The efficiency and results-orientation of Exchange employees is one of the most important factors in achieving the Group’s strategic goals. The Exchange’s HR Policy aims to achieve three major objectives:
- involve, motivate and retain highly qualified staff and managers;
- support employees’ continuous professional development;
- create an atmosphere that supports employees’ personal development and enables the Exchange to achieve best results and achieve its strategic goals.
An important challenge for Moscow Exchange in 2020 was to safeguard the health of employees in the COVID-19 pandemic, while ensuring the smooth operation of Moscow Exchange’s trading and clearing systems and implementation of a number of major projects. As a technology company, Moscow Exchange is focused on developing IT systems and ensuring information security, which was the main driver of headcount growth in 2021 (+4.0%). Other drivers of headcount change in 2021 were the development of the Finuslugi platform (+2.3%) and workforce optimisation through centralisation of functions, which led to the closure of regional branches (-2.3%).
In line with applicable regulation and the MOEX Business Ethics Code, the Exchange practices equality of opportunity. The Business Ethics Code enshrines adherence to principles of equality with regard to the observance of labor rights as well as non-discrimination based on sex; race; skin color; nationality; language; national origin; financial, marital, social, and employment status; age; place of residence; religious orientation; beliefs; or membership or non-membership of any non-governmental association or social group. The Exchange respects the cultures, opinions and lifestyle of all of its employees, and categorically opposes any actions that could contribute to the creation of a threatening, hostile, insulting or humiliating atmosphere.
Total number of employees in 2021 by gender, (persons):
TRAINING AND DEVELOPMENT
One of the main approaches to staff training and development at the Exchange is flexibility. Training is quickly adapted to different formats. In 2021, for example, none of the planned training sessions were cancelled due to covid restrictions. The market is analysed and the best solutions for employee training are proposed: INSEAD, Skolkovo and THNK are business schools that have cooperated with Moscow Exchange for a number of years.
The professional training of employees is based on shorter planning cycles (individual development plans are updated quarterly instead of annually). This helps to adjust quickly and help the business achieve its goals. In 2021, 639 employees participated in various educational programmes and trainings.
In a remote working environment, additional emphasis was placed on open formats for training events to compensate for the lack of face-to-face communication with employees and to introduce them to new trends in various business areas in Russia and the world. In 2021, an average of 150 people attended the Let’s Talk IT, Development Week and MITAPs with external speakers. A total of 28 events were held in an open format for all employees of the Group.
Openness is another approach that the Exchange takes in staff training. Since 2021, strategic sessions significant to the company have been held in an open format with the opportunity for all Group employees to ask questions, express opinions on plans and goals, and become part of the team to work on initiatives.
An area of continuing relevance for the Exchange is the continuity of knowledge and functions in order to minimise personnel and operational risks. In 2021, the list of successors for key positions was updated, successor readiness was assessed, and a 3-year development plan was drawn up.
As part of the Group’s social policy to provide social security for its employees, Moscow Exchange provides social support and guarantees over and above the basic legal minimum. Corporate social support is provided in accordance with the Regulation on Employees’ Corporate Social Support. Priorities for social support include health care of employees and their relatives, maternity and support for children. All Group companies provide voluntary health insurance schemes and international medical insurance for their employees, as well as travel insurance policies including accident and sickness insurance.
In the COVID-19 pandemic, starting in February 2020, the Exchange continued to compensate for the loss of income of all employees who fall ill, regardless of the cause of the illness. In 2021, the Exchange continued to operate predominantly remotely, providing conditions to reduce the risks of employee illness. To support staff who needed to visit the office, regular (at least once a week) COVID-19 tests were organised in the office. Two mass antibody testing campaigns for all Group employees were also carried out. Employees and family members can be tested at home, if necessary, and are provided with masks, gloves and sanitizers.
The Group has a standing Social Committee which can provide financial assistance to employees in the event of an accident or force majeure not covered by insurance schemes.
OCCUPATIONAL SAFETY AND HEALTH PROTECTION
A responsible attitude to occupational safety is one of Moscow Exchange’s core principles. High occupational health and safety standards are maintained and employees are continuously trained to raise their awareness of occupational health and safety issues.
Moscow Exchange organises occupational safety briefings, including introductions to newly hired employees, as well as initial, refresher and unscheduled on-the-job briefings, and has all types of occupational safety and fire safety instructions in place. In 2021, 360 new employees competed the occupational safety induction course.
MOEX’s internal corporate portal contains instructions and provisions on occupational safety, as well as articles about health, and allows for remote learning on occupational safety topics. Last year, Moscow Exchange rolled out an interactive health and safety video training course in its Kislovsky office. The course is compulsory and covers key health and safety topics that should always be kept in mind.
21 managers received distance health and safety training at a certified training centre.
Annual monitoring of the implementation of sanitary and anti-epidemic and prophylactic measures is carried out.
During the coronavirus pandemic, Group employees working in the offices were provided with antiseptic agents, gloves, personal thermometers and medical masks. Air fumigators were purchased. Protective partitions were installed in workplaces to keep COVID-19 out. Employees with fever were not allowed to work in the office.
Prophylactic disinfection was carried out daily. Final disinfection of the premises as prescribed by Rospotrebnadzor was carried out in order to prevent the prevention and spread of a new coronavirus infection. COVID-19 testing of all employees present in the office and a campaign was conducted twice to test all employees in the Group for antibodies to COVID-19.
Employees who feel unwell or need urgent medical aid can be treated by in-house corporate doctors at their facilities in the Exchange’s offices.
In order to ensure and maintain safe working conditions and prevent occupational injuries and diseases, the Group as a whole identifies potential accidents and establishes procedures to deal with them, taking into account existing and emerging plans for accident response and recovery.