SOCIETY

Optima bank recognizes that human resources diversity is a fundamental value for innovation, efficiency, and corporate responsibility. With the aim of creating a working environment where every employee feels accepted and equal, the bank has developed policies that promote a culture of diversity and inclusion. As a new, "simple, flexible and contemporary" bank that is willing to listen to and respond to critical societal issues, it has incorporated from its first day of operation the principle of equal opportunities in all internal processes, from recruitment to training and professional development.

 

For its employees:

The Bank has developed a comprehensive policy framework that promotes inclusion and equal treatment of all employees at all levels, aiming to create a healthy working environment. This framework includes equal opportunities policy, zero-tolerance policy for harassment or exclusion, Anonymous Reporting Policy, Sustainable development policy, and the ethical conduct and ethics code. The policy for the prevention of incidents of violence and harassment at work/complaint management policy aims to prevent such incidents in the workplace, protecting the well-being and safety of all employees. The aim of this policy is to prevent and combat all forms of violence and harassment that take place in the workplace, whether this is the designated workplace or any other place.

In addition, the sustainable development policy promotes respect for human rights and provides a non-discriminatory working environment, ensuring that every employee is valued, supported, and empowered appropriately to perform to their full potential. According to the unfair practices complaint policy, employees may additionally report any human rights violations and incidents of discrimination. Finally, the group by adopting the greek code of corporate governance and corporate governance practices, promotes transparency, accountability and sustainable operation.

 

Optima bank's recent inclusion in the UN Global Compact demonstrates its commitment to implementing the universal principles of sustainability and taking actions in support of the United Nations human rights goals.

 

Optima bank implements a zero-tolerance policy for any form of discrimination, exclusion or harassment and has established confidential communication channels for the anonymous reporting of possible concerns, as provided by the whistleblowing policy. Reports can be submitted either anonymously or by email to a specific email address. Reports include the following cases: violation of group policies, violations or conduct that damages the group's reputation, violation of the legal and regulatory framework, fraud, corruption, bribery, abuse of power, other unethical behavior, etc. These communication channels are always available, and any issues are addressed to the head of the internal audit division of Optima bank and then submitted to the audit committee.  The group ensures that all employees are aware of the content of the unfair practices complaints policy. The information is provided through the distribution of relevant material and the published information in a prominent place on the website of Optima bank and in the internal portal. Complaints are investigated promptly, ensuring that steps are taken to hold the person responsible accountable, protect the person submitting the concern or report, in accordance with legal requirements and the group's whistleblowing policy. At the same time, the group strengthens internal communication through meetings with employees, monitors the issues reported and addressed, and ensures the effectiveness of communication channels. 

 

Optima bank stands out for its consistent commitment to promoting gender equality in the workplace. In 2024, the percentage of women in the total staff amounted to 49%, and 37% respectively in positions of responsibility, indicating that the bank seeks equal representation and equal employment opportunities.

 

The bank has established a culture of mutual respect and is free of any form of discrimination. It supports the principle of equal pay, without discrimination or distinction in employment opportunities. Employee salaries are aligned with the staff's remuneration policy and consider multiple criteria. This policy applies universally to all group employees and is based on the principle of equal value, regardless of gender, age, or other characteristics.  The human resources division conducts regular monitoring to identify differences in pay between male and female employees. Once a difference is detected, its extent and underlying causes are assessed. This evaluation contributes to the development of a comprehensive record for future strategic planning and policy adjustments. Through these practices, Optima bank is committed not only to maintaining but also to systematically reducing the pay gap, in the context of equality, diversity and inclusion.

 

Optima bank recognizes the importance of women's empowerment and their participation in leadership positions, while strengthening their participation through skills development, mentoring, and professional advancement. It implements a dynamic set of actions, focusing on education, guidance, and professional development. In this context, the bank participated in Mastercard's initiative in collaboration with "Women on top" by empowering women through mentoring, as well as in the "International day of education", connecting employees with global educational activities. At the same time, awareness-raising initiatives are being carried out, such as the creation of personal online memorials on International Women's day, aimed at boosting their self-confidence. It is worth noting the high participation rate of women in these actions (84%), which reflects the positive impact of these actions.

 

 In the same direction for empowerment and equal treatment, Optima bank has made significant investments in the training of its human resources, increasing the average hours of training per employee from 7.56 hours in 2022 to 16.02 hours in 2024, with women receiving 15.74 hours and men 16.29, which proves the bank's commitment to equal access to professional development opportunities.  At the same time, expenditure on staff training increased from 84,978 to 126,000 euros.

 

 

Optima bank has adopted a human-centered approach to the management of its human resources, with special emphasis on supporting employees and their families. The work-life balance culture is strengthened through an extensive leave framework, which includes additional days of annual leave, leave for single-parent families, parental leave for new fathers, cumulative maternity leave and paid days of leave for first-degree relatives.  The "Family day" initiative allows employees to spend time with their loved ones by leaving work earlier for one day in May.

 

To address the critical issue of our country's demographics, additional incentives are given to employees who acquire new members in their families. Specifically, for each new member, the bank pays a bonus of €12,000 for one year, to support the raising of children. In addition, 100% of the remuneration for employees during parental leave is maintained, without reductions, which enhances family stability and job security. Finally, health policies include the provision of private insurance and comprehensive support and physical well-being programs.

 

 

For its customers:

Optima bank has undertaken several initiatives that ensure equal access to financial services for all, regardless of any kind of disability. In full compliance with Law 4994/2022 and Directive (EU) 2019/882 on the accessibility of products and services, the bank has adopted multiple solutions that ensure that every customer, whether in physical branches or through digital channels, enjoys a holistic and equitable banking experience.

 

For individuals with visual impairments, the bank offers the option to open an account and carry out transactions via digital onboarding without visiting a branch. Transactions are carried out with advanced authentication (3D authentication) without visual confirmation, while e-banking and mobile applications support screen recognition tools and voice guidance. In the branches, there is the possibility of online appointment scheduling, priority service accompanied by an employee, and exclusively designed spaces that ensure privacy. In addition, simplified text-to-speech processes and tools are provided.

 

 With regards to individuals with hearing disabilities, e-banking and mobile app services include the ability to submit questions through chatbots with instant automated answers, while the ability to open a bank account and issue cards without physical presence is also established, utilizing digital onboarding technology. In addition, there is scripting support for users with voice communication difficulties, while service through the call center is enhanced by the ability to connect with a representative who provides guidance, tailored to the needs of people with hearing disabilities.

 

Individuals with mobility disabilities are also served equally through physical and digital channels. Most branches have accessibility infrastructure (ramps, WC for people with disabilities), accompanied by a manager, quiet spaces, and the possibility of online meetings without physical presence, on top of this, most ATMs are accessible by people in wheelchairs. Finally, a contact form is provided on the website of Optima bank to ensure that services provided to people with disabilities are continuously improved.

 

The above-mentioned services are not limited to people with mobility or sensory disabilities but contribute to ensuring equal access for people with intellectual disabilities.  Through these adjustments, Optima bank makes it clear that financial inclusion is not only a legal obligation, but also a moral commitment to every individual, regardless of cognitive or functional limitations.

 

It should be noted that the operation of the new store in Komotini, signifies in a prominent way the bank’s support of inclusion and respect for vulnerable social groups. Komotini is considered by National and European bodies as the most accessible city in Greece for people with disabilities, while it has been recognized as a "city of accessibility" by the EU in the context of the Access city award. Optima bank, with its new branch in Komotini, not only enhances accessibility, strategically choosing a city that acts as a model of integration, but goes one step further, giving access to banking services and creating new jobs in a remote Greek city with very special characteristics.

 

Finally, it should be mentioned that the bank's financial investments in corporate responsibility actions increased from 58,991 euros in 2022, to 266,910 euros in 2024, which demonstrates Optima bank's commitment to a people-centric business model.