Governance
Introduction
The third pillar of ESG strategy: Governance
In pursuit of the highest standards of corporate governance, the Bank is committed to an ethical approach to business, taking into account ESG issues in all key areas. It declares transparency in the field of sustainable reporting and promotion of development, diversity and equality of employees. The key objectives are to increase employee satisfaction and engagement – e.g. through development programs, succession plans and a performance-related attractive remuneration system. 3. The pillar of the ESG Strategy is also the care for gender equality and further reduction of the pay gap as well as maintaining a balanced level of the number of women and men in managerial positions. It is also the Bank’s aspiration to strengthen its position in ESG rankings and indices
| ESG STRATEGY IMPLEMENTATION INDEX 3. PILLAR – GOVERNANCE | 2020 | 2021 | TARGET FOR 2024 |
|---|---|---|---|
| Gender pay gap (*) | 37.0% | 37.9% | <35% (-5%) |
| Maintaining a balanced level of the number of men and women in managerial positions | 42% (men) | 43% (men) | 50% |
* The indicated pay gap between the average remuneration of women and men reflects the Bank’s ratio of total remuneration between women and men. The overall employment structure has an impact on gender pay gap. In areas related to technology and data analytics (big data), in which the market competitiveness of nominal salaries is high, the majority of employees are men, as it reflects the availability of candidates and affects the average salaries of men in Bank in relation to the average salaries of women in the Bank, who dominate among employed in other areas. The Bank pays attention to ensuring equal treatment with regard to remuneration and non-wage benefits, regardless of age, race, culture, gender, disability, sexual orientation, religion, nationality, political beliefs or views, trade union membership, ethnic origin, religion, marital status, employment fixed-term or permanent, fulltime or part-time, and ensures that the pay and any related terms and conditions of employment that affect the pay, including those relating to award and payment conditions, are gender neutral, i.e. not differentiated by gender. In its activities, Bank Pekao pays attention to and analyzes factors that may affect the differences, and takes steps to eliminate them.