Training
The corporation developed a learning ecosystem for employees to take regulatory and job-assigned online courses, as well as a wide range of national and international content.
Succession Plans
The bank continued to map lines of succession for first and second tier managers. A professional development program was offered to executives to strengthen their capabilities and provide them with tools to successfully navigate the business’s myriad challenges, opening up space for exchanging experiences, strengthening relationships and empowering them to play an active role in the bank's evolution.
- Leadership Skills Program
- Transformational Women
- Beginning to Lead
- Leadership Training Program
The Ethics Challenge has become an essential part of the culture of integrity that we promote at Banco de Chile. In 2022, this initiative enjoyed 99% participation from leadership and 98% at the employee level. The activity was given a net satisfaction score of 85%.
In addition, in November 2022 Banco de Chile held events to commemorate cybersecurity month and raise awareness among all employees about the importance of information security. A total of 9,534 people were trained on cybersecurity issues over a total of 26,535 hours
Compensation
During 2022, more than 47% of the workforce received a raise above cost-of-living adjustments. Of this percentage, 55% were women. For the year, the minimum salary at Banco for Chile was 2.25 times the legal minimum salary, thus preserving its competitive position in this area. On the other hand, gender gaps do exist at some levels, but they can be explained by length of service in that position. Male employees at Banco de Chile have 14.19% longer seniority than female employees, which causes salary differences as a result of more cost-of-living adjustments and increases related to collective bargaining
Banco de Chile offers its employees and their families a set of benefits designed to enhance their wellbeing by promoting and strengthening work-life balance.
Workplace Climate and Wellbeing
In addition, the bank reformulated the work climate survey into the Work Climate and Wellbeing Survey. It was conducted in September and addressed six dimensions: the bank, leadership, colleagues, personal environment and likelihood to recommend the bank as the best place to work and the best bank for customers. Ninety percent of employees took part.
Workplace climate satisfaction 92.23%
Support for Individuals
Banco de Chile offers its employees and their families a network of programs that promote work-life balance and overall wellbeing.
Benefits:
- Support
- Family
- Economy
- Life and health
- Free time
- Development
- Active Chile
- Point Bank
- Postnatal parental leave comes immediately after legal maternity leave. It cannot be waived and as a general rule is granted to the mother.
This leave has three main objectives: to guarantee the best care for children, to foster shared childcare responsibility between fathers and mothers and to facilitate better work/life balance for men and women in our country.
Banco de Chile grants the added benefit of paying the leave in advance. The amount is calculated based on fixed net compensation (base salary plus bonuses) with no legal cap and is paid on the 24th of the month. All employees with indefinite employment contracts, or otherwise according to collective bargaining agreements, are eligible for this benefit.
Use of Parental Leave
| Company | Women | HomMenbres | Total |
| Banchile Corredores de Seguros Ltda. | 4 | 0 | 4 |
| Banco de Chile | 191 | 1 | 192 |
| Overall total | 195 | 1 | 196 |
Social Registry Card
During the year, an internal tool containing employees’ socioeconomic data was rolled out to advise them on various external (government) and internal (bank) social benefits.
Internal Communications
During the first part of 2022 focused on permanently reinforcing care and prevention protocols for the COVID-19 health crisis through the Careful Commute (“Muévete con Precaución) campaign. As of October, once infection levels had decreased and the use of preventive measures had declined, the initiative evolved to Let's Keep Up Our Guard (“Sigamos Cuidándonos)”.
Other initiatives worth mentioning include the environmental campaign We are Naturally Blue (“Ser Azul está en Nuestra Naturaleza), as well as other high-impact initiatives for employees, such as Cybersecurity Month, Breast Cancer, Ethics Challenge, FAN Account, FAN Emprende, FAN Clan, Financial Education Month and, of course, the Teletón.
In December 2022, a bank-wide survey was conducted to gauge employee perception of the organization's internal communications, with a score of 90% net satisfaction.
Performance and Talent Management
Banco de Chile uses a change management methodology and a multi-directional methodology for periodically evaluating employee performance in order to guarantee the full development of its teams.
Feedback on Performance
The bank uses a top-down performance feedback model, which covers 100% of its employees and is composed of:
- Challenge Evaluation
- DNA Evaluation (Agile Evaluation) In addition, Banco de Chile has an ecosystem of tools and practices to promote a “culture of continuous feedback.” On top of enhancing performance, this ecosystem helps form bonds by building closer and more horizontal relationships:
- Agile Retro
- Gratitude
- Recognizing Collaboration
- Organizational Conversations
- Communities - Viva Engage
- Surveys
Change Management Methodology
Banco de Chile built a change management methodology to evaluate and manage implementation of new projects. It also guarantees a 360° evaluation of the assigned teams.
