The role of leaders to inspire and engage their employees has never been more important. In 2014, the bank therefore developed a new framework for senior leadership development to strengthen leadership capabilities and to support career mobility, succession planning and staff development activity. In 2014, 69 senior leaders took part in this process. The bank prioritized key risk-takers for the exercise as the suitability of current and future employees in what regulators consider to be key risk positions is of increasing importance.
Senior appointments are centrally coordinated to enhance the succession planning process and to support cross-divisional mobility, career development, the retention of key talent and a greater representation of women in leadership positions. To this end, 50 % of the internal top senior appointments resulted from cross-divisional moves and 63 % of the internal candidates were sourced from the bank’s succession planning process. Furthermore, 25 % of the senior leadership appointments made in 2014 were female Managing Directors, which had a positive impact on gender diversity in the bank’s senior management positions.