Is supported by Group‑wide regulations, although not all of them apply directly. These regulations were introduced before the CSRD Directive came into force and, therefore, the description of these targets together with the measurement structure does not meet all reporting requirements. We monitor pay‑gap‑related indicators monthly, and these are available to unit heads. This supports managerial decisions on remuneration while promoting actions aimed at achieving pay equity between women and men in their units. As a result, the Bank’s pay gap decreased from 30.99% (unadjusted) and 2.18% (adjusted) in 2024 to 28.50% (unadjusted) and 0.95% (adjusted) in 2025.
Metrics and targets [S1-5 – S1-17]
Targets for managing material negative impacts, increasing positive impacts, and managing material risks and opportunities
ESG is an integral part of the Strategy, under which we set targets for the next three years (by 2027), including maintaining high employee engagement (>60%), keeping pay differences in comparable positions below 5%, and achieving a 33% share of women in managerial roles. To assess progress toward the 2027 targets, we adopted 2024 baseline values: 63% employee engagement, 2.18% adjusted pay gap, and a 23% share of women in the most senior management positions.
Target achievement was also reflected in the qualitative component of the individual annual objectives set for members of the Bank’s management team, which include implementing the Strategy’s assumptions, with particular focus on social matters such as reducing the pay gap, employee engagement, and volunteering activity.
The level of achievement of the adopted strategic targets, including targets related to managing IROs in the social area concerning own employees, is indicated by the results of the employee engagement and satisfaction survey and the year-on-year staff turnover rate (10.52% vs. 6.96% in 2024).
Characteristics of the undertaking’s employees [S1-6]
The indicators presented below are material disclosures intended to provide a clearer understanding of our organisation. Where any indicator is disclosed voluntarily, this has been expressly noted next to that indicator.
In 2025, the level and structure of employment at the Bank were affected by:
- incorporation into the Bank’s structures of companies from the Pekao Group: Pekao Direct (Contact Centre), Card Centre,
- implementation of the Voluntary Redundancy Programme.
Number of employees (end of the reporting period) by gender*:
* Within the Pekao Group, we do not collect employees’ gender data directly. Gender information is determined indirectly – based on the first name and the PESEL number. Consequently, our reporting only presents a split into women and men.
** For the calculation, we include employees engaged under employment contracts as of 31 December 2025 (active and inactive), excluding employees with ≤0.1 FTE, expressed in FTEs.
** For the calculation, we include employees engaged under employment contracts as of 31 December 2025 (active and inactive), excluding employees with ≤0.1 FTE, expressed in FTEs.
Number of employees (FTEs) engaged under employment contracts (end of the reporting period), by contract term and gender:
* To calculate the employee turnover rate, we determine the total number of individuals who left the organisation voluntarily, as a result of termination by the employer, retirement, or death during employment. This value is the numerator in the turnover rate calculation. The denominator is the total number of employees, determined at the end of the reporting period.
Profile of non-employee workers who form part of the entity’s own workforce [S1-7]
Number of contractors (end of the reporting period), by contract type and gender:
* Employment agencies.
** Self-employed are cooperators (with an active contract at the end of the reported year) who run their own business.
** Self-employed are cooperators (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]
* 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 Bank Pekao Works Council ended its term on 21 February 2025; no new Council has been established.
** The Bank Pekao Works Council ended its term on 21 February 2025; no new Council has been established.
Diversity metrics [S1-9]
* Top senior management includes members of the Bank’s Management Board and Directors of Divisions, Centres and Departments reporting directly to the Management Board.
** Insignificant data correction of 2024 data – update of the number of top senior management at Bank Pekao S.A. due to inclusion of Management Board members.
** Insignificant data correction of 2024 data – update of the number of top senior management at Bank Pekao S.A. due to inclusion of Management Board members.
* Top senior management includes members of the Bank’s Management Board and Directors of Divisions, Centres and Departments reporting directly to the Management Board.
** Insignificant data correction of 2024 data – update of the number of top senior management at Bank Pekao S.A. due to inclusion of Management Board members.
** Insignificant data correction of 2024 data – update of the number of top senior management at Bank Pekao S.A. due to inclusion of Management Board members.
Adequate pay [S1-10]
Number of employees receiving pay below the adequate pay benchmark* (end of the reporting period):
* The adequate pay benchmark adopted is the statutory minimum wage (“national minimum wage”) applicable in 2024 and 2025, respectively.
Social protection [S1-11]
Training and skills development metrics [S1-13]
Occupational health and safety metrics [S1-14]
Work–life balance metrics [S1-15]
Percentage of employees entitled to parental leave and percentage of entitled employees who took parental leave (end of the reporting period):
Pay metrics (gender pay gap and total remuneration) [S1-16]
* The unadjusted gender pay gap between women and men is presented as the difference between men’s average pay and women’s average pay, expressed as a percentage of men’s average pay, based on headcount as of 31 December 2025. The indicator was calculated in accordance with the Polish Bank Association’s (Związek Banków Polskich) recommendations for reporting differences in pay between women and men, including the exclusions from the population and the pay components taken into account. The indicator is calculated on the basis of total pay (annualised and converted to a full-time equivalent), understood as: twelve times the base salary rate for December, additional cash benefits paid in a given year, additional non-cash benefits actually received at their taxable benefit value, bonuses, awards and competitions paid in a given year, and variable remuneration for senior management awarded in 2025 for 2024. Pay does not include: overtime pay and overtime premiums, benefits financed from the Company Social Benefits Fund (ZFŚS), reimbursements of expenses and the value of work tools provided, payments related to an employee’s departure (e.g. severance pay, cash equivalent for unused leave, compensation, non-compete payments, etc.), or employer social security contributions. The Bank also calculates an adjusted gender pay gap indicator, calculated as follows: for Bank Pekao S.A. – a weighted average for employee sub-groups, taking into account grading levels, job families and the division in which a given employee is employed; for Group companies – a weighted average for employee sub-groups, taking into account job category. This indicator is also calculated based on total pay. The adjusted gender pay gap calculated in this way for 2025 amounts to 0.95% for the Bank and 2.05% for the Group. To ensure comparability, 2024 data were recalculated using the current methodology.
** As of 31 December 2025 – indicator for the Pekao Group. The adjusted gender pay gap is calculated as a weighted average for employee sub-groups, taking into account: for the Bank – grading levels, job families and the division in which a given employee is employed; for Group companies – employee sub-groups. The indicator is calculated based on total pay. The Bank uses the Korn Ferry/Hay methodology (levels and job families), under which it compares pay differences.
***As of 31 December 2025 – indicator for Bank Pekao S.A.; senior management (top management) excluding Management Board Members.
** As of 31 December 2025 – indicator for the Pekao Group. The adjusted gender pay gap is calculated as a weighted average for employee sub-groups, taking into account: for the Bank – grading levels, job families and the division in which a given employee is employed; for Group companies – employee sub-groups. The indicator is calculated based on total pay. The Bank uses the Korn Ferry/Hay methodology (levels and job families), under which it compares pay differences.
***As of 31 December 2025 – indicator for Bank Pekao S.A.; senior management (top management) excluding Management Board Members.
* In 2025, following the issuance of the Polish Bank Association’s recommendations on calculating the gender pay gap, the Bank also adjusted the methodology for calculating the remuneration indicator for the highest-paid individual. The indicator is calculated on the basis of total pay (annualised and converted to a full-time equivalent), understood as: base salary paid, sick pay, additional cash benefits paid in a given year, additional non-cash benefits actually received at their taxable benefit value, bonuses, awards and competitions paid in a given year, and variable remuneration for senior management paid. Pay does not include: overtime pay and overtime premiums, benefits financed from the Company Social Benefits Fund (ZFŚS), reimbursements of expenses and the value of work tools provided, payments related to an employee’s departure (e.g. severance pay, cash equivalent for unused leave, compensation, non-compete payments, etc.), or employer social security contributions. To ensure comparability, 2024 data were recalculated using the current methodology.
Incidents, complaints and severe human rights impacts [S1-17]
Incidents, complaints and severe human rights impacts (end of the reporting period):