The aim of the Bank’s diversity strategy is to ensure the high-quality performance of tasks by the Bank’s employees, including the selection of competent individuals for positions in the Supervisory Board, Management Board, and Key Functions at the Bank, applying primarily objective merit-based criteria and considering the benefits of diversity
Description of the diversity policy
Description of the diversity policy applied to the governing, managing, and supervisory bodies of the Bank, particularly with regard to age, gender, education, and professional experience, the objectives of this diversity policy, how it is implemented, and its effects during the reporting period 1
On 3 November 2020, the Management Board of the Bank adopted by resolution, and on 4 November 2020, the Supervisory Board of the Bank approved by resolution the Gender equality and diversity policy with regard to the Bank’s employees, including Members of the Supervisory Board, Members of the Management Board and persons holding key functions at Bank Polska Kasa Opieki Spółka Akcyjna (hereinafter the “Policy”). By Resolution no. 34, the Ordinary General Meeting of the Bank, held on 15 June 2022, adopted the Policy as regards the members of the Supervisory Board of Bank Polska Kasa Opieki Spółka Akcyjna, excluding § 8 of the Policy. The above-mentioned resolution of the Ordinary General Meeting stipulates that: “In order to ensure sufficient diversity in the Supervisory Board in terms of gender, the Bank will aim to achieve a 30% target as the minimum value of the proportion of each gender in the Supervisory Board. The Bank will make every effort to achieve this target at the earliest possible date, but no earlier than at the end of the current term of office of the Supervisory Board.”
The Policy defines the Bank’s strategy in terms of diversity management for the Bank’s employees, including the differentiation in the selection of members of the Supervisory Board, members of the Management Board, and persons holding Key Functions at the Bank. It also outlines guidelines to ensure that the Bank’s employees have opportunities to manage their careers, achieve success, and have their performance evaluated based on individual accomplishments, regardless of gender.
1. § 72(7)(5)(m) of the Regulation of the Minister of Finance of 6 June 2025.
The Bank’s diversity strategy encompasses and utilizes differences to achieve the best results, which, in addition to knowledge, skills, and professional experience, stem from education, geographical origin, gender, and age. The diversity strategy regarding the selection of Supervisory Board members/Management Board members/persons holding Key Functions at the Bank is implemented in the processes of recruitment, suitability assessment and succession planning.
The current percentage of women in leadership positions at the Bank is 54.3%, and in senior management positions, it is 34.4%.
The application of the diversity policy is relevant in decision-making processes regarding: external recruitment, internal nominations, succession planning, in compliance with equal treatment regulations in employment relations, which include the principle of gender equality.
Given the regulations adopted in this regard and the importance placed by the Management Board of the Bank on the values presented in the Policy, it is subject to continuous review.
From 2021 to 2025, the gender distribution in the Management Board of the Bank was as follows:
From 2021 to 2025, the gender distribution in the Supervisory Board of the Bank was as follows: