Throughout 2022, the corporation fostered a culture of ongoing adaptation to challenges it faces such as new market requirements in digitalization, productivity and sustainability, coupled with its longstanding, clear and unrelenting focus on customers, as well as its commitment to Chile. Furthermore, it has strengthened its capabilities and human capital by introducing and formalizing new collaborative structures and different, more agile and efficient ways of working that also recognize the particularities of the different areas and processes.
Key Figures
- Total corporate employees: 12,550
- Total Banco de Chile employees: 10,610
- Total subsidiary employees: 1,940
- Women: 52%
- Men: 48%
- Internal mobility: 47%
- People with disabilities: 1.36%
- Training hours: 496,736
- Workplace climate satisfaction: 92.23%
- Turnover rate: 11.7%
Cultural Adaptation
To achieve this ongoing adaptation, Banco de Chile has asked its leadership team to collaboratively manage six dimensions (Sustainability and ESG standards, Capabilities and Talent, Digital Solutions, Commercial Activity, Productivity and Technological Evolution), guided by the bank’s strategic priorities and purpose.
Cultural change initiatives promoted in 2022
- Organizational Conversations
- Mentoring Leaders
- Webinars on Banco de Chile DNA
- Synapses
- 267 Intermediate Collaboration Structures: work groups formed through temporary or permanent alliances, generating agile and comprehensive proposals or results and adding value to the organization, which have translated into 786,309 hours of collaboration.
- 9,644 people (91% of workforce) collaborated in some type of structure. Of this total, 49% are men and 51% are women.
Banco de Chile DNA Model
It is based on the values and attributes of coexistence and the corporation's strategic priorities, and gives employees information for self-managing performance and decision making throughout their careers (internal mobility, scholarships, termination, etc.).
Human Capital Development and Workplace Climate
Banco de Chile has implemented programs and initiatives for the different dimensions (physical, mental, social, financial and spiritual) throughout the employee life cycle at the organization.
In addition, it has clear, transparent policies and processes for recruitment, selection, internal mobility and remuneration that guarantee free access to opportunities that arise within the corporation.
Employee Relations
Banco de Chile maintains ongoing, fluid dialogue with its nine labor unions. At the bank, 94% of employees are represented by a union or covered by a collective bargaining agreement.
In 2022 virtual or in-person working groups were set up to discuss and work on aspects related to equity, inclusion, support for individuals, information related to legal and/or regulatory modifications, wellbeing and satisfaction, technological innovations, among other topics.
Banco de Chile upheld its commitment to provide at least 30 days' notice of operational changes.
Banco de Chile Unions
BAE Union, Banco de Chile South Zone Union, Banco de Chile Union, Banco Chile V Region North Zone Union, Banco Chile Central Zone Union, Citibank Union, Punta Arenas Union, National Union and Promarket Union.
Attracting and Retaining Talent
New professionals are recruited using the I Want to Work for Banco de Chile ”(“Quiero ser del Chile or quieroserdelchile.cl) platform, which has become the corporation's main online channel for attracting talent, as it efficiently manages each stage of the process. At the end of 2022, it had more than 213 thousand external applicants, with 1,484 new hires.
Another initiative worth highlighting is the onboarding program, targeted towards both new employees and people who have been internally promoted based on their merits.
Positioned as the Best Employer Brand
In 2022 Banco de Chile stood out for the ninth consecutive year as an employer brand, placing first in the financial sector in attracting and retaining talent in the Merco Talento 2022 survey, as well as second among the 100 companies in the market considered in the ranking.
Career Development
In terms of internal mobility, in 2022 there were 1,406 promotions and lateral transfers, corresponding to 47% of the total vacancies available. Furthermore, 52% of employees promoted in 2022 were women and 81% of those participating in the internal mobility program worked in the Metropolitan Region. Therefore, the organization's turnover rate was 11.7%.
Commitment to Inclusion
In its commitment to equal opportunity, Banco de Chile developed several initiatives in 2022 to strengthen an inclusive organizational culture.
The total number of employees with disabilities at Banco de Chile is 144, equivalent to 1.36% of the total workforce.
Benefits and Inclusiveness
- Employees with Disabilities Program
- Children with Disabilities Program
Policy on Inclusion, Non-Discrimination and Respect for Diversity
Banco de Chile's Policy on Inclusion, Non-Discrimination and Respect for Diversity has four management priorities, which were confirmed in 2022:
- Quality of life, work-life balance and co-accountability
- Gender equality
- Fair treatment: workplace and sexual harassment
- Respect and promotion of Human Rights
The objectives of this policy are to contribute to the quality of life of employees, customers, suppliers and the community in general. During the reporting period, Banco de Chile did not have any reported cases of discrimination.
It also published a Customer Service Manual for Customers in Gender Transition and Support Protocol for Employees in Gender Transition, developed in conjunction with the Iguales Foundation. These initiatives aim to provide tools to promote a respectful and inclusive relationship with employees, customers and the community at large.
As for fair treatment and respect and promotion of human rights, a course on fundamental rights and preventing workplace and sexual harassment was given to all managers to raise awareness of their responsibility in maintaining a positive and respectful work environment within their work teams, providing tools to generate spaces that are free of discrimination and workplace and sexual harassment, and linking fundamental rights and human rights, explicitly stating that Banco de Chile adheres to the principles of the UN Universal Declaration of Human Rights.
Occupational Health and Safety
Using its Occupational Health and Safety (OHS) Management System, the bank continuously monitors compliance with the five objectives for complying with the legal requirements, thus safeguarding the occupational health and safety of all employees.
Occupational Health and Safety Indicators
In 2022 all risk indicators decreased with respect to 2021, as illustrated in the following:
- Accident rate: the number of lost-time accidents per 100 employees.
Joint Committees on Hygiene and Safety
During 2022, the Occupational Health and Safety Department worked with the bank’s workplace insurance provider (Mutual de Seguridad de la Cámara Chilean de la Construcción as per Law 16,744) to promote the efforts of 56 committees, with total participation of 672 employees.
Main events
- Conducting a survey of conditions in offices and branches with respect to Supreme Decree 594, which establishes the Basic Sanitary and Environmental Conditions in Workplaces. The survey covered a total of 184 locations.
- Implementing a program to standardize all Joint Health and Safety Committees.
- Implementing the second phase of Law 21,156 on Defibrillators (AED).
- Updating all the emergency and evacuation plans.
- Resuming evacuation exercises, covering a total of 271 locations.
- Implementing the first stage of the Psychosocial Risk Surveillance Protocol, which considered a total of 27 branches and 574 employees.
- Surveying and designing a management platform for contractor companies, in accordance with Law 20,123.
- Beginning to implement the Secure of Telework model, in accordance with Law 21,220.
Main COVID-19 Milestones
- Implementing Law 21,342 on Gradual and Safe Return to Work within the framework of the public health alert.
- Continually updating the COVID-19 Pandemic Risk Prevention and Occupational Health Plan and the 17 protocols associated with it.
- Internal traceability, monitoring of and support for cases typified under the epidemiological concepts stipulated by the Health Ministry.
- Implementing Active Preventive Search nationwide by administering weekly nasal antigen tests in order to anticipate and reduce the spread of the virus at Banco de Chile.
