WORKFORCE

Employee KPI

2,092

employees

2020
2019
2018
+4%

46%

executive employees

2020
2019
2018
+8%

94%

employees with permanent labour contract

2020
2019
2018
-1%

6 years

of average length of service

2020
2019
2018
-7%

100%

employees had an annual interview

2020
2019
2018
=

96%

top-rated employees are loyal

2020
2019
2018
+2%

7%

staff turnover rate

2020
2019
2018
-35%

91%

employees took their annual leave

2020
2019
2018
-9%

100%

subsidiaries have an OHSC

2020
2019
2018
=

2.45%

of absenteeism rate

2020
2019
2018
-18%

Social report

Our key social indicators.
Publications
Staff and turnover
As of 31 December 2020, the Orabank Group workforce is composed of 2,092 employees, including 1,959 on permanent contracts compared to 1,776 in 2019 and 133 on fixed-term contracts compared to 239 in 2019, which indicates the conversion of some fixed-term contracts in permanent contracts. Among the 2,092 employees in 2020, there are 955 executives compared to 852 in 2019 and 1,137 employees in non-executive positions compared to 1,163 in 2019. The Group’s total workforce has therefore increased by 4% (compared to 2019) compared to 8.5% between 2019 and 2018 and 2.5% between 2018 and 2017.
In 2020 as a whole, 186 employees were recruited compared to 276 in 2019, a decrease in recruitment of 33% compared to the previous year. The decrease in recruitment is explained by the slowdown in banking activity, which is strongly marked by the health crisis. Of the 186 entries, 110 employees benefit from a permanent contract and 76 are recruited on a fixed-term contract.

Social dialog

Social dialog with social partners
Orabank is committed to maintaining an open and constructive social dialog. Staff delegates are in place in all banks and have mandates of 1 to 3 years according to legislation. Overall, the social dialog with the social partners remains cordial and the exchanges are sustained and constructive.
The demands are mainly on salaries (salaries, benefits, staff loans…) and working conditions (space problem in the premises, team organization, internal communication…). In 2019, the mandate of the delegates was renewed in Oragroup and Guinea Conakry, and further office renewals for the staff delegates are planned for 2020. In 2020, the mandate of the delegates was renewed in Gabon, Chad, Burkina Faso and Côte d’Ivoire. The renewal had to be postponed in Mauritania due to lack of candidates.

Working framework

Working environment and remuneration

Social compliance

Orabank is committed to the principles set out in the core conventions of the International Labor Organization (ILO). The Group aims to respect the principles set out in the core conventions of the International Labor Organization (ILO), including the conventions on forced labor, the minimum age at work, the abolition of child labor, discrimination in employment and occupation, equal pay, respect for freedom of association and the right to organize and negotiate.
A Human Resources and Remuneration Committee (one of the specialized committees of the Board of Directors) is established in all the entities of the Group, to address major issues related to human capital management. A succession plan for CODIR is also in place in the various entities to ensure effective forecasting of key positions, including CODIR positions. In 2020, and despite the impact of the Covid-19 health crisis, the Group continued the process of implementing human capital management and development tools at each of its entities.

Compensation Framework

Orabank is committed to being in the first quartile of banks offering the best working and remuneration frameworks in its presence markets. Within this framework, the Group continues its efforts to progressively improve internal equity and external competitiveness in staff compensation. The compensation system in place not only promotes collective performance but also rewards individual efforts.
The annual payroll provides a numerical account of the implementation of the Group’s remuneration policy. In 2020, the Payroll increased by 7.21% to FCFA 32,712,195,581.
It was FCFA 30,510,893,271 at 31/12/2019 compared to FCFA 28,816,080,919 at 31/12/2018. It should be noted that this payroll does not take account of employer expenses and includes gross salaries, including premiums received by all employees of subsidiaries and branches and holding companies.

Pension benefits

All Group entities contribute to the basic retirement of their employees (100% of staff), in accordance with the social legislation in force in each country. These contributions are made to the Funds or Institutes of Security or Social Security of each country. In addition to this basic retirement, the Group’s entities also subscribe to a supplementary pension for all their staff (100%) under contract.
Contributions for supplementary retirement are made to specialized agencies or insurance companies.

Benefits of financial assistance

In 2020, 1,780 staff credits were recorded for a total amount of FCFA 12,922,079,585. This amount was 9,145,343,162 FCFA for 1,397 credits in 2019 and 11,166,751,553 FCFA in 2018. The number of credits granted increased by 41.3% compared to 2019. Of the 12,922,079,585 CFA FCFA of credits in 2020, real estate loans (5,012,719 272 FCFA) and equipment credits (7,048,072,642 FCFA) together account for 93.3%. In 2020, the group financed social works for a cumulative amount of 539 million FCFA (2% of the Payroll).
Many countries also operate with social funds (or mutual funds) in which each employee contributes so that they can carry out social actions as needed. In addition, there are mutual funds that operate through a periodic staff assessment to finance certain social actions.

Social benefits

Social benefits
Under social works, all the entities of the group now have solutions to subsidize meals and/or equipped refectories, including for the lunch of staff. For the most part, the entities have chosen a ticket book solution, worth between 1,500 and 3,000 CFA francs per unit, depending on the country. Each entity partially subsidizes the purchase of these tickets by staff.
100% of countries with meal allowances and/or equipped refectories.

SST Policy

Occupational Health and Safety System
The health monitoring system in place (with mandatory validation of medical certificates by the company doctor) works well at the level of the different entities of the group. Orabank is committed to providing a model of quality of life at work and balance with personal life. The Group implements policies and processes to promote and maintain the health, safety and well-being of employees by limiting and reducing occupational risks in the work environment.
Occupational Health and Safety Committees (OHSCs) are established in all subsidiaries with the objective of holding meetings of these committees once a quarter. All minutes of meeting of the subsidiaries are transmitted to the holding company in order to contribute to the improvement of working conditions and the preservation of the health of the staff. OHSCs’ missions sometimes depend on local regulations, but generally include the following:
  • Contribute to the protection of health and safety and to the improvement of working conditions
  • Ensure compliance with legislative and regulatory requirements on occupational health, health and safety
  • Participate in the prevention of occupational risks through awareness-raising actions
  • Analyze the circumstances and causes of work accidents and occupational diseases.
The Group supports the work of the Occupational Health and Safety Committees (OHSCs) in each of its entities and adapts the working environment to the physical and psychological needs of its employees. Sports or relaxation activities (fitness, football, walking, massage sessions, etc.) are offered in all or part of the entities, to promote a better physical fitness of the employees and combat fatigue and stress. Particular emphasis is placed on the regular holding of OHSCs meetings and the implementation and follow-up of recommendations.
The awareness and monitoring activities of the Compliance Department, the Audit Department and the Department for the Operational Risk Management at the entity level, also make more effective the system in place to ensure the establishment and maintenance of good health and safety conditions for staff. Within the framework of the management of the Covid-19 health crisis, the Group’s OHSC met as early as March 2020, to take measures to be applied within the entities in order to limit or reduce the risks of disease spread and preserve the health of staff and customers. The Unit has also established a crisis committee to monitor the situation within the various entities and to take appropriate action on the basis of the information provided.

SST Training

Occupational Health and Safety Training
During the installation of CSSTs, training is organized for members on occupational health and safety. Information and awareness-raising sessions on various aspects of occupational health and safety are also being initiated for staff from different entities.

Health costs

Health costs
Health costs are covered at least 80% in the Group. Since 2018, Orabank Côte d’Ivoire has paid 90% of the costs. The Guinean subsidiary and the holding company are respectively 95% (in accordance with the Collective Agreement in force in that country) and 100%. In general, all the Group’s health insurance contracts are carried by a single broker, with local insurers acting as a relay in each country.
For the year 2020, the amount of health costs incurred is 1,656,704,674 FCFA for the Group as a whole, compared to 1,509,240,570 FCFA in 2019 (a 10% increase in health costs). In 2018, this expenditure amounted to FCFA 1,388,773,393. There has been a steady increase in these costs, due to changes in staff numbers and family situation over the years and the context of the health crisis.

Prevention

Prevention of stress-related personnel
In addition to the prevention actions initiated by CSSTs and corporate doctors at the entity level, the Group has made available to all staff on its digital campus training modules and educational content for the effective management of activities, teams and client relationships, in order to minimize the various risks inherent in banking activities.

Absenteeism

Diseases
At the end of December 2020 the Group’s absenteeism rate is 2.5%, compared to 3% in 2019 and 2.8% in 2018. The absenteeism rate has slightly decreased, due to the control system in place (mandatory validation of medical certificates by the company doctor) that works well at the level of the various entities of the group. Indeed, the main absence reasons recorded in 2020 are maternity leaves, sickness or accidents, and then personal reasons and authorized conventional absences (marriage, birth, death …).
In 2020, 13 work accidents were recorded, including 9 on work ride and 4 at the workplace (2 in Benin and 2 in Chad). As a result, there were 4 cases of accidents at work in 2020, compared to 3 in 2019. Following these accidents, the number of days off work in 2020 was 366 days, compared to 91 in 2019, with 337 days for Benin alone.