Cultural Transformation
The Cultural Transformation program features comprehensive support and a change management strategy aimed at refining aspects of the organizational culture to support the bank's digital transformation as a means to achieve its objectives.
Quality of Life and Benefits
Banco de Chile offers its employees and their families a range of benefits and programs in order to promote the right balance between their personal and work life that supports the integral wellbeing of employees.
Benefits Program
The pandemic drove us to innovate various programs and strengthen remote pathways during 2021. A range of programs, initiatives and benefits were developed, covering several areas of people's lives, including physical, mental, developmental, social and financial aspects.
• SUPPORT
• FAMILY
• ECONOMY
• LIFE AND HEALTH
• FREE TIME
• DEVELOPMENT
• CHILE ACTIVE
• POINT BANK
Workplace Climate and Wellbeing
A new Workplace Climate and Wellbeing Survey was implemented in 2021 to gauge the perception of employees with respect to six aspects, in order to identify strengths and improvement opportunities. Perception was positive for 75.13% of respondents. The bank also innovated with CuéntaNos, a new contact channel where employees can voluntarily ask to be confidentially contacted to discuss personal or job-related issues in greater detail. This channel will remain in place on an ongoing basis in order to stay in touch with employees.
Remuneration
Banco de Chile has clear, transparent policies and processes for recruitment, selection, internal mobility and remuneration, which guarantee free access to opportunities that arise within the organization.
During 2021 the bank updated its salary scales to ensure wage equity in positions with similar responsibility and seniority, and to encourage career development among employees. The bank also introduced advanced analytics to its human capital management that optimized its performance evaluation model, developed tools that measure individual and team collaboration and created a promotion predictor model that fosters career development.
The bank responded to the COVID-19 public health emergency by adopting some compensation-related measures to ensure average compensation remained similar to pre-pandemic figures.
In 2021 the minimum salary at Banco Chile was 2.23 times the legal minimum salary, thus preserving its competitive position in this area.
As of December 2021, gender gaps can be observed at some levels, which is explained by length of service in that position. Male employees at Banco de Chile have 15.09% longer seniority than female employees, which causes salary differences as a result of more CPI indexation and increases associated with collective bargaining.
Attracting and Retaining Talent
Internal and external professionals are recruited using the “I Want to Work for Banco de Chile” (Quiero ser del Chile) platform, which has become the main online channel for attracting talent, as it efficiently manages each stage of the process.
The bank also created opportunities for individuals with technical and professional degrees to build skills and competencies through internships, practicums, trainee programs and entry-level positions at the organization.
Positioned as the Best Employer Brand
“Work at Banco de Chile” (Trabaja en el Chile) is a platform that promotes employee professional development. The project’s website (www.trabajaenelchile.cl) provides direct access to the employment portal (www.quieroserdelchile.cl), where applicants can upload their resumes and apply for internal and external vacancies. This website can also be used by people with visual and auditory disabilities.
