Diversity and Inclusion
Good for our people, good for our business
As the bank of the European Union, we are committed to the EU’s objectives and values, and aspire to live up to one of its founding principles – United in diversity.
Diversity and Inclusion encompass everything that makes us who we are. We believe that encouraging colleagues to be comfortable bringing their identities to work is essential to the success and development of the Bank, and reflects Europe itself. Our diverse backgrounds, perspectives and passions help us shape the inclusive environment in which we work every day.
We champion diversity and inclusion not only because of the undeniable business benefits they bring, but also because we truly value their power to enrich our environment.
Strategy for Diversity and Inclusion at the EIB
An inclusive culture requires both action and commitment. We believe it is the responsibility of each and every one of us at the Bank to foster inclusion.
A diverse and inclusive workplace is the key to having higher performing colleagues, more innovative solutions and greater motivation and engagement.
We will realise our vision of a work environment where everyone contributes to the best of their ability through our 2018-2021 Strategy for Diversity and Inclusion, which is centred on three pillars:
- Protect
- Impact
- Invest
The three priority areas of our internal Diversity and Inclusion (D&I) Strategy echo those of the EIB Group Gender Strategy in Operations, which provides an overarching framework for embedding gender equality considerations and, in particular, women’s economic economic empowerment in the Group’s activities (click here to enlarge).
Read more: An overview of the Bank’s progress towards its diversity and inclusion objectives
Share of women at the EIB: evolution and 2021 target
Disability at the EIB
Here at the EIB we care about your different abilities and special needs. We support colleagues with disabilities through the recruitment process, the on-boarding and throughout their time at the Bank. We raise awareness through external and internal initiatives and regularly participate in careers fairs specific to people with disabilities to encourage you to apply.
Our colleagues with disabilities have already made significant contributions to reaching the Bank’s objectives. They also create inclusive teams and offer a different perspective on ways of working and collaborating that are beneficial to all.
Our disability@eib.org mailbox is a point of contact for any of you with a disability who would like further information or may require any reasonable adjustments during the selection process or after joining us.
Our diversity and inclusion partners
To reach our objective of a more inclusive workplace, we support our formal and staff-led groups – the main partners with whom we coordinate our activities and initiatives.
The Joint Committee on Equal Opportunities (COPEC)
COPEC (Comité Paritaire pour l’Égalité des Chances) is EIB’s independent committee promoting equal opportunities for all staff members. It consists of twelve delegates, six appointed by EIB’s department for personnel management and six by the Committee of Staff Representatives.
Within its responsibilities to promote and foster equal opportunities, COPEC can propose actions and initiatives to EIB’s department for personnel management and to the management committee; is consulted on proposals affecting personnel policy to be submitted to the management committee; monitors managerial selection processes; and raises awareness with regard to diversity and inclusion.
For further information about COPEC’s responsibilities and governance, please see the Convention of COPEC here.
As diversity and inclusion are key elements of corporate responsibility, the Corporate Responsibility Department actively supports the Bank’s D&I efforts and initiatives.
The Department further ensures that the Bank communicates appropriately on its diversity and inclusion policies and practises, both externally by publishing corporate responsibility documentation such as the Sustainability Report and by responding to information requests from external stakeholders, and internally through awareness-raising presentations to various audiences.
In addition, the following networks have been set up by staff as informal and collaborative fora to support specific communities:
- ConnectedWomen is a forum open to all women working within the EIB Group, as well as to everyone interested in gender diversity, and willing to share their experience and advice in a constructive manner. ConnectedWomen aims to develop practical solutions for everyday challenges encountered in the workplace.
- The LGBT+ network is open to all LGBT+ people in the Bank and to all interested in meeting and discussing with the LGBT+ staff community. The network aims to facilitate exchange among peers, protect against any kind of discrimination, support the Bank to raise awareness of LGBT+ issues and act to make the EIB Group an example of a tolerant, diverse and accepting employer of choice.
- enAble is a support network for colleagues living with a disability, caring for a person with a disability, a chronic illness or special needs, and for all motivated and interested staff. enAble aims to raise awareness and advocate for disability rights, in line with European and international legislation and with the motto of organisations representing persons with disabilities and carers: “Nothing about us without us.”
Find out more
A snapshot of diversity at the EIB
Today, on the International Day Against Homophobia, Transphobia and Biphobia (IDAHOT), we the EIB and the EIF (the EIB Group), remind ourselves that everyone should be able to enjoy the rights enshrined in the Universal Declaration of Human Rights and the Charter of Fundamental Rights of the European Union. Yet, because of their sexual orientation or gender identity, millions of people around the world are vulnerable to discrimination and even criminalisation. Gender identity and sexual orientation are essential to our human identity; LGBTIQ rights are human rights. This is true in the workplace and in society in general.
A career in Luxembourg for my partner and my family?
We understand it is not always easy to make the decision to move to another country, or even another continent, for a new job. This decision becomes even more difficult when it means that your partner and family will also have to pack up, find a new job and a new home and adjust to a new environment.
This is frequently the case for new employees at the European Investment Bank (EIB). For this reason, we decided to become a founding member of the International Dual Career Network (IDCN) Luxembourg. IDCN plays an important role in highlighting some of the many career opportunities that Luxembourg has to offer for dual-career partners. IDCN members are open to investigating career possibilities with people whose partners have accepted a job in Luxembourg with another IDCN member.
For further information about IDCN Luxembourg please see here.
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