OHS activities are governed by the Regulation of the Council of Ministers of 2 September 1997 on Occupational Health and Safety Services, which sets out the required qualifications for OHS Office employees and the scope of their responsibilities. The implementation of these provisions is carried out, among other things, through systematic inspections of working conditions, taking into account the organisation of processes and their impact on working conditions, the technical condition of facilities, and submitted requests related to OHS requirements. The OHS Service monitors compliance with occupational health and safety regulations and principles, while also regularly informing employees about occupational hazards and methods for their elimination. Furthermore, it plays a key role in conducting occupational risk assessments to ensure effective protection for employees against hazards present in the work environment. The occupational risk assessment process at the Bank is fully digitised, with all its stages conducted through a dedicated application.
Occupational Health and Safety
We place great importance on occupational health and safety (hereinafter: “OHS”), ensuring a safe and comfortable working environment by applying scientific and technological advancements. In compliance with legal regulations, we provide employee training and inform them about all aspects of their working environment. In terms of preventive medical examinations, we collaborate with occupational health specialists to optimise medical check-up requirements.
The primary regulatory framework for OHS at the Bank consists of the Occupational Health, Safety, and Fire Protection Rules and the Pekao Group Occupational Health and Safety Policy. The preparation and implementation of these documents is the responsibility of the Health and Safety Office in the Logistics and Cash Handling Department, whose substantive activities are supervised by the Vice President of the Bank’s Technology and Operations Division. Selected OHS-related matters are also regulated under the Work Regulations. These regulations form the basis for internal instructions and employee conduct guidelines.
The main source of OHS-related information is a dedicated intranet page, where we publish current rules, instructions, and guidelines. Employees can also report potential hazards via a dedicated OHS email inbox.
The Bank’s OHS Committee consists of employer representatives, including the occupational health physician responsible for employee health monitoring, OHS Service employees, and employee representatives. During quarterly meetings, the OHS Committee discusses current issues and initiatives related to OHS, including hazards subject to occupational risk assessment.
Gender Equality, Equal Pay for Work of Equal Value, and Workplace Diversity
We have implemented the Gender Equality and Diversity Policy, which applies to all Bank employees, including Supervisory Board members, Management Board members, and key function holders at Bank Polska Kasa Opieki Spółka Akcyjna (hereinafter: the “Gender Equality and Diversity Policy”).
This policy aims to promote gender equality and prevent discrimination in the workplace. The policy outlines guidelines to ensure that all employees have the opportunity to manage their careers, achieve professional success, and be evaluated based on their individual performance, regardless of gender. Additionally, as part of the Bank’s commitment to inclusion and targeted support for employees from vulnerable groups, Chapter III of the Policy includes provisions on supporting employees returning to work after an extended absence, such as parental leave.
The Bank’s Diversity Strategy, as defined in the Gender Equality and Diversity Policy, aims to ensure high-quality task execution by employees and to select competent individuals for positions within the Supervisory Board, Management Board, and key functions. The selection process prioritises objective, merit-based criteria while recognising the benefits of a diverse workforce.
The Bank’s gender equality guidelines apply to all HR processes and establish the following principles:
- Ensuring gender representation in external recruitment by including at least one male and one female candidate on recommended candidate lists;
- Ensuring gender representation in internal recruitment by including at least one male and one female candidate on candidate lists for each position;
- Eliminating gender-discriminatory criteria in job descriptions and role specifications;
- Informing external recruitment and training partners (e.g., temporary work agencies, recruitment firms, public employment agencies, and headhunting firms) about the Bank’s Gender Equality and Diversity Policy and its commitment to its objectives;
- Providing equal professional development opportunities (including training, coaching, and mentoring, and other development actions at work) to all employees, regardless of gender, based on business needs, job performance, and professional potential, in line with the Bank’s internal regulations;
- Ensuring equal treatment in pay and benefits, regardless of gender, in compliance with the Bank’s Remuneration Policy and applicable labour laws;
- Promoting work-life balance for employees by leveraging available legal provisions and offering benefits and flexible arrangements, such as:
- Offering flexible work arrangements (e.g., part-time employment) in compliance with applicable laws, particularly labour and social security regulations, as well as internal policies, while considering business and organisational needs;
- Supporting employees during and after extended absences (e.g., parental leave, unpaid leave, illness, or any other long-term leave) by enabling them to stay connected with the company during their absence and facilitating a smooth return to work, in accordance with labour and social security laws as well as the Bank’s internal regulations;
- Integrating gender equality considerations into training programmes, including leadership training, onboarding programmes, and other professional development initiatives;
In 2024, the unadjusted gender pay gap at the Bank was 31.9%, marking a decrease from 37.9% in 2021 (detailed data is presented in Table 35). Additionally, the Bank calculates the adjusted gender pay gap, which is measured as a weighted average across employee subgroups, considering job levels, job families, and business units. The adjusted pay gap was 2.6%. This reduction is a result of systematic efforts aligned with the Gender Equality and Diversity Policy, including pay structure analysis and monitoring to verify that employees receive equal pay for work of equal value. Ensuring fairness and equality in remuneration is key to maintaining a just and inclusive workplace. Furthermore, we strive to ensure gender balance in senior management succession planning (senior management includes Management Board members and Directors of Divisions, Centres, and Departments reporting directly to the Management Board), We are committed to providing equal opportunities for promotion and career development, regardless of gender, contributing to a more balanced and sustainable work environment.
31.9
%
Unadjusted gender pay gap at the Bank
As part of the numerous development initiatives we highlight below, we actively implement diversity-focused initiatives and encourage employees to propose and engage in projects that support inclusivity. Our goal is to create a workplace where every employee feels valued and empowered to reach their full potential.
Additionally, we provide diversity management training for managers based on the Insight Discovery methodology. These workshops focus on: raising awareness of diverse employee needs, developing effective motivation strategies tailored to employees’ age, experience, skills, and competencies.