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PZU employs best practices promulgating diversity and it cares about equal treatment for employees.
PZU confirmed its readiness to follow the diversity policy already in 2013 by joining the signatories of the Charter of Diversity – an international initiative under the patronage of the European Commission. In 2021, the PZU Group adopted the Human Rights Policy, in which one of the main goals was to build an organization that supports diversity.
Respecting human rights is assigned special significance in the pursued organizational culture policy. This involves counteracting mobbing and discrimination, offering equal opportunities to all employees regardless of their professional position in the PZU Group, sex, age, disability, race, religion, nationality, political convictions, union membership, ethnic origin, ethnic origin, denomination, sexual orientation, form of employment – for a specified or unspecified term, on a full-time or part-time basis while simultaneously respecting the right of assembly and the right to strike. Respecting the personal dignity of employees is an important aspect of organizational culture. “Best Practices of the PZU Group”, which are a code of ethics for all employees, promote mutual respect, cooperation and equal treatment, taking into account diversity of roles, character and personality traits.
Procedure for preventing undesirable conduct
Respecting individuality, equal treatment and prevention of discrimination are supported by the adopted procedures and undertaken initiatives:
- preventing mobbing and discrimination is supported by the Procedure for preventing undesirable conduct in the work environment – mobbing and discrimination, which provides for appointing an anti-mobbing and anti-discrimination commission to verify reports of inappropriate behavior having the features of mobbing or discrimination;
- ensuring equal treatment in employment opportunities and counteracting discrimination – support is given by the “Report an Incident” procedure enabling employees to report breaches through the intranet platform.
Supporting diversity
PZU provides its employees with equal opportunities for development to enhance their skills, being promoted and compensation, while having regard for employees’ individual potential, their accomplishments and work performance.
Principles supporting diversity and equal treatment span all career stages in the company, starting from the recruitment process to the duration of the employment relationship (employment terms, access to training and development-, opportunities to be promoted) to the termination of cooperation. Under focused recruitment in recruitment processes PZU observes principles of equal access to work for all. The rules of not discriminating on account of gender, age, disability, country of origin or other reasons are observed. Recruitment in PZU relies on the best possible match of candidates’ profiles to the requirements defined in the job description. Similarly, the very same principles are upheld in the Apprenticeship and Internship Program, with all parties enjoying equal access and treated in the very same manner.
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Employee groups by gender, age and other diversity factors converted into FTEs
The percentage of employees in each category in relation to the total number of PZU employees
| Employees by age and diversity | The percentage of employees in each category in relation to the total number of PZU employees | |||
| 2021 | 2022 | |||
| Women | Men | Women | Men | |
| < 30 years of age | 6.5% | 4.3% | 5.8% | 4.1% |
| 30-50 years | 42.5% | 28.1% | 42.6% | 27.7% |
| > 50 years of age | 9.4% | 9.2% | 10.1% | 9.7% |
| Total number per sex | 58.4% | 41.6% | 58.5% | 41.5% |
| Foreigners | 0.1% | 0.1% | 0.1% | 0.1% |
The percentage of employees in each category in relation to the total number of PZU Życie employees
| Employees by age and diversity | The percentage of employees in each category in relation to the total number of PZU Życie employees | |||
| 2021 | 2022 | |||
| Women | Men | Women | Men | |
| < 30 years of age | 6.4% | 3.3% | 5.8% | 3.2% |
| 30-50 years | 49.5% | 23.0% | 49.7% | 22.5% |
| > 50 years of age | 12.6% | 5.2% | 13.0% | 5.8% |
| Total number per sex | 68.5% | 31.5% | 68.5% | 31.5% |
| Foreigners | 0.0% | 0.1% | 0.1% | 0.1% |
| Employees by structure of employment | The percentage of employees in each category in relation to the total number of PZU employees | |||
| 2021 | 2022 | |||
| Women | Men | Women | Men | |
| Management position | 8.3% | 7.0% | 8.6% | 7.3% |
| Other employees | 50.1% | 34.6% | 49.9% | 34.2% |
| Total number per sex | 58.4% | 41.6% | 58.5% | 41.5% |
| Employees by structure of employment | The percentage of employees in each category in relation to the total number of PZU Życie employees | |||
| 2021 | 2022 | |||
| Women | Men | Women | Men | |
| Management position | 9.4% | 6.9% | 10.0% | 6.7% |
| Other employees | 59.1% | 24.6% | 58.5% | 24.8% |
| Total number per sex | 68.5% | 31.5% | 68.5% | 31.5% |
| Employees by structure of employment | The percentage of employees in each category in relation to the total number of PZU employees | |||||
| 2021 | 2022 | |||||
| < 30 years of age | 30-50 years | > 50 years of age | < 30 years of age | 30-50 years | > 50 years of age | |
| Management position | 0.2% | 12.5% | 2.7% | 0.3% | 12.7% | 2.9% |
| Other employees | 10.5% | 58.1% | 16.0% | 9.6% | 57.5% | 16.9% |
| Employees by structure of employment | The percentage of employees in each category in relation to the total number of PZU Życie employees | |||||
| 2021 | 2022 | |||||
| < 30 years of age | 30-50 years | > 50 years of age | < 30 years of age | 30-50 years | > 50 years of age | |
| Management position | 0.2% | 13.3% | 2.7% | 0.2% | 13.4% | 3.2% |
| Other employees | 9.5% | 59.2% | 15.2% | 8.8% | 58.8% | 15.6% |
Tapping into the potential of diversity
Diversity policy applied to the Management Board and the Supervisory Board of PZU
PZU is a company in which the State Treasury has a shareholding. Accordingly, the persons who sit in its managing bodies are selected in accordance with the statutory regulations applicable to these types of entities.
As regards qualifications and requirements for those occupying positions in management and supervisory bodies, PZU in particular takes into account the statutory criteria for education and professional experience adequate to the functions discharged on such positions in the entity conducting insurance activity. They are defined in the provisions of the Commercial Company Code of 15 September 2000, the Insurance and Reinsurance Activity Act of 11 September 2015 and the State Property Management Act of 16 December 2016. The Company adopted the Diversity Policy applied to members of PZU bodies under the resolution of the PZU’s Shareholder Meeting of 29 June 2022.
The purpose of the Policy is to strive to ensure high-quality implementation of the tasks by the Company by appointing competent members to PZU bodies, taking into account diversity of the compositions of its corporate bodies in terms of sex, age, profile of education, specialist knowledge and professional experience. By implementing the diversity strategy, PZU is widening its scope to conducting the Company’s operations, both in organizational and business terms, creating innovative, varied, integration and fair working environment. The implementation of the Policy helps it to satisfy the requirements of the “Best Practices of WSE Listed Companies”.
In Q2 2023, the Nomination and Compensation Committee will conduct the annual Policy review. Its results, consulted with the Management Board and the Supervisory Board, will be presented to the Shareholder Meeting until 30 June 2023.
In 2022, the Supervisory Board and the Management Board of PZU were composed of people of different ages and sexes, with various educational profiles and experience. The level of diversity as at 31 December 2022 is presented in the tables below.
Age and sex
| Supervisory Board | ||||||||
| 31 December 2021 | 31 December 2022 | |||||||
| number of people | % | number of people | % | |||||
| women | men | women | men | women | men | women | men | |
| < 30 years of age | 0 | 0 | 0.0% | 0.0% | 0 | 0 | 0% | 0.0% |
| 30-50 years of age | 1 | 6 | 9.0% | 55.0% | 1 | 5 | 9% | 46.0% |
| > 50 years of age | 1 | 3 | 9.0% | 27.0% | 1 | 4 | 9% | 36.0% |
| Total number per sex | 2 | 9 | 18.0% | 82.0% | 2 | 9 | 18.0% | 82.0% |
| Management Board | ||||||||
| 31 December 2021 | 31 December 2022 | |||||||
| number of people | % | number of people | % | |||||
| women | men | women | men | women | men | women | men | |
| < 30 years of age | 0 | 0 | 0.0% | 0.0% | 0 | 0 | 0% | 0.0% |
| 30-50 years of age | 2 | 4 | 25.0% | 50.0% | 2 | 5 | 25% | 62.5% |
| > 50 years of age | 1 | 1 | 12.5% | 12.5% | 1 | 0 | 13% | 0.0% |
| Total number per sex | 3 | 5 | 37.5% | 62.5% | 3 | 5 | 37.5% | 62.5% |
Education and specialist knowledge
| Education | Insurance, banking, finance | Management and marketing | Law | Economics | Other |
|---|---|---|---|---|---|
| Supervisory Board [number of people] | – | – | 3 | 4 | 4 |
| Management Board [number of people] | 3 | 1 | 4 | – | – |
| Certificates / academic titles and degrees | MBA | EMBA | ACCA | CQF | prof. | Ph.D. Hab. | Ph.D. |
|---|---|---|---|---|---|---|---|
| Supervisory Board | 1 | 1 | – | – | 2 | 5 | 2 |
| Management Board | 2 | 2 | 1 | 1 | – | 1 | 1 |
Professional experience
Diversity policy – subsidiaries
Pekao Bank adopted the “Gender Equality and Diversity Policy for Supervisory Board Members, Management Board Members and Key Officers at Bank Polska Kasa Opieki Spółka Akcyjna.” The document defines the Bank’s strategy for managing the diversity of its employees, including with regard to the appointment of Supervisory Board members, Management Board members and individuals discharging key functions within the Bank’s structures. The Gender Equality and Diversity Policy lays down the Bank’s guidelines aimed at empowering employees to manage their careers, reaching for success and evaluating their work on the basis of individual achievements, regardless of gender.
Initiatives were undertaken at Pekao Bank to strengthen diverse leadership and develop women in management positions. Under the “Bez cukru” program directed at women, female employees, who constitute almost 70% of the Bank’s personnel, had an opportunity to participate in numerous webinars personal and professional development, building their own brand, strengthening competences, programs aimed at developing technological and IT potential or ecological initiatives.
Alior Bank abides by: „Policy for the Selection and Assessment of Management Board Members” and the “Policy for the Selection and Assessment of Supervisory Board Members.” The purpose of both policies is to ensure diversity of Management Board and Supervisory Board members, for instance in terms of education, professional experience, age and gender, in particular by ensuring women’s participation in the process of selecting Management Board members and equal treatment of candidates regardless of gender.