, introducing national labour protection laws and regulations. The Bank has developed a work protection procedure and instructions in various areas, for example, providing of first aid, work with office equipment, electrical safety, fire safety, and work with computer. There are instructions for specialists of various areas (for example, technical employees, drivers).
To ensure a safe working environment, the Bank adheres to the principles as follows:
- The Bank conducts regular work environment audits and manages environmental risks at the workplace;
- Dangerous situations are identified, assessed and managed;
- Employees are trained and warned about the potential hazards and risks;
- The working environment is assessed, and the required control measures are implemented;
- Documentation on labour safety is provided and available;
- Communication on labour safety is ensured;
- Occupational safety risks are taken into account in any process and project;
- Incidents related to occupational safety are documented and investigated;
- Emergency action plans are written;
- Employees act in accordance with the occupational safety instructions and rules.
Although mainly work of the Bank takes place in the offices, evaluating the actual situation, several work environmental factors are considered:
- Chemical factors (impact of various chemicals on the person);
- Physical factors (noise, vibration, lighting, electromagnetic fields);
- Biological factors (germs, allergens, toxins);
- Mechanical factors (contact with mechanical devices);
- Psychosocial and organisational factors;
- Ergonomic factors.
S5
Temporary worker ratio
Temporary worker ratio demonstrates structure of the personnel of the company to implement its strategy. It also highlights the business model of the company and employment stability. Banking sphere does not use employment of temporary workers; Bank does not have a large proportion of temporary workers: in 2017, it was 0.7%, in 2018 – 2%.
S7
Injury rate
The Bank takes care of the safety and health of its employees in the Bank’s buildings and at their workplaces. Its objectives are:
- Prevention of injuries and other damages to the employees' health at work;
- Creation of a work culture where each employee works proactively to observe and improve safety and not to harm the health of colleagues, customers and partners;
- Implementation and compliance with the laws of the Republic of Latvia and the standards and regulations established by the Bank;
- Continuous improvement of safety and health protection conditions;
- Support of the culture facilitating reporting, analysis and effective management of safety and health issues.
Number of injuries in 2017 and 2018 is 0.
S9
Child and forced labor policy
The Bank supports the legal and ethical practice of employment and adheres to the principles as follows:
- The Bank employs people whose age corresponds to the restriction established by the Labour Law of the Republic of Latvia and does not support child labour;
- The Bank does not support forced labour, i.e. work that is not carried out voluntarily or that is carried out as a result of threat or punishment;
- The Bank does not cooperate with the partners whose employment habits imply the use of child labour or forced labour.
S10
Human rights
In its activities, the Bank respects human rights in accordance with the Universal Declaration of Human Rights of the United Nations. The Bank focuses on a number of human rights issues:
- Equal and humane treatment to all employees;
- Anti-discrimination;
- Respect for privacy;
- Freedom of thought;
- Freedom of speech;
- Freedom of association, incl. unions;
- Equal pay;
- Balancing of working time and rest, paid holidays/vacations;
- Support for parents with children;
- Educational support.
S12
Board diversity
Diversity of thoughts, beliefs and talents promotes the development of organisation culture securing balanced development for a long-term. It relates both to diversity of various experiences and beliefs, as well as gender. International studies show that women in the top management improves business results of organisations.
