In particular, we see significant progress in sensitive indicators such as the return to work of parents and their stability after returning to work. The return to parents in the Czech banking sector reached 61% at the end of 2024, which is in line with the European average. There is a significant shift in the stabilisation of employees one year after their return, which has risen from 50% in 2022 to the current 85%, catching up with developed markets.

More balanced representation of women in management

Women's representation in bank management has held steady at 43% over the long term. While the growth momentum here has stalled, the sector is still sticking to the benchmark and looking at new ways to further support women's career progression, particularly at senior levels. Traditionally, the highest proportion of women remains in B4 core roles (60%), but the B3 and B2 segments have managed to maintain this at 41% and 29% respectively. The development confirms that diversity in leadership is an area that requires long-term nurturing and targeted talent development programmes.

Diversity in banking