|Total number of training hours²||556 983||465 165||449 083
|Training hours per full-time employee (average FTE)²||37||32||31
|Training programmes in Ethics (number)³||3 070|
|Training programmes in Sustainability (number)||15 896
|Training programmes in Anti-money launder- ing and counter-terrorist financing (number)
|Number of advisors with Swedsec license 4
|| 4 023
|| 4 035
|Number of employees who completed the annual knowledge update (ÅKU) 4
1) The Board of Directors received training in 2015 in ethics and insider rules and in 2019 in new security laws and information and cybersecurity.
2) The number of training hours measures only how large a percentage of skills building is done through traditional training (e-training and classroom training). The table also includes savings banks.
3) Contains a section on anti-corruption policies and procedures.
4) Refers to Sweden.
|Employee survey, index||2019||2018||2017|
|Sustainable Employee Index¹||78|
|Recommendation Index Results/Comparison²
¹ The survey was revised in 2019, so no comparable data are available.
² Likelihood of recommending Swedbank as an employer outside the company (eNPS). 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 (%)
|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 (%)|
|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.
|Sick leave Sweden||3.7||3.6||3.6|
|Sick leave Estonia||1.5||1.5||1.1|
|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.
|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|
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.