Provide attractive and motivating working conditions
WORKFORCE
Employees
2,510
Management employees
52%
Permanent employees
91%
Average seniority
7.13
Employees who receive an annual assessment interview
99%
Loyalty of top-rated employees
96%
Employees who have taken their annual leave
69%
Subsidiaries with a CSST
100%
Renewal rate or staff turnover
12%
Staffing and staff turnover
As of December 31, 2022, the Orabank Group has 2,510 employees, compared to 2,263 in 2021, including:
- 2,213 permanent contracts compared with 2,063 in 2021 (+7%)
- 297 fixed-term contracts compared with 200 in 2021 (+48.5%).
The Group’s total workforce under direct contract increased by 11% compared to 2021, and +8.17% between 2021 and 2020.
Among the 2,510 employees in 2022, there were 1,325 “Senior staff” compared to 1,070 in 2021, 1,185 employees have non-management status compared to 1,193 in 2021. The number of managers has therefore increased by 23.83% compared to 2021 and the one of senior staff decreased by 1%.
Overall, recruitment remains linked to business development and the expansion of the branches. The strong growth of the Group thus required the establishment of new teams and/or the reinforcement of the teams already in place. As of December 31, 2022, the number of agencies or outlets across the Group was 181 compared to 171 in 2021. This means 10 more agencies, an increase of +5.85%.
In 2022, 393 employees were recruited compared to 316 in 2021. This represents an increase of +24.37% compared to 2021. Of the 393 entries, 190 employees received a permanent contract (48.35%) and 203 received a fixed-term contract (51.65%). A total of 242 men were recruited (61.58%) compared to 151 women, a rate of 38.42% of women recruited in 2022 compared to 40% in 2021 and 36% in 2020.
Efforts continue to achieve parity (50% of all recruitments are women) in the recruitment for each year.
The number of departures in 2022 remained constant at 147 as in 2021. Departures are divided as follows:
- Resignations: 93 compared to 87 employees in 2021, an increase of 7%.
- The entities that experienced more resignations were: Orabank Senegal (22 resignations compared to 9 in 2021), Orabank Mauritania (13 resignations compared to 9 in 2021), Orabank Togo (12 resignations compared to 4 in 2021), Orabank Guinea Bissau (9 compared to 3 in 2021), Orabank Côte d’Ivoire (9 resignations compared to 5 in 2021)
- Termination of contracts: 4 employees compared to 5 in 2021 this number refers to fixed-term contracts that have been completed and not renewed
- Redundancies: 21 compared to 11 in 2021, 10 more than in 2021
- Retirements: 12 employees (9 in Orabank Togo) compared to 20 employees in 2020
- Deaths: 3 employees compared to 7 in 2021 Posting/transfer: 9 employees compared to 4 employees in 2021 Lay-off requests: 1 employee compared to 9 in the previous year
- Suspensions: 3 employees compared to 1 in 2021
- Negotiated departures: 1 employee compared to 3 in 2021.
The turnover ‘turnover rate or turnover’, a ratio that allows an assessment of the turnover rate in an organization, is 11.93% compared to 11% in 2021. The highest turnover is in Orabank Senegal (24% versus 9% in 2021) and Orabank Mali (15% versus 9% in 2021).
The turnover related to resignations (resignation rate) remains stable for the Group as a whole and is 4.14% compared to 4.16% in 2021.
The total number of external staff at 31/12/2022 was 505 compared with 539 employees on 31/12/2021, a decrease of 3%. It should be noted that the Group has launched a policy for the gradual integration of high-performance interim staff (Orabank Senegal and Orabank Cote d’Ivoire).
On this basis, the cost of external staff in 2022 is estimated at CFAF 2,293,051,583 compared to CFAF 2,578,478,831 in 2021. This represents an 11.07% decrease in cost compared to 2021.
The total number of internships granted in 2022 is 979 compared to 989 in 2021. It should be remembered that most internships are professional and pre-employment internships. The number of internships fell to 750 in 2020 (Covid-19 effect).
In 2022 the average seniority in the Group is 7 years, 1 month, and 17 days (6 years, 8 months, and 8 days for men and 7 years, 8 months, and 23 days for women). It was 8 years, 2 months, and 16 days in 2021 and 6 years in 2020. The entities of Orabank Benin, Orabank Togo, Orabank Chad, Orabank Guinea, and Orabank Mauritania are those with a seniority greater than 7 years. The average age of the staff is 39 years, 5 months, and 26 days (39 years, 11 months, and 12 days for men and 38 years and 9 months for women). It has remained relatively stable for several years, despite recruitment. It was 38 years, 10 months, and 17 days in 2021 and 38 years, 11 months, and 12 days in 2020.
Social dialog with the social partners
In the different entities of the Group, we have staff and/or union representatives, for terms of 1 to 3 years depending on the legislation.
Overall, social dialog with these staff representatives remains cordial and the exchanges are constructive. The demands mainly concern salary issues, mobility and career management, training, and working conditions.
It should be emphasized that, despite the existence of these staff representatives with whom the management of each entity has periodic or ad hoc meetings depending on needs, periodic meetings are also organized with all staff (i.e. in person or online) in most entities in order to discuss various subjects affecting the lives of these entities and staff.
Working framework
Social Compliance
Orabank is committed to the principles established by the fundamental Conventions of the International Labor Organization (ILO), including the conventions on forced labor, minimum age at work, the abolition of child labor, discrimination in respect of employment and occupation, equal pay, respect for freedom of association and the right to organize and bargain.
Value chain engagement
The Group opposes trafficking in human beings, forced labor, child labor, all forms of exploitation, abuse, violence, and sexual or psychological harassment and has a zero-tolerance policy towards discrimination.
Respect for human rights by the Group’s suppliers and subcontractors is an integral part of the commitment criteria expected of them.
Preventing risks of human rights violations
In 2022, the Group identified and analyzed possible human rights violations in the conduct of its activities. This analysis is based on the Group’s risk management process. It appears from this analysis that no serious damage or regional disparity can be observed.
A Human Resources and Remuneration Committee (one of the specialized committees of the Board of Directors) is established in all Group entities to address key human capital management issues. A succession plan for the CODIRs is also in place in the various entities, to ensure effective forward management of the key posts, which are in particular the CODIR posts.
Compensation Management
Orabank is committed to being in the top quartile of banks offering the best working and compensation frameworks in its 12 countries of presence. In this context, the Group continues its efforts to progressively improve internal equity and external competitiveness in staff compensation. The remuneration system aims not only to promote collective performance but also to reward individual efforts.
The payroll (employer contributions excluded) on 31/12/2022 rose by 20.86% to 45,238,102,563 CFA francs. It was CFAF 37,430,299,751 in 2021 and CFAF 33,517,815,142 in 2020.
Retirement benefits
All Group entities contribute to social security funds or institutes for the basic pension of 100% of their employees, in accordance with the social legislation in force in each country. In addition to this basic pension, the Group entities also subscribe to a supplementary pension for all their staff under contract, with specialized organizations or insurance companies.
Benefits of financial support
Many countries also operate with social (or mutual) funds into which each employee contributes periodically, in order to be able to carry out social actions according to needs.
With the continued implementation of the amended credit policy in 2021, as of 31/12/2022, 1,952 outstanding to staff, for a total amount of 21,333,508,117 CFA francs. This amount was 16,869,336,796 FCFA for 1,658 credits in 2021 and 12,922,079,585 FCFA in 2020.
The total amount of credits granted and outstanding is up 26% compared to 2021, compared to 31% between 2021 and 2020.
Of the total amount of loans granted and outstanding loans in 2022, real estate loans for buildings (8,140,292,492) and equipment (12,31,797,070) together account for 96%.
Social actions
Like previous years, the Group also invest in 2022 in social works, taking into account conventional obligations and the policy in force within each entity.
For instance,, under these social works, all the Group entities still have subsidizing meals and/or equipped refectories, especially for staff lunch. For the most part, entities have chosen a ticketing solution, with tickets ranging in value from CFA francs 1,500 to 3,000 per ticket, depending on the country, subsidized in part or totally by each entity.
For 2022, the Group financed compulsory and conventional social works up to 111,041,359 FCFA, compared with 106,388,707 in 2021 and 116,966,087 FCFA in 2020. These compulsory social works mainly concern grants for family events (marriages, deaths, etc.), long service medals and certain bonuses linked to religious festivals. Non-compulsory social works, for their part, represent a total of 983,262,693 FCFA, compared to 655,425,314 FCFA in 2021 and 422,268,158 FCFA in 2020. These social works concern in particular the end-of-year celebrations, staff celebrations, gifts for staff children (Christmas party), the day of 8 March and catering subsidies.
In total, in 2022, the Group donated (compulsory and non-compulsory) a cumulative amount of 1,094,304,052 CFA francs compared with 761,809,021 in 2021, i.e. 44% increase (2.45% of the wage bill achieved in 2022).
SST Policy
The health control system put in place (obligation for medical certificates to be validated by the company doctor) works well in 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 working environment.
Occupational Health and Safety Committees (OSSCs) are established in all branches with the objective of holding OSSC meetings once a quarter. All subsidiary minutes shall be transmitted to the holding company to contribute to the improvement of working conditions and the preservation of the health of the staff. The tasks of the CSST sometimes depend on local regulations but generally include the following points:
Contribute to the protection of health and safety and to the improvement of working conditions;
Ensure compliance with legislative and regulatory requirements on hygiene, health, and safety at work;
Participate in the prevention of professional risks through awareness-raising actions;
Analyze the circumstances and causes of accidents at work and occupational illnesses.
The Group supports the work of the Health and Safety Committees (OSSCs) in each of its entities and adapts the working environment to the physical and psychological needs of employees. Sports or relaxation activities (fitness, football, walking, massage sessions, etc.) are offered in all or part of the entities, to promote better physical fitness of the employees and to fight against fatigue and stress. Particular emphasis is placed on the regular holding of CSST meetings and the implementation and monitoring of recommendations resulting from these meetings.
Awareness-raising activities and control activities of the Compliance Directorate, the Audit Directorate and the Operational Risk Management Department at the level of each entity also complement and make more effective the system in place to ensure the establishment and maintenance of good health and safety conditions for staff. With the global COVID-19 health crisis, the SSTC at Group level recommended in 2020 a series of measures to limit the risks of contamination.
In 2021, this committee met again to recommend the Panel’s official position on COVID-19 vaccination. The Group urged employees to get vaccinated to avoid developing severe forms of the disease if they do get infected.
CSST are in place in all countries. The challenge is to hold regular meetings of this Committee in each entity in order to make an effective contribution to improving
working conditions and the preservation of staff health.
Health costs
The minimum coverage rate in all entities under health insurance is 90%, except for Orabank Guinea, with a rate of 95%, in accordance with the Collective Agreement in force in that country. In Orabank Ivory Coast, COMEX members have 100% coverage while the rest of the staff is 90%. The holding company is at a rate of 100%, the same for all the managing and deputy managing directors of the Group.
In 2022, the total amount of premiums paid to insurers under the health policy amounts to 2,199,096,727 FCFA compared with 1,974,258,977 FCFA in 2021, an increase of 7% compared to 2021. This increase is due to the evolution of the numbers of the insured population which increases over the years (marriages, births).
In general, all Group health insurance contracts are carried by the broker Gras Savoye, with local insurers acting as relays in each country.
Prevention
The Group’s absenteeism rate at end-December 2022 was 2.37%, compared to 3.17% in 2021 and 2.45% in 2020. This rate is slightly declining, reflecting a significant decline in the COVID-19 pandemic and severe outcomes. More generally, it should be noted that the main reasons for absences recorded in 2022 are reasons for illness or accidents, maternity leave and subsequently personal reasons and authorized conventional absences (marriage, birth, death, etc.).
In 2022, 10 accidents were reported, including 5 commuting accidents and 5 workplace accidents (3 cases in Togo, 1 in Burkina Faso and 1 in Chad). As a reminder, there were 1 workplace accidents in 2021. The number of working days lost because of the various accidents amounts to 102 days, of which 81 days are lost for commuting accidents.