At KfW IPEX-Bank, as a project and export financier, we are not only shaping the future of mobility, the energy sector and infrastructure – we are also looking at your personal and professional future. Our goal: Foster talent, create prospects and take your career to the next level. Whether through tailor-made further training programmes, challenging projects with an international focus or our targeted promotion of young talent, we give you the support you need to unleash your full potential.
We rely on reactions and feedback in target agreements in the form of regular, time-defined cycle meetings with supervisors. This is when we discuss last year’s output and agree on targets for the coming period. There are also annual development discussions in which we agree on individual development areas and further training measures. Do you have your own career vision? Based on your in-depth experience, maybe you are looking for a new challenge in a different focus area? Talk to your manager about support opportunities and start your own personal career planning.
Our training catalogue covers a wide range of learning content – from in-depth banking knowledge to personal development, from data programming to agile working techniques and support on the path to a leadership position. Quick access to the right training courses is ensured by our own KfW IPEX-Bank Academy learning portal. This is how learning works today.
Recognising potential and promoting talent – this is what our personnel development is all about, which is intensively counteracting the ongoing shortage of skilled workers. Every year, we recruit ambitious young people and support them in their future field of work through our trainee programmes. At the same time, we strengthen our managers – and those who want to develop towards leadership – in their work and individual orientation. Our development programmes and individual advice help to achieve this as a starting point for targeted management development. For example, we consider management tandems to be a contemporary interpretation of responsibility: two people on a part-time basis perform a joint management function.
We promote women in leadership, e.g. through networking groups and special training offerings, and work with a quota to fill management positions with female employees. At the level of our management board, we are fully on track with a share of 75 percent. By the end of June 2027, we also want to achieve a balance at department management level (at least 40.0%), team management level (at least 40.5%) and on the Board of Supervisory Directors (at least 44.4%) and put women into positions of responsibility here. We also promote the social commitment of our employees. We support their involvement in associations and aid organisations by creating the conditions that make time for and reward social projects.
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