Impact of Insecurity on Human Capital: Financial Sector — BRH — HT

Sigles & Abbreviations

Introduction Contextualization Turnover Rates and Personnel Movements in the Banking Sector in 2022 and 2023 Survey Conducted in the Financial Sector Survey Conducted in the Financial Sector in April 2024

Methodological Aspects
Analysis of Results Conclusion and Perspectives Annex

TABLE OF CONTENTS

ATM Automated Teller Machines BRH Banque de la République d’Haïti DIGCP Direction de l’Inspection Générale des Caisses Populaires DSBIF Direction de la Supervision des Banques et des Institutions Financières US United States MA Monnaie et Analyse Économique SNIF Stratégie Nationale d’Inclusion Financière

ACRONYMS AND ABBREVIATIONS 4

I- INTRODUCTION 5

The Haitian economy has suffered the repercussions of several external and internal shocks that have hindered the dynamism of all economic sectors. Nevertheless, the tertiary sector is the one least affected due to the resilience of certain branches, notably "Financial and Insurance Activities." Indeed, this sector remained profitable despite the negative impacts stemming from the Covid-19 pandemic, climatic hazards, and socio-political disruptions that prevailed in recent years.

However, the deterioration of the security climate has severely tested the stability that has always characterized the financial sector. Already grappling with a long period of economic recession, the sector has suffered the repercussions of armed violence, with adverse consequences on the regular availability of financial services. Indeed, recent acts of vandalism, arson, and looting, among others, have resulted in significant financial losses and the closure of several bank branches and numerous service points for microfinance institutions, savings banks, and credit unions in the metropolitan region and in some provincial towns.

Simultaneously, waves of migration to the United States, Canada, the Dominican Republic, and certain Latin American countries (Brazil, Argentina, Chile, Nicaragua) intensified starting in 2022. This migratory process was facilitated by humanitarian and family reunification programs in 2023, leading to a significant brain drain, including skilled professionals. The financial sector was among the most affected by this phenomenon, suffering losses of experienced human resources that are difficult to replace. Recruitment efforts were nonetheless observed to maintain the availability and quality of customer services, while reflections are underway on strategies to favor the retention of executives and strengthen human capital within this sector. An assessment of the crisis costs for the financial sphere is therefore crucial given its importance, on the one hand, for the conduct of monetary policy, and on the other, for the National Strategy for Financial Inclusion (SNIF). 6

II- CONTEXTUALIZATION 7

TURNOVER RATES AND PERSONNEL MOVEMENTS IN THE BANKING SECTOR IN 2022 AND 2023

In order to assess the impact of the deterioration of the security situation and better understand the consequences of this adverse environment on the financial sector, the Central Bank undertook, during the 2021-2022 fiscal year, a data collection exercise among financial institutions. The information requested concerned: the evolution of the turnover rate of executives and the resignations recorded.

Chart 1 Financial Institutions Recorded in 2022 (in %) Source: BRH/MAE *n=32 Commercial Bank 37% Other 22% Non-bank Financial Institution 41% 8

According to information collected from human resources managers in 2022, the increase in the turnover rate is attributable to insecurity, among other personal reasons cited by resigning employees. The survey results also revealed that the age groups most affected by high turnover rates are those in the 30 to 39-year range, representing more than 70% of cases, as shown in Chart 2. Most of them have at least 10 years of experience, unlike those aged 21 to 29, who have 1 to 5 years of career in financial institutions.

Nevertheless, in 2021-2022 the turnover rate remained low. According to the majority of human resources managers at these financial institutions (95%), the recruitment rate targeting vacant positions was less than 15%.

Chart 2 Turnover Rate (n=32) Source: BRH/MAE 0% 10% 20% 30% 40% 50% Less than 1% Between 1% and less than 5% Between 5% and less than 10% Between 10% and less than 15% 15% and more 9

In 2023, the worsening of the insecurity climate continued to hinder the free circulation of production factors and goods. With a nearly 122% increase in kidnapping cases compared to 2022, family reunification programs, such as the "Humanitarian Parole" (Biden program), which became more attractive, marked a turning point in the wave of migration and are now the main path to improving living conditions. This migratory movement had adverse consequences on the human resources of most companies and institutions in the country. In order to assess the attrition rate of executives in the banking system in 2023, the BRH prepared a report on personnel movements using information collected from banking institutions.

According to the data collected, human resource losses, for all reasons combined, from October 2022 to December 2023, are estimated at more than 626 employees. Among them, there are up to 155 executives from a state bank and 136 from a private institution, representing 25% and 22% of the total departures in the banking system, respectively.

The number of monthly departures shows a cumulative upward trend from October 2022 to December 2023. Indeed, the number of executives resigning from the banking system reached twenty (20) in October 2022 and one hundred thirty-five (135) in April 2023. The analysis of resignation cases, taking into account hierarchy, reveals that the system lost executives at all levels, from security agents to department directors.

1 https://news.un.org/fr/story/2024/01/1142622

Chart 3 Age Groups Most Affected by Turnover Source: BRH/MAE 0 2 4 6 8 10 12 Less than 21 years 21 - 29 years 30 - 39 years 40 - 49 years 50 - 59 years 60+ years Commercial Bank Other Non-bank Financial Institution 10

Chart 4 Reasons for Executive Departures Source: BRH/DSBIF 300 250 200 150 100 50 0 255 7 186 20 158 Resignation for personal convenience Abandonment Emigration Dismissal Early Retirement

This investigation also covered the reasons for employee departures, particularly those who benefited from the humanitarian program put in place by the American government.

It should be noted that at the time of data collection, human resources managers at the institutions mentioned the difficulty of identifying departures due to emigration. Generally, resigning employees avoid being precise about the reason for their departure. Thus, three (3) out of the eight (8) banks in the system provided only the number of departures without specifying the reason. Consequently, these departures were recorded under the general reason of "resignation." Out of the six hundred twenty-six (626) departures recorded during the period, one hundred eighty-six (186) specified that they left their posts to emigrate to the United States or Canada, while two hundred fifty-five (255) employees submitted their resignation without stating a reason. 11

This loss of human capital, which represents 12.78% of the total workforce of 4,930 as of December 31, 2023, has had consequences on the sector's results. Although up by 6.34% over the period September 2022-September 2023, the Net Banking Income maintained a downward trend starting from June 2023. Thus, in a context of persistent external stress likely to exacerbate risks, the recruitment of new executives should occur at a high frequency in the coming months.

Chart 5 Personnel Movement in the Banking System Source: BRH/DSBIF 4,950.0 4,900.0 4,850.0 4,800.0 4,750.0 4,700.0 4,650.0 4,600.0 4,550.0 4,858.0 4,784.0 4,895.0 4,890.0 4,814.0 4,682.0 4,898.0 4,930.0 Sept. 2020 Sept. 2021 Sept. 2022 Dec. 2022 Mar. 2023 Jun. 2023 Sept. 2023 Dec. 2023 12

III- SURVEY CONDUCTED IN THE FINANCIAL SECTOR 13

Survey Conducted in the Financial Sector in April 2024 Methodological Aspects

In 2024, the deterioration of the security environment motivated the BRH to continue its investigations among financial institutions. This approach was aimed at collecting information that could guide decisions regarding the potential impacts of the economic climate on this sector.

The survey conducted between April 29 and May 15 targeted commercial banks and microfinance institutions and was sent to their managers. The objective of this investigation was to collect data on the impacts of the insecurity climate, human resource losses, and costs related to physical damage suffered by these financial entities. Consequently, the survey was conducted exhaustively. As a collection tool, a multiple-choice questionnaire of about fifteen questions was developed to gather the sought-after information. This document was validated by the managers of the supervision departments of these institutions. The questionnaire was then transcribed into a collection software before processing the received information.

Analysis of Results

The survey on the "Impact of Insecurity on the Financial Sector" aimed to identify and estimate the losses and damages recorded by financial institutions during the period from June 2023 to March 2024. The survey also allowed for an assessment of the incidence of sociopolitical instability on their human resources, as well as certain mitigation measures adopted by the affected institutions.

Thirty-nine (39) financial institutions responded to the questionnaire, representing a response rate of 54.2%. These thirty-nine institutions are distributed as follows: 84.6% are non-bank financial institutions; 12.8% are commercial banks; 100% are savings and housing banks. The response rate by type of financial institution is: 83% for commercial banks, 100% for savings and housing banks, 51% for non-bank financial institutions. 14

Table 1 Distribution of Financial Institutions by Type Source: BRH/MAE Institution Commercial Bank Savings and Housing Bank Non-Bank Financial Institution Total Quantity Percentage 5 1 33 39 12.8% 2.6% 84.6% 100%

Chart 6 Losses and Damages Related to Insecurity between June 2023 and March 2024 Source: BRH/MAE 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% No Yes Commercial Bank Savings and Housing Bank Non-bank Financial Institution Distribution of financial institutions reporting losses and damages related to insecurity between June 2023 and March 2024 51 18 15

According to information provided by the financial institutions that participated in the survey, all commercial banks and savings and housing banks recorded losses and damages to goods, equipment, and other assets during the study period. As for non-bank institutions, more than half (54.5%) reported being victims during the same period.

According to declarations from financial institution managers, all commercial banks were targets of looting. Furthermore, 2 out of 5 of them were victims of fires, and 4 out of 5 reported that their safes were taken from branches. Moreover, approximately 12.1% of non-bank financial institutions declared having been subjected to acts of looting, 6.1% highlighted the theft of their safe, and 48.5% indicated other types of losses and damages.

Among the other incidents reported are difficulties in carrying out customary transactions, such as savings collection, disbursements, refilling automated teller machines (ATMs) and safes at certain branches. They also mentioned the deterioration of portfolio quality, circumstances limiting the volume of daily withdrawals, the closure and transfer of certain branches, loss of contact with certain debtors, as well as motorcycle thefts and kidnappings.

On average, 4 branches of commercial banks suffered losses and damages related to the recent deterioration of the country's security conditions. The savings and housing bank that responded to the survey had one of its branches victimized by vandalism. In addition, two (2) of the branches of non-bank financial institutions reporting losses and damages are, on average, affected during incidents recorded from June 2023 to March 2024.

Table 2 Distribution of Financial Institutions by Recorded Losses and Damages Source: BRH/MAE Institution / Losses and Damages Commercial Bank Savings and Housing Bank Non-Bank Financial Institution Total Looting Fire Safe Other 5 0 4 9 100.0% 0.0% 12.1% 23.1% 2 0 0 2 4 0 2 6 1 1 16 18 16

Table 3 Distribution of Financial Institutions by Number of Damaged Branches Source: BRH/MAE Institution Commercial Bank Savings and Housing Bank Non-Bank Financial Institution Total Number of Damaged Branches (Average) 4 1 2 7

Chart 7 Estimated Cost of Recorded Losses and Damages Source: BRH/MAE 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% More than $75,000 US Between $50,000 and $75,000 US Between $25,000 and $50,000 US Less than $25,000 US Commercial Bank Savings and Housing Bank Non-bank Financial Institution Total Participants 4 0 1 0 1 3 1 4 7 1 6 Distribution of financial institutions by estimated cost of recorded losses and damages

Among the 14 financial institutions that were able to provide an estimate of the costs of losses and damages recorded during this period, half (7) indicated amounts exceeding $75,000 US. This situation concerns 4 out of 5 commercial banks (80%) and 3 out of 8 non-bank financial institutions (37.5%). One non-bank financial institution reported damages ranging from $50,000 to $75,000 US. Furthermore, the savings and housing bank, one commercial bank (20%), and 4 non-bank financial institutions recorded losses not exceeding $25,000 US. 17

All commercial banks as well as the savings and housing bank faced cases of resignation or job abandonment during the 9 months preceding the survey. Similarly, nearly 90% of non-bank financial institutions lost some of their personnel during the aforementioned period.

Overall, 75% of the institutions participating in the survey indicated having recorded between 1 to 25 resignations or job abandonments by their employees; 8% indicated losing between 26 and 50 employees, 5% between 51 and 100 employees, and 3% between 101 and 150 employees.

At the level of commercial banks, they indicated losing employees in each of the age brackets: one reported losing between 1 and 25 employees, two between 26 and 50 employees, one between 51 and 100 employees, and another between 101 and 150 employees.
The savings and housing bank reported losing between 1 and 25 employees.
Among non-bank financial institutions, 82% (27) reported losing between 1 and 25 employees, 3% (1) between 26 and 50 employees, and 3% (1) between 51 and 100 employees.

Chart 8 Cases of Resignation or Job Abandonment in Financial Institutions Source: BRH/MAE 35 30 25 20 15 10 5 0 No Yes Commercial Bank Savings and Housing Bank Non-bank Financial Institution Distribution of financial institutions reporting cases of resignation or job abandonment 51 4 29 18

The cases of resignation and abandonment experienced by financial institutions concern both the most experienced and those with limited years of experience, particularly those with between 5 and 10 years of experience, followed respectively by those with more than 10 years in the institution and then those with between 1 and 5 years of experience.

Table 4 Distribution of Financial Institutions by Number of Cases of Resignation or Job Abandonment Source: BRH/MAE Institution/ Cases of Resignation and/or Abandonment Commercial Bank Savings and Housing Bank Non-Bank Financial Institution Total No Resignation/ Abandonment 0 0 4 4 0.0% 0.0% 12.1% 10.3% 1 1 27 29 20.0% 100.0% 81.8% 74.4% 2 0 1 3 40.0% 0.0% 3.0% 7.7% 1 0 1 2 20.0% 0.0% 3.0% 5.1% 1 0 0 1 20.0% 0.0% 0.0% 2.6% 1 to 25 26 to 50 51 to 100 101 to 150

Chart 9 Years of Experience of Resigning Employees in Financial Institutions Source: BRH/MAE Total Participants More than ten years Between 5 and 10 years Between 1 and 5 years Less than one year Distribution of the number of years of experience of executives who resigned or abandoned various types of institutions Commercial Bank Savings and Housing Bank Non-bank Financial Institution 0 5 10 15 20 25 30 35 4 4 0 0 1 11 14 13 33 19

Recruitment of personnel within the institutions participating in the survey can be considered a mitigation response to the recorded human resource losses. Indeed, two-thirds (2/3) of the institutions stated that they lost and recruited personnel during the same period. The 5 commercial banks, the savings and housing bank, and 60% of non-bank institutions, i.e., 20 of them, reported having proceeded with recruitments.

Various strategies have been adopted by financial institutions to attract new skills. These include recommendations (46%), notices on digital platforms (46%), and partnerships with universities or professional schools (19.2%). Among other approaches mentioned are posters in their branch premises, promotions and internal recruitments, and public notices to partner institutions.

Chart 10 Recruitment of New Executives in Financial Institutions Source: BRH/MAE 35 30 25 20 15 10 5 0 No Yes Commercial Bank Savings and Housing Bank Non-bank Financial Institution Distribution of financial institutions that recruited new executives between June 2023 and March 2024 51 13 20 20

The recruitments carried out reflect the diversification of needs and organizational priorities. Indeed, recent hires reveal a marked prevalence in key areas: Customer Service (57.7%), Credit Officer (57.7%), Accounting and Finance (57.7%), IT and Technology (15.4%), Economist (3.8%), and Others (7.7%).

Chart 11 Recruitment Approaches Adopted by Financial Institutions Source: BRH/MAE Distribution of institutions that recruited new executives according to the recruitment approaches they adopted Commercial Bank Savings and Housing Bank Non-bank Financial Institution 0 5 10 15 20 25 30 35 2 6 10 2 2 11 5 2 1 2 2 Notices on digital platforms Notices in newspapers Other Partnership with universities or professional schools References Job Fair

Table 5 Distribution of Financial Institutions by Positions for Which They Recruited New Personnel Source: BRH/MAE Institution / Position of New Hires Commercial Bank Savings and Housing Bank Non-Bank Financial Institution Grand Total Customer Service Credit Officer IT and Technology Economist Accounting and Finance Other 4 1 10 15 80.0% 100.0% 50.0% 57.7% 3 1 11 15 60.0% 100.0% 55.0% 57.7% 4 4 80.0% 0.0% 0.0% 15.4% 1 1 0.0% 0.0% 5.0% 3.8% 5 9 14 100.0% 0.0% 45.0% 53.8% 5 1 9 15 100.0% 100.0% 45.0% 57.7%

While financial institutions did not hire any applicants under 25 years old, a large proportion, amounting to 88.5%, falls within the 25 to 34 age bracket, illustrating a pronounced choice for young and dynamic profiles within new professional cohorts. 21

Among the new hires, there is diversity in terms of education level to meet qualification and expertise needs. Only 6% of new hires are non-graduates, who are exclusively recruited by commercial banks. Graduates represent the majority of new employees, totaling 47%, of whom 81% are in non-bank financial institutions. Bachelor's degree holders constitute 32% of new employees, distributed between non-bank financial institutions at 64% and commercial banks at 36%. Finally, Master's degree holders or higher represent 15% of new hires and are distributed as follows: commercial banks (80%) and non-bank financial institutions (20%). These statistics highlight the importance of academic education level in the recruitment process for both commercial banks and non-bank financial institutions.

Table 6 Distribution of Financial Institutions by Age Bracket Source: BRH/MAE Institution / Age Bracket Commercial Bank Savings and Housing Bank Non-Bank Financial Institution Total Less than 25 years 25 to 34 years 35 to 44 years 45 years and more 0 14 1 0 0 1 0 0 0 13 1 0 0 28 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 2 0 0 14 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