The social development bank for Europe

Making sustainability everyday practice

Gender programme, well-being and recruitment


In 2018, following the approval of the CEB’s Gender Strategy, the Bank obtained EDGE Global Certification for Gender Equality. The Bank can proudly and formally count itself as part of a global community of organisations committed to giving equal opportunities to men and women in the workplace. 

In 2020, the Bank went through a recertification process which calls for an assessment every other year based on statistical data, evidence of CEB policies and practices related to equality, and employee perceptions. Therefore, staff members participated in an online staff survey by EDGE Strategy. Staff perceptions, by both men and women, have improved on the majority of topics. In fact, 83% of women and 87% of men agreed or strongly agreed that, during the pandemic, their immediate manager had given them the flexibility they needed to carry out their work without compromising their personal life.

A Gender Diversity Group brings together staff representatives from numerous CEB directorates and meets on a regular basis to advise on gender issues.

Overall, women accounted for 71% of the appointments in 2020, thus continuing the constant upward trend over the past five years; these appointments included professional-level staff (A-grades) and roles at the senior or management levels (grade A4 and above). In 2020, out of the 16 external hires, 11 were women and five were men. Out of the 11 externally hired women, one was hired at managerial level, six at professional level and four at support level. Out of the five men, four were hired at professional level and one at support level. The two posts open at managerial level were offered to women: one external recruitment (Director of Technical Assessment & Monitoring) and one internal promotion (Head of the Evaluation Office). This is aligned with the CEB’s Gender Diversity Strategy.

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Being accountable & transparent

The Office of the Chief Compliance Officer (OCCO) ensures that the prevention of money laundering, terrorist financing, harmful tax practices and the CEB’s commitment to high standards of integrity, ethics, anti-fraud and anti-corruption, are integrated into all phases of the Bank’s project cycle. Information security is a significant part of OCCO’s mandate, and is managed by the Chief Information Security Officer (CISO).

Awareness raising and training was among OCCO’s top priorities. A new e-learning tool on Personal Data Protection was also launched in 2020, using a novel Compliance Learning Management System enabling staff to access virtual learning material on various compliance topics. 

If you wish to raise an issue with OCCO, use: compliance[at] or OCCO-whistleblowing[at]

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Transparency, accountability and trust

In mid-2020, the Bank updated its Public Information Policy in order to strengthen the Policy’s three guiding principles: transparency, accountability and trust, while also aligning with the additional requirements of the EU Pillar Assessment.

While the website is going to be updated over the next months, information on the projects and grants approved are always available and up to date.

Procurement at the CEB

The organisation’s supply chain for its own operational needs is governed by the CEB’s Guidelines on the Internal Procurement of Services, Supplies and Works.

Moreover, the CEB’s Environmental and Social Safeguards Policy has now been complemented by the Environmental Statement, which underlines the importance of enhancing environmental and social considerations in procurement decisions for its own operational needs. 

In this respect, the existence of ecological labels or the use of environmentally friendly products (e.g. in cleaning services) is taken into account when selecting a provider.

The CEB’s own environmental footprint

The CEB’s approach for addressing its own environmental impact, and for setting priority areas for further improvement, is laid out in the Environmental Statement. At the Bank, the main focus is on responsibly handling business travel, waste management, office heating and cooling, materials consumption such as water, plastic and paper.

At end 2020, the CEB’s teams for facility management, procurement and corporate responsibility started a project with GreenFlex, the sustainability consultancy firm also assisting the Bank with annually evaluating its operational carbon emissions, in order to support the CEB with:

  • Drafting a sustainable procurement policy and procedure and phasing in of sustainable selection criteria where appropriate
  • Switching to renewable electricity for the Paris office
  • Identifying a suitable carbon offsetting mechanism.

Operational footprint in 2020

The environmental footprint of the Bank’s operations was strongly influenced by the pandemic and the lockdowns:

  • A 87% decrease in emissions from business travel
  • A 64% decrease in emissions from commuting
  • A 18% decrease in emissions from heating and cooling
  • A 4% increase in emissions from electricity consumption
  • A 61% increase in emissions from the purchase of IT equipment.

In total, the Bank’s greenhouse gas emissions for 2020 stand at 336 tonnes of CO2, representing 1.6 tCO2e/employee, down from 865 tonnes of CO2, or 4.2 tCO2e/employee for the previous year, according to the Bilan Carbone methodology. It is important to note that 2020 was an atypical year and it is unlikely that this drastic reduction in emissions can be reproduced next year.

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2020 Emissions employee