HUMAN RESOURCES
HR POLICY
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.
In 2023, MOEX’s main objectives were to retain human capital and ensure uninterrupted operation of the Group’s trading, clearing and other critical IT systems, as well as to staff new business areas to ensure the achievement of the Group’s strategic goals. The main driver of the Exchange’s headcount growth in 2023 was an increase in the number of personnel in such business areas as data monetisation and the development of the Finuslugi platform, as well as the launch of a new business area, Digital Assets. In 2023, the project launched a year earlier to centralise a number of back-office functions across the Group continued.
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.
2019 | 2020 | 2021 | 2022 | 2023 |
|---|---|---|---|---|
1,791 | 1,981 | 2,199 | 2,339 | 2,586 |
Total number of employees in 2023 by gender, (persons):
LEARNING AND DEVELOPMENT
The company’s approach to employee skills development can be described in the fundamental criteria:
- Flexibility and affordability of training: training planning, based on the collection of needs every quarter, makes it possible to tailor training programmes to the specific needs and professional interests of employees, facilitating their personal and career development. The priority for the training decision for an employee is the need for new skills to fulfil strategy and tactical objectives, rather than the cost of training, which ensures a high level of accessibility and the possibility of comprehensive development of skills and competences.
- Compliance with the company’s strategy: when designing training programmes, the employee profile is taken into account, as well as the assessment of competencies required to achieve the company’s goals, implement innovative projects, and improve the efficiency of processes. Employees are provided with an environment that helps them to apply what they have learnt in training, learn from expert colleagues and evolve in the workplace.
- Adaptability: regular collection of feedback from employees after training programmes allows the pool of training providers and educational courses to be adapted and improved, making them more relevant and effective.
Investment in the development of personnel: The Group demonstrates its commitment to investing in its employees as a key element of its sustainability strategy. In 2023, 980 employees of the Group received various types of training, and 255 employees upgraded their qualifications and received relevant certificates.
The Group will continue to introduce new training technologies and methods, expand the range of training programmes, and strengthen the link between training and employees’ career development.
SOCIAL SUPPORT
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.
Shared workspaces and additional meeting and co-working spaces have been actively developed to ensure the best possible working conditions. Corporate sports clubs were active, participating in football, hockey, running and triathlon competitions. The office gym was reopened and yoga classes are held for those wishing to attend. Corporate chess and table tennis tournaments were held.
The Group has formed a pool of the most professional
OCCUPATIONAL SAFETY AND HEALTH PROTECTION
The lives and health of the Group’s employees are of the highest value to the Company. Therefore, one of the fundamental principles of doing business is to deal responsibly with occupational health and safety issues. The Exchange has introduced and operates an occupational safety management system (OSMS), which is a set of procedures and documents regulating the policy, goals and objectives in the field of occupational safety. The OSMS makes it possible to reduce or eliminate the risks of accidents and incidents resulting in serious consequences for employees and the Exchange as a whole. There were no accidents in 2023.
As part of the OSMS, the Exchange organises and conducts various types of briefings on occupational health and safety, fire safety, electrical safety and emergency situations, and works on their automation. Occupational safety training for Exchange employees is organised regularly and conducted by a specialised training centre. Thus, the competences of employees are maintained at an appropriate level and constantly improved.
On an annual basis, the Exchange approves and implements a plan of measures to improve working conditions and safety. The main ones are: preliminary, periodic medical examinations, psychiatric examination of certain categories of employees; pre-trip medical examinations of the Exchange’s drivers; a special assessment of working conditions, as well as identifying hazards and assessing occupational risks at the workplaces of the Exchange’s employees. According to the results of a special assessment of working conditions conducted by a specialised organisation, harmful and hazardous working conditions at the Exchange’s workplaces were not identified, on the basis of which the Exchange’s workplaces were assigned the second class of working conditions.
Twice a year the Exchange conducts training on evacuation in case of fire. This is an important exercise to practise staff evacuation actions in the event of a fire, including practising staff actions in accordance with the evacuation plan, as well as keeping staff in a state of ‘ready to act’ at all times in a real fire.