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Social reporting

Internal training¹ 2018 2017 2016
Total number of training hours 465 165 449 083
362 349
Training hours per full-time employee (average FTE) 32 31
24
Training programs in environment, sustainability, code of conduct and
money laundering (number)
3 456 12 204
9 299
Training programs in sustainable banking as well as money laundering
and terrorist financing (number)
25 743 3 158
5 266

¹ The number of training hours measures only how large a percentage of skills-building activities is through traditional training (e-training and classroom training). The table also includes the savings banks.

Employee survey, index 2018 2017 2016
Engagement index, Results/Comparison¹
- 84 82
Recommendation Index Results/Comparison² 
24 21 15
Leadership index, Results/Comparison¹ - 85 85

¹ Swedbank revised its employee survey in 2018, so no comparable data are available
² Likelihood of recommending Swedbank as an employer externally, calculated on a scale of 0–10, where the share of negative responses (0-6) is subtracted from the share of positive responses (9–10).

 

Gender distribution for all employees,
Group Executive Committee and
Board of Directors (%)

2018

Female

2018

Men

2017

Female

2017

Men

2016

Female

2016

Men

All employees 63 37 64 36 64 36
Swedbank’s Board of Directors 50 50 45 55 50 50
Group Executive Committee incl. CEO 41 59 42 58 31 69
Group Executive Committee and their respective management teams 37 63 41 59 32 68
Boards of Directors in the entire Group incl. subsidiaries 45 55 46 54 45 55
Senior executives in the entire Group incl. subsidiaries 34 66 41 59 41 59
Gender equality and diversity 2018 2017 2016
Rate of employee turnover by gender (%)      
men 10.8 11.4 9.1
women 9.2 10.0 9.2
Wage difference women vs. men, management positions (%)¹ ² -32 -33 -35
Wage difference women vs. men, specialists by country (%), Group Total² -34 -37 -38

¹Includes management positions at every level. HR responsibility is the common denominator.
²The table does not take into consideration either profession or management level. One reason for the differences may be that men still hold more management positions at a higher level with higher salaries.

Sustainable employees 2018 2017 2016
Sick leave Sweden 3.7 3.6 3.6
Sick leave Estonia 1.5 1.5 1.1
Sick-leave Latvia 2.5 2.3 2.2
Sick leave Lithuania 1.8 1.6 1.8
Sick leave Group 2.9 2.8 2.8

¹ Refers to the Swedish operations. Long-term healthy refer to employees with a maximum of five working days of sick leave during a rolling 12 month period.

Labour/management relations Units 2018 2017 2016
Percentage of employees with collective or local agreement or covered by Labour law - Sweden¹ % 100 100 100
Percentage of employees covered by collective bargaining agreements (100% in Sweden and Lithuania) % 69 69 69

¹ The members of the Group Executive Committee are not covered by collective agreements (except the holiday regulations) and the Act on Employment Protection.

Paid parental leave  
Country Parental leave contributions
Sweden 

10% of the salary up to 10 price base amounts (maximum 360 days)

Estonia 100% of the income (subject to social tax earned) in the calendar year prior to the day on which the right to the benefit arose but not more than 3319,80 euros per month for the maximum 435 days.
Latvia 70% of the average salary, but not less than 171 EUR/month*
Lithuania 100% of the salary if the employee get state benefit up to the day the child reaches one year**

*If the employee will choose to get state benefit up to the day the child reaches the age of one year, the parent's benefit will be 60% of the average wage and 43,75% if the employee choses to get state benefit until the child reaches the age of one and a half.
** In alternative, 70% of the salary the first year if the employee get state benefit up to the day the child turns 2 years and 40% of the salary the second year.