Our commitment to our

We are committed to supporting the growth and development of our people in order to fulfill our growth and transformation ambitions.

Our culture, vision and capabilities clearly define the behaviours and environment that are needed to deliver our Strategy for Growth. We are bringing our capabilities to life through our Leading for Growth development programme. People and Organisation Planning ensures our people strategy reflects our Strategy for Growth so we are able to identify high potential individuals and to understand how we can enhance and support our people further. Our people strategy focuses on creating a culture of high engagement, identifying and nurturing talent and empowering people to be the best they can be; from our senior leaders through to our operational teams of employees and agents. 

Through People and Organisation Planning we are able to identify high potential individuals and to understand how we can enhance and support them further.

Resourcing for the future

  • Bringing in new capabilities to resource our T4G programme and digital focus
  • Achieving greater diversity to reflect our international business and our current and future customer base
  • Building a robust and deep talent pipeline to support growth
  • Ensuring there is dedicated resource in place for major initiatives


  • Our Leadership for Growth development programme operates over two years and helps our leaders to understand and role-model behavioural excellence to drive the sustainable growth of the organisation.
  • Our Aspire programme aims at accelerating the progression of those identified as being in succession for key roles in the organisation.
  • We are developing a wider resource pool by introducing specific programmes such as the Credit Graduate Programme and Finance Future Leaders Programme.

Organisation design

We are maximising the benefits and opportunities of our T4G and acquisition programmes by ensuring that future technology improvements are aligned to a new organisational design.

Committed and engaged employees are more likely to be motivated to perform to the best of their ability. 

They are also more likely to stay and develop their careers with us and contribute to the success of the business. Being a good employer is a key part of running a successful business. We recognise that if our people are enthusiastic about working for us, it’s not only good for them, customers will benefit too. Only an engaged workforce can deliver world class customer service.

We focus on regular, open and two-way communication with employees and utilise internal communications mechanisms such as a company intranet, magazines, employee conferences and forums and suggestion schemes.

We monitor engagement through an annual engagement and culture survey conducted by Gallup which measures how well employees are engaged with the business and our Strategy for Growth. In 2015 we achieved a 77% completion rate by employees. The results of this survey allow us to organise targeted team workshops to address areas of strength and weakness and to make changes to the business where necessary.

We organise various engagement initiatives throughout the business including:

  • Employee awards in each of our business to recognise employees that are delivering excellently against our ethical and commercial values. Employees are nominated by their colleagues and have a chance to win a once-in-a-lifetime trip to our international awards presentation
  • Our Best Employer project in our Bulgarian business included an engagement road show and two engagement weeks featuring a number of team building activities
  • Our One Team Road shows in our Czech business see senior managers visit local branches to answer questions from employees
  • Our Bring Colour into your Life initiative in our Romanian business is based on six pillars of activity; health, development, recognition, fun in the team, family and be efficient
  • Our Hungarian business has twice been named Best Workplace at the Aon Hewitt Awards
  • Our Mexican business has been certified as a Great Place to Work

We are committed to diversity and take steps to ensure that our business processes encourage recruitment, selection and reward based purely on merit. 

We actively encourage gender diversity through our executive search criteria and target numbers of women on certain job shortlists. The IPF board has two female members (22% of total membership) and we also look to develop future talent through our Aspire Leadership programme with 34% female representation, our Finance Future Leaders Programme which is 62% female and our Credit Risk Management Graduate Programme which is 75% female.

Gender split 2015




7 (78%)

2 (22%)

Senior managers

166 (71%)

68 (29%)

All other employees

3555 (47%)

4080 (53%)

Throughout our business we get involved in a number of initiatives to help promote diversity including:

  • Our Polish business has signed the Diversity Charter in collaboration with the Responsible Business Forum. The charter, supported by the European Commission and adopted by several EU countries is a written commitment to implement effective solutions for promoting diversity in the workplace. We participate in regular meetings with other charter signees and organise activities such as ‘diversity day’ to promote employee engagement.
  • Our Mexican business is certified by the Mexican National Institute of Women against its “Model for Gender Equality” (MEG) which implements best diversity practices and promotes equality between men and women in the workplace.
  • Our Czech business works with Gender Studies, a non-governmental organisation that focuses on equal conditions for men and women, and carries out an annual audit of workplace practices and recruitment. We also work with Asistence o.p.s. a non-governmental organisation that supports assisted employment and focuses on equal working conditions for disabled people, and they carry out an audit of workplace conditions, practices and recruitment.
  • Our Hungarian business has produced a guide for maternity leave and young mothers to help them understand the process regarding maternity leave and reintegration into the business. Mothers returning from maternity leave may choose to work a six-hour day to help them balance work and family life.

We manage health and safety risks by means of a management framework, accident and incident reports, safety inspections, and risk assessments in all our branches and head offices. 

We have achieved certification against the ISO OSHAS 18001 occupational health and safety management system in all of our home credit markets.

How we manage safety at all levels of our business:

  • The Group Loss Prevention Committee sets policy and monitors performance. It reports every six months to the Country Management Team which is chaired by the Chief Executive Officer 
  • Each market has its own Safety Committee, responsible for monitoring safety and ensuring Group policy matches local legislation
  • Operational managers hold meetings at regional level and below to consult with workers, assess localised risks and deliver appropriate training and advice
  • A web-based portal helps improve timeliness and ease of reporting and provides an effective tool for managing group safety performance
  • A safety satisfaction survey allows us to obtain feedback from employees and agents. Issues can also be raised confidentially through the ‘speak up’ hotline
  • All employees and agents undergo a safety induction. We also provide refresher training and seasonal safety campaigns focussed on localised risks. A customised approach to health and safety training has been developed and rolled out through training modules for various roles and levels