Diversity management in the Bank pertains to all employees, its authorities and key managers. Diversity-related activities relate to many aspects of the activities of the Bank’s Group, and take into account respect for other people, equal treatment and the utilization of employee potential. Once a year, these initiatives are presented to the Supervisory Board and the Management Board of the Bank.
Diversity means that people are important irrespective of gender, age, health condition, sexual orientation, religion, marital status or country of origin.
Therefore, the following solutions were implemented within the framework of HR regulations, processes and policy:
Rules of ethics, counteracting discrimination and mobbing
The Bank’s Code of Ethics and Work Rules include provisions pertaining to, among other things, counteracting discrimination due to gender, age, disablement, race, religion, nationality, political views, trade union membership, ethnic origin, sexual orientation or due to employment for a fixed or indefinite period or on a full-time or part-time basis.
Recruitment standards consistent with the EU Employment Equality Directive
When carrying out recruitment projects, the Bank’s Group complies with provisions on equal treatment in employment and occupation. Processes related to candidate selection are based on objective grounds, and their subsequent stages are carried out in compliance with the agreed procedures and rules.
Job valuation based on objective criteria
The essence of the job valuation process in the Bank’s Group is the job valuation based on substantial criteria, which prevents discrimination.
Regulations on adjusting workstations for disabled staff
Principles for the implementation of occupational health and safety tasks, as well as technology and technical solution standards require implementing the steps necessary to adjust workstations for disabled staff.
The Bank’s Group employs and provides opportunities for pupils, students and graduates of secondary schools and universities with various profiles.
Competence model and employee appraisal system based on competencies and performance
Employee appraisals are carried out on an annual basis, based on a competence model including general corporate, leadership and specific competencies. Within the framework of the periodic appraisal system, every employee together with his/her superior agrees on an individual development plan during the periodic interview.
Diversity policy with respect to managers and supervisors as at 31 December 2017
Diversity management also pertains to members of the Supervisory Board and the Management Board of PKO Bank Polski SA and key managers. Managers and supervisors are persons of different gender, age and experience.
|Age||30-40 years||41-50 years||51-60 years||over 60 years|
|Years of services with PKO Bank Polski SA||up to 5 years||5-10 years||10-15 years||15-20 years||over 20 years|
The Bank’s aim is for every employee to have equal opportunities, be respected and accepted.
The Bank offers training on diversity management to the Managerial Staff of the Retail Sales Network to encourage the Bank’s managers to draw on the wealth of resources brought by diversity and the skilful management of people, enabling the elimination of unfavourable conduct and situations, while supporting those that are beneficial for the Bank and the employees and which generate added value. The basis for organizing such training by the Bank is the conviction that appropriate diversity management contributes to an increase in the efficiency of the work of the team, an improvement in the atmosphere at work, the retention of valuable, experienced employees at the Bank, and an improvement in innovativeness and creativity within the team.
Diversity of employment and salaries by gender
The percentage of women among the employees is very high in the Group, including the Bank (75% and 77% respectively). Although there are no women in the Bank’s Management Board, women are in the majority within the group of directors and managers (52% and 72% respectively). The share of women employed in non-managerial positions is the highest at the Bank, especially in branches (78% and 89% respectively).
Membership of the Supervisory Board and Management Board, by gender and the employment structure at the Bank by gender and group of positions, including branches (31/12/2017)
|BANK||Total||Share of women (%)|
|including the branches|
The average salaries of women represented 65% of the salaries of men at both the Bank and throughout the Group. This significant gender pay gap (throughout Poland, the index for 2016 was 84%) arises from the said employment structure at the Bank, where 43% of all Bank employees are women in non-managerial positions. The gender pay gap in the branches for individual groups of jobs is very small (the average ratio of women’s / men’s pay was over 90%). Among the managerial staff and directors, throughout the Bank, the difference is slightly higher than the average difference across the country (indices of 80% and 77% respectively); the level for the remaining employees – as mentioned – is disturbed by the employment structure.
The average salary at the Bank by gender and group of positions, including in the branches, in PLN (31/12/2017)
|BANK||Women||Men||Ratio of women’s salaries to men’s (%)|
|including the branches||4,705||6,122||77|
Note: the data does not include salaries of members of the Management Boards of the Group’s entities.
Policy on mobbing and discrimination
An inappropriate approach to diversity may be manifested in the form of discrimination, as well as mobbing.
The Bank’s policy regarding mobbing and discrimination is regulated in the internal regulations:
- Employment regulations;
- Principles for preventing mobbing.
According to the accepted rules, any conduct that can suggest the presence of mobbing is unacceptable. Furthermore, the Bank’s employees should take care of the culture of communications and respect their colleagues, subordinates and superiors.
Any employee who feels mobbed can report a problem within the interpersonal conflict resolution procedure or the procedure for reviewing mobbing complaints. Furthermore, a helpline has been activated for the Bank’s employees, the objective of which is to support the prevention of mobbing by providing information on mobbing, including in particular explaining what mobbing is. The helpline is staffed by external consultants and is anonymous.
Separate provisions regulate the procedure of reporting complaints about breaches of employee rights of the Bank’s employees (including through discrimination and harassment).
At the Bank, in 2017,
- seven complaints of mobbing were reported. In four cases, the investigations did not confirm the presence of mobbing; three complaints are still being reviewed.
- one complaint containing, among other things, an allegation of discrimination was reported.
No complaints of sexual harassment were recorded.
The Group’s entities also have the necessary solutions in their internal regulations guaranteeing compliance with the applicable law regarding the prevention of mobbing, discrimination and sexual harassment – in separate regulations or through appropriate provisions in the employment regulations. In 2017, two complaints were recorded in entities from the Group other than the Bank; the investigations did not confirm the allegations.
The Group, including the Bank, try to influence the observance of employee rights by its suppliers. In their participation in the tendering procedure, potential bidders declare that (among other things) they counteract any acts of a discriminatory or mobbing nature.
Disabled employees at the Group, including at the Bank (31/12/2017)
|Total||Share of women(%)||Share of total employment (%)|
|Number of people||277||75.5||1.0|
|Number of people in FTEs||269||75.9||0.9|
|including the BANK|
|Number of people||211||79.1||0.9|
|Number of people in FTEs||208||79.2||0.8|