In line with the ESG Strategy , the Bank’s priority is to integrate ESG factors into the incentive system of the Bank’s key management personnel and to strengthen gender equality. The Bank intends to achieve this through the integration of ESG factors into the incentive system of the Bank’s Management Board and key management personnel, an annual performance appraisal based on the achievement of targets, an annual salary review, and a succession plan and development programs to support the professional development of women. The Bank declares the development of networking activities and mentoring programmes for women, while continuing to reduce the gender pay gap. Pekao’s priority will be to maintain a balanced number of women and men in managerial positions. Providing flexible work arrangements and supporting worklife balance will remain important.
The Bank has a gender equality and diversity policy with regard to members of the Supervisory Board, members of the Management Board and persons holding Key Functions at Bank Polska Kasa Opieki Spółka Akcyjna (Gender equality and diversity policy), which defines the strategy for managing diversity of the Bank’s employees, including diversity with regard to the appointment of members of the Supervisory Board, members of the Management Board and persons performing Key Functions at the Bank. The Gender Equality and Diversity Policy defines guidelines to ensure that Bank employees are able to manage their careers, achieve success, and have their work evaluated based on individual performance, regardless of gender. The purpose of the Bank’s diversity strategy, as referred to in the Gender Equality and Diversity Policy, is to ensure high quality performance by the Bank’s employees, including the selection of competent persons to perform functions in the Supervisory Board, the Management Board and Key Functions in the Bank, using objective merit criteria in the first instance and taking into account the benefits of diversity.
Gender equality provides opportunities for Bank employees to manage their careers, achieve success, and have their work evaluated based on individual performance, regardless of gender. The Gender Equality Guidelines apply to all HR processes implemented by the Human Resources Division and specify:
- striving to ensure the representation of both genders in external recruitment processes, by preparing lists of recommended candidates, which include at least one candidate of each gender,
- striving to ensure the representation of both genders in internal recruitment processes, by preparing lists of recommended candidates for a given position, which contain at least one candidate of each gender,
- eliminating discriminatory gender criteria in the preparation of job offers and job descriptions,
- informing external partners operating in the areas of recruitment and training (temporary work agencies, recruitment agencies, employment agencies, public employment agencies/employment offices, head-hunting agencies) about the scope and content of the implemented Gender Equality and Diversity Policy and the Bank’s commitment to its objectives,
- and other development activities during work) regardless of gender, taking into account job responsibilities, efficiency, professional potential in accordance with the organizational needs, standards and criteria of the Bank, defined by separate internal regulations,
- ensuring equal treatment of Bank employees with respect to remuneration and additional benefits, irrespective of gender, in accordance with the Remuneration Policy of Bank Polska Kasa Opieki Spółka Akcyjna and generally applicable provisions of law in this respect,
- promoting work-life balance for employees by taking advantage of opportunities provided by relevant regulations in this area and available facilities such as:
- offering flexible work models (part-time employment, etc.) in a manner consistent with applicable laws, in particular labour and social security laws and internal regulations and taking into account business and organizational requirements and needs,
- supporting employees during and after long-term absence (e.g. after parental leave, unpaid leave, sickness and any other long-term absence) by avoiding discrimination during and after long-term absence, enabling employees to stay in touch with the company during long-term absence and facilitating their return after long-term absence in accordance with applicable laws, in particular: labour and social security laws and the Bank’s internal regulations,
- integrating gender issues into training programs, including, but not limited to, management, adaptation programs and other forms of training and communication.
The Gender Equality and Diversity Policy, in accordance with the legislative process applicable to the Bank, has been adopted by the Bank’s Management Board and approved by the Supervisory Board. Gender equality and diversity policies are also in place at 8 subsidiaries: Pekao Direct Sp. z o.o., Centrum Kart S.A., Pekao Bank Hipoteczny S.A., Pekao Financial Services Sp. z o.o., Pekao Investment Banking S.A., Pekao Leasing Sp. z o.o., Pekao TFI S.A. and Pekao Faktoring Sp. z o.o.
