Metrics and Targets

Due to the implementation of the CSRD Directive in the reporting year, the definition and implementation of goals related to managing impacts, risks, and opportunities (IRO), including employee involvement or representation, cannot yet be reported. Work in this area has been planned for the following year.

The Bank continues to develop networking initiatives and implement development and mentoring programmes for women while maintaining efforts to narrow the gender pay gap. As part of the Bank’s Strategy, it is essential to sustain a balanced representation of men and women in managerial positions and to support employee well-being by offering flexible work arrangements and promoting work-life balance.

A key qualitative element of the annual individual objectives set for the Bank’s management team includes the implementation of ESG Strategy goals, particularly in the social aspect, focusing on reducing the gender pay gap, engaging employees, and encouraging volunteer activities.

*       In the Pekao Group Activity Report, the number of employees counted as individuals is presented for the Group in section 1 and for the Bank in section 2, while the number of employees measured in full-time equivalents (FTEs) is provided in section 10.

**    In the Pekao Group, no individuals have been identified with a gender other than female or male, nor have any individuals chosen not to disclose their gender. For clarity, the data is presented only with a breakdown by female and male employees.

***     The calculation includes employees employed under an employment contract as of 31 December, both active and non-active, excluding those with ≤0.1 FTE, presented in full-time equivalents.

(*) When calculating the staff turnover rate, the numerator includes employees who left during the period from 31.12.2023 to 30.12.2024, regardless of the reason for termination of employment, excluding interns and employees working 0.1 FTE or less (so-called technical FTEs). The denominator includes all employees employed under an employment contract (both active and inactive) as of 31.12.2024, excluding those working 0.1 FTE or less (so-called technical FTEs).

^*Job placement agencies.
^** Self-employed are contractors (with an active contract at the end of the reported year) who run their own business.

The Bank does not operate outlets within the EU outside Poland; therefore, no agreements have been concluded with employees regarding representation by a European Works Council, a European Company Works Council, or a European Cooperative Society Works Council.

(*) The adequate remuneration benchmark is defined as the statutory minimum wage in 2024.

All employees receive remuneration in line with established job classifications and national labour laws. The Bank implements continuous monitoring and control of remuneration systems and practices.

Under applicable national legislation, all employees with an employment contract are covered by pension, disability, accident, sickness, and health insurance. This ensures social protection in cases of incapacity for work due to illness, occupational accidents, disability, parental leave, and retirement. The percentage of employees eligible for social protection is 100%.

Professional skills development is a core employer responsibility under the Labour Code. The legal foundations for skills development and training participation are detailed in Paragraph 10 of the Bank Pekao S.A. Training, Professional Qualification Development, and Employee Development Policy.

In the above table, data for individuals who are not employees within the Bank’s own workforce is not presented.

Details on our approach to work-life balance are provided in section 13.3.1.2.1.of this Report. Below, we present quantitative data on this matter.

The unadjusted gender pay gap is presented as the difference between the average remuneration of men and that of women, expressed as a percentage of the average remuneration of men, based on employment data as of 31 December 2024, in accordance with EBA guidelines on employee exclusions. The ratio is calculated based on total remuneration, which is defined as personnel costs incurred by the Bank, including base salary, sick pay, overtime, bonuses, allowances, and employee incentives. It does not include employer contributions. Additionally, remuneration does not cover any payments related to employee departures, such as severance pay, holiday equivalents, or non-compete compensation. The Bank also calculates an adjusted gender pay gap index, determined as a weighted average across employee subgroups, taking into account job grading levels, job families, and business divisions. This ratio is also calculated based on total remuneration, and the adjusted gender pay gap stands at 2.6%.

**   The gender pay gap within the Pekao Group was calculated on the basis of consolidated data for the following companies: Bank Pekao S.A., Pekao Direct S.A., Pekao Financial Services sp. z o.o. and Pekao Leasing sp. z o.o.