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Integrated Report 2024

Metrics and Targets

Goals for Managing Material Negative Impacts, Increasing Positive Impacts, and Managing Material Risks and Opportunities [S1-5]

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.

Currently, in line with the Bank’s ESG Strategy, the priority is to integrate ESG factors into the incentive system for key management personnel and to strengthen gender equality. To achieve this, the Bank incorporates ESG factors into the incentive system for the Management Board, key management personnel, and other individuals engaged in ESG-related regulatory projects. Performance evaluations include annual goal achievement assessments, gender pay gap analysis, succession planning, and career development programmes supporting women’s professional growth.

Indicators monitoring the gender pay gap reduction are provided monthly to unit managers, enabling individual managerial decisions regarding remuneration while ensuring compliance with the goal of achieving full gender pay equality within their teams. This approach has successfully reduced the gender pay gap from 37.9% in 2021 to 31.9% in 2024, exceeding initial targets.

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.

Characteristics o the Entity’s Employees [S1-6]

Number of Employees in Pekao Group (Full-Time Equivalent and Head Count) by Gender at the End of the Reporting Period

2024 PEKAO GROUP BANK
WOMEN MEN TOTAL WOMEN MEN TOTAL
HC 10 110 5 102 15 212 8 555 4 071 12 626
FTEs 10 043,61 5 057,50 15 101,11 8 541,42 4 060,25 12 601,67

*       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.

Number of Employees (Full-Time Equivalent) in Pekao Group by Employment Period and Gender at the End of the Reporting Period

2024 PEKAO GROUP BANK
WOMEN MEN TOTAL WOMEN MEN TOTAL
Fixed period 1 334,31 930,65 2 265,96 885,105 546,78 1 431,83
Indefinite period 8 709,30 4 126,80 12 836,10 7 656,37 3 513,48 11 169,84
Total 10 043,61 5 057,45 15 101,06 8 541,42 4 060,25 12 601,67

Number of Employees Employed Under an Employment Contract by Employment Scope and Gender at the End of the Reporting Period

2024 PEKAO GROUP BANK
WOMEN MEN TOTAL WOMEN MEN TOTAL
Full-time 9 772,00 4 914,00 14 686,00 8 507,00 4 037,00 12 544,00
Part-time 271,61 143,50 415,11 34,42 23,35 57,67
Total 10 043,61 5 057,50 15 101,11 8 541,42 4 060,25 12 601,67

Number of Employees Without Guaranteed Working Hours

2024 PEKAO GROUP BANK
WOMEN MEN TOTAL WOMEN MEN TOTAL
Number of employees without guaranteed working hours

 

0 0 0 0 0 0

Staff Turnover

2024 PEKAO GROUP BANK
Total Number of Employees Who Left the Entity During the Reporting Period 1 497,61 877,58
Staff Turnover Rate* 9,92% 6,96%

(*) 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).

Characteristics of Non-Employee Workers Classified as the Entity’s Own Workforce [S1-7]

Number of Contractors by Type of Contract and Gender at the End of the Reporting Period

2024 PEKAO GROUP BANK
WOMEN MEN TOTAL WOMEN MEN TOTAL
Employed under Contracts with Entities Engaged in “Employment-Related Activities” (*) 16 7 23 0 0 0
Self-employed (**) 40 86 126 0 0 0
Contract for specific work 68 40 108 7 7 14
Total 124 133 257 7 7 14

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

Scope of Collective Bargaining and Social Dialogue [S1-8]

Number of Contractors by Type of Contract and Gender at the End of the Reporting Period

2024 PEKAO GROUP BANK
WOMEN MEN TOTAL WOMEN MEN TOTAL
Employed under Contracts with Entities Engaged in “Employment-Related Activities” (*) 16 7 23 0 0 0
Self-employed (**) 40 86 126 0 0 0
Contract for specific work 68 40 108 7 7 14
Total 124 133 257 7 7 14

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.

Information on Trade Unions and Social Dialogue at Bank Pekao S.A.

2024
Number of trade unions operating within Bank Pekao 9
Number of members of the Bank Pekao Employee Council 7
Percentage of employees covered by collective agreements 77%
Number of workdays lost due to strikes 0
Percentage of employees represented by employee representatives 100%

Diversity Metrics [S1-9]

Number of Employees by Employment Structure and Diversity (Full-Time Equivalent)

2024 PEKAO GROUP BANK
WOMEN MEN TOTAL WOMEN MEN TOTAL
Senior Management 48,00 84,50 132,50 11,00 37,50 48,50

Percentage of Employees by Employment Structure and Diversity

2024 PEKAO GROUP BANK
WOMEN MEN WOMEN MEN
Senior Management 36,23% 63,77% 22,68% 77,32%

Number of Employees by Age Category and Diversity at the End of the Reporting Period (Full-Time Equivalent)

2024 PEKAO GROUP BANK
WOMEN MEN TOTAL WOMEN MEN TOTAL
<30 857,38 735,23 1592,61 430,65 360,83 791,48
30-50 5250,42 2954,63 8205,05 4381,47 2475,93 6857,39
>50 3935,81 1367,65 5303,46 3729,30 1223,50 4952,80
Total 10043,61 5057,50 15101,11 8541,42 4060,25 12601,67

Adequate Pay [S1-10]

Number of Employees Receiving Below the Adequate Remuneration Benchmark*

2024 PEKAO GROUP BANK
Number of employees 0 0
Percentage of employees 0 0

(*) 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.

Social Protection [S1-11]

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%.

Training and Skills Development Metrics [S1-13]

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.

Number of Performance and Career Development Reviews (FTE)

2024 PEKAO GROUP BANK
WOMEN MEN TOTAL WOMEN MEN TOTAL
Employees participating in regular performance and career development reviews 8 709,43 4 378,68 13 088,10 7 557,62 3 567,28 11 124,89
Percentage of employees participating in regular reviews 86,72% 86,58% 86,67% 88,48% 87,86% 88,28%

Number of Training Hours by Gender

2024 PEKAO GROUP BANK
WOMEN MEN TOTAL WOMEN MEN TOTAL
Total number of training hours 531 845,99 199 423,22 731 269,21 459 429,99 143 583,22 603 013,21
Average number of training hours per employee 52,28 38,27 47,54 53,78 35,34 47,84

Number of Training Hours by Employee Category

2024 PEKAO GROUP BANK
Management Board Members 784,66 144,66
Managers 85 971,59 77 287,59
Other employees 644 512,96 525 580,96
All employees 731 269,21 603 013,21

Average Number of Training Hours per Employee by Employee Category

2024 PEKAO GROUP BANK
Management Board Members 37,36 24,11
Managers 49,63 53,44
Other employees 47,70 47,05
All employees 47,54 47,84

Occupational Health and Safety Metrics [S1-14]

Percentage of Own Workforce Covered by Occupational Health and Safety (OHS) Systems

2024 PEKAO GROUP BANK
Percentage of workforce covered by OHS systems 100% 100%

Number of occupational accidents

2024 PEKAO GROUP BANK
 Number of occupational accidents 38 38
 Occupational accident rate 1,55 1,86
 Number of cases of ill health 0 0
Number of lost workdays due to work-related injuries, fatalities from occupational accidents, work-related ill health, and fatalities due to work-related ill health 1596 1596

Number of Fatal Occupational Accidents

2024 PEKAO GROUP BANK
Total number of fatal occupational accidents resulting from:

Work-related injuries

0 0

Work-related ill health (occupational disease)

0 0

Total number of fatal accidents

0 0

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

Work-Life Balance Metrics [S1-15]

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.

Percentage of Employees Eligible for Parental Leave and Employees Who Took Parental Leave in 2024

2024 PEKAO GROUP BANK
WOMEN MEN TOTAL WOMEN MEN TOTAL
Percentage of company’s employees eligible for parental leave 100% 100%
Percentage of company’s eligible employees who took parental leave 3,80% 3,70% 3,70% 3,10% 3,50% 3,20%

Remuneration Metrics (Pay Gap and Total Remuneration) [S1-16]

ESG Strategy Pillar GOVERNANCE Implementation Index

2022 2023 2024 BANK PEKAO TARGET FOR 2024
Gender Pay Gap Pekao Group** 0,292
Gender Pay Gap Bank Pekao S.A. 0,359 0,348 0,319 <35% (-5%)
Maintaining a balanced ratio of men and women in managerial positions 46% (men) 46% (men) 45% (men) 50% (men)

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.

Pay Ratio of the Highest-Paid Employeey

2024 PEKAO GROUP* BANK PEKAO
Ratio of the annual total remuneration of the highest-paid employee to the median annual total remuneration of all employees (excluding the highest-paid employee) 19,3 18,5
Ratio of the percentage increase in the annual total remuneration of the highest-paid employee to the percentage increase in the median total remuneration of all employees (excluding the highest-paid employee) 1,66 1,62

Incidents, Complaints, And Material Impacts On Human Rights Compliance [S1-17]

Incidents, complaints, and material impacts on human rights compliance

2024 PEKAO GROUP BANK
Number of reported cases of discrimination, including harassment 0 0
Number of complaints submitted through reporting channels 21 20
Total fines, penalties, and damages resulting from incidents exceeding 30 000 0
Number of human rights violations 0 0
Including violations of the UN Guiding Principles on Business and Human Rights, the International Labor Organization Declaration on Fundamental Principles and Rights at Work, or OECD Guidelines 0 0
    Total fines, penalties, and compensation for damages resulting from incidents 0 0

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