2022 Annual Report


2022 Annual Report

Employment and employee benefits


At the end of 2022, employment in the Bank’s Group amounted to 25,071 full time equivalents (including in Ukrainian companies: 1,493 FTEs), which is a 586 FTE decrease compared to the end of 2021.


The Bank adjusts its level of employment on an ongoing basis to the current business needs and development plans. The decrease in employment at the Bank in 2022 results from the centralisation of functions and processes which have an impact on changing the manner and/or scope of tasks performed and the implementation of new IT technologies which affect the efficiency of processes.

[2-8] The main form of employment in the Bank as well as in the Bank’s Group is an employment contract. The Bank also utilises civil law agreements for its employees. In 2022, 1,632 persons received payment under a specific work contract, a contract of mandate, or a student internship: 1 specific work contract, 1,383 contracts of mandate, and 248 student internships. The percentage of persons working on the basis of civil law contracts constitutes 7% of employment contracts and civil law contracts combined.

Total number of employees (in FTEs)

2022 y/y (%) 2021 y/y (%) 2020 y/y (%) 2019
Bank 21,230 -2.1 21,686 -1.2 21,939 -7.2 23,639
Other entities 3,842 -3.2 3,970 1.3 3,920 -3.7 4,069
The Bank’s Group 25,071 -2.3 25,657 -0.8 25,859 -6.7 27,708

[2-7] [405-1]

Employees by position, age, working time, contract type, location and gender as at 31 December 2022*

2022 2021
total women men total women men
by position and gender
regular employees 86.4% 75% 25% 86% 76% 24%
middle management 8.0% 62% 38% 9% 66% 34%
managers 5.5% 59% 41% 5,2% 58% 42%
MRT (Material Risk Takers) 0.3% 23% 77% 0,3% 23% 77%
by age group and gender
up to 30 years 12% 70% 30% 11% 72% 28%
from 30 to 50 years 64% 70% 30% 71% 29% 29%
above 50 years 29% 81% 19% 29% 81% 19%
by full-time and part-time employment and gender
full-time 97% 72% 28% 99% 74% 26%
part-time 3% 64% 36% 1% 81% 19%
by contract terms and gender
indefinite period 87% 72% 28% 88% 74% 26%
definite period 13% 75% 25% 12% 76% 24%
by region and gender
in EU countries 100% 74% 26% 41% 59%
in third countries (Ukraine)
Total employment 100% 74%  26%  100%  74%  26% 
2022 2021
total women men total women men
by position and gender
regular employees 85.6% 74% 26% 86% 75% 25%
middle management 8,0% 62% 38% 9% 64% 36%
managers 6.0% 55% 45% 6% 54% 46%
MRT (Material Risk Takers) 0.5% 24% 76%
by age group and gender
up to 30 years 12% 70% 30% 13% 70% 30%
from 30 to 50 years 64% 70% 30% 62% 70% 30%
above 50 years 24% 78% 22% 25% 80% 20%
by full-time and part-time employment and gender
full-time 97% 72% 28% 97% 73% 27%
part-time 3% 64% 36% 3% 65% 35%
by contract terms and gender
indefinite period 87% 72% 28%
definite period 13% 75% 25%
by region and gender
in EU countries 94% 72% 28%
in third countries (Ukraine) 6% 69% 31%
Total employment 100% 72% 28% 100% 72% 28%
* The share in the number of employees of a given group or in the total number of employees.


Newly hired employees and turnover rate in the Bank and the Bank’s Group by age group and gender

newly hired turnover rate newly hired turnover rate
2022 2021 2022 2021 2022 2021 2022 2021
<30 46.9% 47.9% 6.6% 3.1% 44.9% 45.0% 6.2% 3.3%
30-50 48.8% 49.1% 3.5% 6.0% 50.6% 51.7% 4.9% 7.1%
>50 4.2% 3.0% 3.3% 3.2% 4.5% 3.3% 3.0% 2.9%
women 71.6% 69.0% 10.0% 9.3% 69.6% 67.1% 10.4% 9.7%
men 28.4% 31.0% 3.4% 3.0% 30.4% 32.9% 3.7% 3.6%
Total 11.3%  11.1%  13.4%  12.3%  11.7%  12.5%  14.1%  13.1% 
Share in the total number of employees
The turnover rate calculated as the ratio of the number of employees terminated in 2022 to the number of employees at the end of 2021. The ratio of voluntary resignations at the Bank was 7.85%, retirement – 1.98%, and planned group redundancies – 1.02% of the number of employees at the end of the year. For the Bank’s Group these figures were as follows: 8.8%; 1.69% and 0.90%.


Returns to work after parental leave in 2022

women men women men
Employees eligible for parental leave in the reporting year (2022) 692 163 812 182
Employees who took parental leave in 2022 493 9 658 10
Employees who returned to work in the reporting year after parental leave ended in 2022 508 6 619 6
Employees who returned to work after parental leave ended, that are still employed 12 months after their return to work 464 3 528 4
Return to work rate: share of return to work after the parental leave (%) 100% 67% 94% 60%
Retention rate: share of employees who returned to work after the parental leave and stayed employed (%) 87% 50% 85% 67%

Additional information on the employment at the Bank in 2022

2022 2021 2020
Permanent contract employment (share in total employment) 87.4% 88.2% 89.5%
Fixed-term contract employment (share in total employment) 12.6% 11.8% 10.5%
in this contract for replacement 1.6% 1.9% 1.5%
Employees with duration of employment>10 years (share in total employment) 51.6% 74.0% 74.9%
Average duration of employment for women (years) 16 16 16
Average duration of employment for men (years) 12 11 11
Number of women employed (thousands) 16 16 16
Number of persons on management positions (in thousands) 1.2 1.2 1.2
Number of women on management positions (in thousands) 0.7 0.7 0.7
Number of newly hired (in thousands) 2.4 2.4 1.0
Number of women among newly hired (in thousands) 1.7 1.7 0.7
Number of employed foreigners 37 36 21
Share of employment with disabilities in total employment 1.2% 1.2% 1.2%

The employment policy at the Bank and in the Bank’s Group is based on the principle that every employee is important, regardless of their gender, age, health condition, sexual orientation, religion, marital status or country of origin.

The Bank and the entities of the Bank’s Group use their best efforts to ensure diversity among the employees at every level in accordance with the applicable internal policies (chapter F).

Hybrid work model

There is a hybrid work model at the Bank that allows for a flexible approach and alignment of its assumptions with the realities and business goals, while the decisions on the proportion of work at the office and at home are made by the heads of the unit. The solution has been introduced in those areas of the Bank’s activity, whose nature allows for their execution from home and office. The assumptions are in response to expectations of the employees reported during meetings, workshops, and cyclical surveys.

The model introduced takes into account the specificity of tasks and processes in a given unit, the achieved effects, the achievement of objectives, and the available area (within buildings with a determined turnover ratio). Employees can benefit from various forms of support to improve team management and work. Support tools were implemented, including a home and office work planning application, a system for desk booking in selected locations, as well as instant messaging to facilitate the organisation of online meetings. Inspirational meetings are held with external and internal experts that present good practices, guidelines, and sessions of experience exchange by managerial staff.

Most of the Polish entities of the Bank’s Group are also working in a hybrid model.

Support for refugees from Ukraine

Since the beginning of the war in Ukraine, PKO Bank Polski S.A. has supported people seeking shelter in Poland, including employees of Ukrainian companies from the Bank’s Group and their families, also offering work. As part of various forms of cooperation, as at 31 December 2022, the Bank employed 132 Ukrainians. The offers were addressed mainly to people interested in working in customer service and the Contact Centre, where the command of Ukrainian was important. Ukrainian citizens who do not know the Polish language were provided with training preparing for work in their own language.

Additionally, the Bank carried out a number of additional activities aimed at potential employees from Ukraine, among others: published job offers in Ukrainian language addressed to candidates in the area of technology in social media and at points located in temporary accommodation sites.


The relationship between the weighted average salary of women and men by group of positions in Bank (%)

2022 2021
Distribution network 98 97
Other non-managerial positions 94 93
Middle management 95 95
Managers 97 97
MRT 93 84
Total: 96  95 

[405-2] The global ratio of women’s salaries to men’s salaries calculated as the total weighted average salary of women to that of men was 96% at the Bank and 93% in the Bank’s Group.

The calculation of the ratio of women’s salaries to men’s salaries is based on average salaries weighted by the number of employees of the homogeneous groups identified. These groups bring together employees with the same valuation levels (the valuation of work in individual positions), families of positions and the same geographical location.

The gender pay gap calculated on the basis of the weighted average salary was 4% at the Bank and 7% in the Bank’s Group. The gender pay gap at the Bank based on the median was 3.5%.

The presented gender pay gap level does not indicate any unfounded inequalities in the amounts of women’s and men’s salaries, and the reasons for the small deviations owing to gender are the result of the nature of the organization in which female employees are more numerous.

The Bank’s remuneration policy does not discriminate employees based on their gender. In 2022, changes were introduced to the Remuneration Policy for employees of the Bank and PKO BP S.A. Bank’s Group, which are, among others, aimed at emphasising the importance of neutrality of remuneration regardless of gender and applying this principle.

The process of determining the salaries at the Bank is based on the valuation of positions. Valuation of positions, in accordance with the commonly used market methodology, is based on the determination of an appropriate level of indicators for strictly defined criteria: skills (technical knowledge, managerial skills, interpersonal skills), problem solving (freedom of thinking, challenges, freedom of action) and impact on the result (type of influence, field of operation). The essence of valuation is the fact that it applies to a given position, not a person.

The salary is related to the complexity of the tasks within a given organizational structure, the level of responsibility associated with a given position and the necessary skills. The structure of the system for granting variable remuneration takes into account the specificity of positions, in particular: managerial staff, sales, and support. Variable remuneration of employees is based on the bonus system, in which it is required to achieve specific quantitative and performance targets connected with the Bank’s strategy.

The Bank performs regular salary reviews for different positions, which also analyse the relationship between the salaries of women and men, taking into account internal benchmarks and data provided in remuneration reports and surveys in the process of determining and optimizing the remuneration strategy.

In order to ensure that the same positions are comparable and to eliminate the total effect of other elements on the salary level, the Bank also uses the so called “Comparatio” (CR) which compares the salary offered to an employee with an appropriate market benchmark. The internal analyses performed using this ratio show that there are no differences between the remuneration of women and men at the Bank and that both groups receive remuneration at the market level.

The “Policy for remunerating the employees of the Bank and the PKO BP S.A. Group”, which is applied in the Bank’s Group, ensures a consistent salary system by:

  • applying a salary system which is in line with market trends,
  • acquiring optimal job candidates,
  • adjusting mechanisms, tools and salary levels to the strategy and goals of the Bank and the Bank’s Group,
  • taking into account the ability of the Bank’s Group to determine the desired mechanisms and salary levels,
  • determining fixed salaries on the basis of the valuation of positions,
  • determining the remuneration structure on the basis of performance at work and the appraisal of the employees’ skills,
  • building responsibility in the employees for their tasks which are assessed on the basis of objective criteria,
  • ensuring that the variable salary components are parameterized so that they take into account the long-term cost of risk, cost of capital and liquidity risk of the Bank and the Bank’s Group,
  • establishing a system in which the forms of remuneration do not encourage the people involved to favour their own interests or the interests of the Bank and the other entities of the Bank’s Group to the detriment of customers.

[2-21] The ratio of the highest total remuneration paid in 2022 to the median of the total annual remuneration of all employees (excluding the highest salary) is 15,55.

The ratio of the percentage increase of the highest total compensation paid in the organisation in 2022 to the median percentage increase in total annual remuneration for all employees (excluding the highest salary) is 0.90.

The above ratios were calculated on the basis of total remuneration paid out to employees employed on an employment contract in 2022, i.e. excluding the total remuneration paid to Members of the Management Board under management contracts concluded.

[2-30] A Collective Bargaining Agreement concluded with the company trade union organizations is in force at the Bank. It governs, among other things, salary-related issues. According to the Collective Bargaining Agreement, the Bank’s employees are entitled to the following salary components: (i) the base salary, (ii) allowances for working overtime and at night and in conditions which are particularly onerous and harmful to their health, (iii) bonuses and rewards for special achievements at work.

Base salaries and additional benefits granted to the employees are determined on the basis of the valuation of positions, considering the analysis of market salaries.

The Bank has a bonus system under which the amount of a bonus depends on the achievement of the targets set. The targets set for the employees are related to the Bank’s key management indicators.

Apart from the bonus system, there is a system for awarding the Bank’s employees. The employees may receive rewards:

  • individually – when they achieve outstanding performance at work and/or for accomplishments which have produced important results for the Bank,
  • for recommending candidates for employment with the Bank,
  • for taking measures related to employee retention.

The key activities related to the Bank’s employee remuneration system in 2022 included:

  • two global wage adjustment campaigns: first, in the annual wage review against the market, the second related to years of service. These actions allowed compensation to remain competitive and offset the impact of macroeconomic factors,
  • one-off reward campaign,
  • sales support competition campaigns for employees of selected organizational units – in particular for employees of the retail network units. The competition winners were awarded financial rewards and additional training to raise their professional qualifications.

In the entities of the Bank’s Group, depending on the level of employment, the principles of remunerating employees are defined in the payroll regulations and in the employment contracts or in the employment contracts only. In the individual entities of the Bank’s Group, there are separate bonus systems for the employees.

Additional benefits


Major non-salary benefits for the employees

Share in total employment (%) Change (y/y)
2022 2021 2022/2021

Medical packages

100 100 +0 p.p.

Employee pension programme

77 78 -1 p.p.

Subsidization of organized recreation

9 10 -1 p.p.

Welfare payments

3 3 +0 p.p.

Housing advances

17 14 +3 p.p.

Benefits available from MyBenefit platform and/or special social benefits, such as Christmas bonuses

100 100 0 p.p.

Sports cards

6 5 +1 p.p.

Medical packages

84 99 -15 p.p.

Employee pension programme

66 69 -3 p.p.

Subsidization of organized recreation

13 9 +4 p.p.

Welfare payments

3 3 +0 p.p.

Housing advances

15 17 -2 p.p.

Benefits available from MyBenefit platform and/or special social benefits, such as Christmas bonuses

84 88 -4 p.p.

Sports cards

5 5 +0 p.p.

[401-2] All non-salary benefits are available to the employees irrespective of their type of contract and/or working time (full time and/or part time).

Additional medical care: varied packages of benefits assigned to specific groups of positions.

“Zdrowie jak w Banku” (Guaranteed health) – a preventive programme focused on the early detection of diseases and the promotion of a healthy lifestyle, and a dedicated package of tests aimed at detecting complications after the SARS Cov-2 virus illness.

Other entities of the Bank’s Group (operating in Poland) provide medical care to their employees on the terms negotiated with the healthcare provider by the Bank, based on separate agreements.

The Bank’s EPP has been operated since 2013 in the form of an agreement under which the Bank makes a Basic Contribution (3.5% of an employee’s salary) and an Additional Employee Contribution to the Investment Funds managed by PKO TFI S.A. Other major companies in the Bank’s Group also have EPPs in place.

Additional benefits from the Company Social Benefits Fund: the MyBenefit cafeteria system. The amount of funds received depends on the gross income per person in a given family. Some of the Bank’s Group companies also offer the possibility of using the MyBenefit platform to their employees.

Vouchers, offers and discounts, group insurance, supporting sports initiatives and activities as well as charitable activities of the employees.

Recruitment policy

The recruitment policy of the Bank’s Group is focused on employing persons with different types of professional experience and skills based on high standards of counteracting discrimination and personal data protection. The employees are selected without taking into account discriminatory criteria (including: age, gender, disability, race, religion, nationality, political views, trade union membership, ethnic origin, religion, sexual orientation). Recruitment processes are supported by modern IT tools and systems.

The Bank actively supports and promotes internal employee mobility through in-house information campaigns, internal job fairs and consultations with recruiters aimed at encouraging its employees to take part in internal recruitment (across the entire Bank’s Group) as part of professional development in other business areas. Moreover, it provides an optimum amount of time for the transfer of an employee selected in internal recruitment to the new entity. This makes the process fast and simple.

In 2022 the Bank launched the internal internship programme #ReStart – as a new opportunity for internal mobility. The programme aims to enable current employees to develop career in the Bank’s structures and support recruitment processes for positions requiring specific competencies and experience.

The Bank cares about the candidates’ experience in the recruitment process by diversifying the channels of reaching different groups of candidates, using modern selection methods. The transparency of the recruitment process is supported by modern technologies, including the ATS. To reach the candidates, the Bank conducts dedicated campaigns in the social media, takes part in job fairs and industry conferences, cooperates with the academic community, supports selected initiatives and takes active measures to reach passive candidates directly.

In 2022, the Bank implemented new forms of reaching candidates in the form of podcasts, as well as campaigns using banking infrastructure such as ATMs/deposit machines or electronic information hubs in bank branches.

The Bank regularly surveys the experience of external and internal candidates to improve the recruitment process.

The Bank also has an internal recommendation programme. As part of this programme, the employees may recommend candidates for work. If the candidate recommended by an employee is hired and satisfies the conditions specified in the rules, the recommending employee will receive a cash reward. In 2022, the Programme was extended to cover more positions for which the employees may recommend candidates with suitable qualifications. The amounts of rewards for key positions in the IT area were also increased.

For years, internship programmes such as #StażNaDzieńDobry (#InternshipForAStart) have been one of the Bank’s strengths. The programme is addressed to students and young graduates who may carry out tasks in one of the following five paths: Sales, IT, Data Analytics, Cybersecurity and Business Support.

Cooperation with universities is an important aspect of building the image of an employer. In response to business needs, the Bank cooperates with the academic community by taking part in many events organized at universities. It cooperates actively with career offices in promoting job offers and internships. It organizes workshops and lectures and takes selected courses of study under its wing as part of sharing knowledge and strengthening cooperation with the academic community.

Freedom of association and trade union organizations

Employees are represented at the Bank by the trade unions and the Bank Employee Council.

The employer does not prevent the employees from joining the trade unions and the Bank Employee Council or acting as their members in any way. The employee organizations at the Bank have the right to determine their own internal principles, are free to elect their representatives and appoint authorities, operate and prepare the programme for their operation. This is consistent with the principles of freedom of association referred to in Convention No. 87 of the International Labour Organization on Freedom of Association and Protection of the Right to Organize.

  • The National Trade Union of PKO BP S.A. Employees,
  • “Solidarity” Independent Self-Governing Trade Union of PKO BP S.A. Employees,
  • Inter-Company Organisation for Banking and Service Employees No 06-005 OPZZ “Confederation of Labour”,

with the first being a representative union within the meaning of the Trade Unions Act (Journal of Laws of 2022, item 854).

As at 31 December 2022, trade union members constituted 10.5% of the total number of employees.

Meetings with trade unions and the Bank Employee Council are organized when necessary, at least a few times a year. The social partners are informed about the planned organizational changes without undue delay [402-1]. In 2022, the most frequently discussed issues concerned the employee remuneration.

The social partners actively seek information they need to conduct their activities. Both the trade unions and the Bank Employee Council have the opportunity to obtain the information they need to conduct their activities. In order to make it easier for the social partners to act, special communication channels have been developed for the trade unions and the Bank Employee Council to provide information about their activities. For this purpose, a special tab – “Employee Representation” – has been added to the INTRA Portal. The Employee Council uses this tool and provides employees with regular messages about which they are additionally informed via the newsletter.

Trade union members are Social Labour Inspectors at the Bank. The Social Labour Inspection is a function performed by employees on a voluntary basis. Its aim is to ensure that the workplace offers safe and healthy working conditions and respects the employee rights specified in the labour law. The Bank provides space for the performance of the tasks of the Social Labour Inspection.

The Bank cooperates with these social partners in accordance with the applicable regulations. In accordance with the generally applicable laws, the Bank provides the social partners with information about:
  • the employment-related aspects of the employer’s activities and economic situation and the changes anticipated in this respect,
  • the level, structure and anticipated changes in employment and the measures aimed at maintaining the employment level,
  • measures that may cause significant changes in the organization of work or the basis of employment.

If the law so requires, the Bank holds consultations or negotiations with the social partners. Consultations are held, among other things, in the event of planned organizational changes which lead to significant changes in the organization of work, the level of employment and the type of employment contracts. On the other hand, negotiations with the trade unions are conducted, among other things, with respect to the principles of remuneration and social benefits.

The employees may report their objections, opinions, suggestions and comments through the trade unions. Alternatively, they may do so without the intermediation of the trade unions, using a dedicated e-mail address. This is regulated by a procedure for reporting complaints and irregularities. An employee is entitled to additional support in the process of clarifying a complaint, namely, they may indicate a representative of a trade union organization or an employee representative appointed in accordance with other internal regulations, who will participate in meetings with the employee or submit opinions on the validity of the claim.

In the Bank also operates the Bank’s Employee Council elected in elections concluded on 22 August 2022. The principles of cooperation with the Bank Employee Council have been set out in a separate agreement. Under this agreement, the Bank Employee Council has, among other things, the right to receive information from the employer within 7 days of requesting it. The members of the Bank Employee Council may also use the equipment, devices and materials provided by the employer in carrying out the Employee Council’s tasks.

At the entities of the Bank’s Group, a trade union organization is present at KREDOBANK S.A. Trade union organizations do not operate at the other entities of the Bank’s Group.

At the entities of the Bank’s Group, the dialogue with the employees takes place in accordance with the applicable regulations. Its form is adapted to the size of the entity and its specificity. The dialogue with employees is conducted in accordance with legal regulations and forms of communication with employees adopted in the entity: directly, by e-mail and/or through the intranet. The employees have the opportunity to lodge complaints about a breach of employee rights and other irregularities.

No collective disputes were recorded at the entities of the Bank’s Group.

[407-1]  No operations or suppliers characterized by a high risk of restricting the freedom of association and collective agreements were identified at the Bank in 2022.

Development and education


Basic data on training at the Bank in 2022

total women men total women men
Number of training days in a year 80,440 62,494 17,946 88,464 66,560 21,904
Share of employees subject to regular annual performance evaluation (as of 02.05.2022) in the group of employees eligible for evaluation (%) 88 88 88 83 84 82
Average hours of training per year per employee 13 13 13 13 13 13

[404-2] Development activities are adjusted to the specific nature of the Bank and the individual entities of the Bank’s Group and regulated by internal regulations. It guarantees a flexible approach to the development policy.

“The principles of employee development and succession planning in PKO Bank Polski S.A.” set out the goals, directions and activities of the Bank in the area of management of the development of the Bank’s employees or other co-workers. The main assumption of the adopted training policies is: 
  • supporting the pursuit of the strategic goals of the entities of the Bank’s Group and the business objectives,
  • onboarding of new employees,
  • ensuring the professional qualifications of the employees and adapting their knowledge and skills to the changing requirements of the market in which a given entity operates,
  • preparing the employees for the implementation of new solutions and products offered by an entity of the Bank’s Group or for introducing changes to the existing solutions and/or products offered.

All employees, regardless of their age or gender, may benefit from training activities in the Bank’s Group. Individual entities may apply the criterion of the position held, when referring employees to specific training, such as participation in education at University level (various levels of education at the individual entities of the Bank’s Group) or foreign language courses. The employers finance training activities in whole or in part.

The Bank updates the List of Training Courses every quarter and communicates it on the intranet portal. The list contains a number of development activities for employees and managers. It contains a description of individual activities and an easy to use tool for signing up for individual training sessions.

The Bank conducts projects to develop both hard and soft skills. A team of several dozen internal trainers conducts group training, on-the-job training and internal workshops (also for interns). Group training is provided by external companies on selected projects. The Digital Transformation employees have access to both internal training courses in agile methodology and to certified training courses. The employees also participate in foreign language courses.

The Bank’s employees use the internal e-learning platform very actively, mainly for providing training in product knowledge, the knowledge of processes and the use of IT applications.

As part of their professional development, the employees may apply for a subsidy to the costs of their education in the form of post-graduate studies, Master of Business Administration (MBA) courses or solicitor’s training. The Bank also conducts adaptation programmes, which are adjusted to the specific nature of individual business areas. Training courses organized at the Bank are available to all employees regardless of the form of employment (an employment contract and/or a fixed-term contract (interns)).

eNPS survey (Employee net promoter score)

The eNPS indicator is a measure of the effectiveness of the Bank’s activities in the area of employee experience management. The eNPS ratio on permanent functions in the business dialogue at the Bank, in the same way as other key strategic indicators (e.g. customer NPS).

In 2022, two editions of the eNPS survey took place “How is your work?”. Within its scope, employees were asked how much are they inclined to recommend the Bank as an employer, and how satisfied they are with the cooperation, direct superior, or working environment. In the spring edition carried out at the turn of May and June, the Bank’s referral ratio as the employer was -15 (on a scale from -100 to 100). At the Bank’s level, the highest scored indices are the Hybrid Work Model (78%) and Direct Superior (75%). Each manager of a team with a minimum of 7 participating employees received their report with the result of eNPS and other indices.

The remeasurement was performed in December. The survey was performed a Pulse Check and only the inclination to recommend the Bank as an employer was surveyed.  The result in December was +27.7.

The eNPS ratio increased in the Bank by as much as 42.7 p.p. between June and December. It can be interpreted as a great success. Actions taken by the Bank in order to improve the employees’ experience generated the expected effect. The findings of each survey are used to implement new facilities and solutions tailored to current needs on an on-going basis.


Promoting diversity is present in many aspects of the activities of the Bank and the entire Bank’s Group. It assumes, among other things, respect for others, equal treatment and using the potential of employees. Diversity means that people are important irrespective of any differences between them, such as their gender, age, health condition, sexual orientation, religion, marital status or country of origin. In building teams, the Bank understands that diversity is their asset both in creating innovations and in smooth operations.

The Bank aims to ensure, promote and popularise diversity. It takes care that diversity as a value, but also as a practice, is present in the organizational culture, initiatives and measures taken, as well as in the relevant policies, regulations and processes.

Principles of equal treatment, anti-discrimination and respect for human rights

The obligation of equal treatment in employment is a fundamental principle at the level of policies, regulations and processes developed and carried out at the Bank. Therefore, the Bank’s internal acts adopted at Management Board level include crucial commitments pertaining to:

  • counteracting discrimination in employment and non-discrimination of employees, in particular due to gender, age, disability, race, religion, nationality, political views, trade union membership, ethnic origin, denomination and sexual orientation and due to employment for a limited or unlimited period and on a full-time or part-time basis,
  • application of objective criteria and transparent rules at the Bank in the processes of recruitment, remuneration, employee development, access to training and access to employee benefits,
  • guaranteeing equal treatment of employees performing the same type of work or work of equal value,
  • applying objective and fair criteria for performance appraisal.

The above commitments are based, among other things, on the Conventions of the International Labour Organization (Conventions Nos. 100 and 111).

The Bank has introduced internal regulations, including the Bank’s Code of Ethics, in which it indicates and promotes the desirable values. In particular, the Bank:

  • identified important values, as well as attitudes and behaviour promoted in relations among employees, with customers, in business activities and in relations with the Bank’s environment, and indicated behaviour that is unacceptable in view of ethical standards of the Bank,
  • defined powers and methods of proceeding in the area of counteracting discrimination and bullying at work, including methods of reporting violations, clearly and precisely,
  • created mechanisms for reporting, including anonymous reporting, and investigating all types of irregularities noticed by employees in the workplace,
  • monitors and reports regularly (also to the relevant members of the Bank’s Management Board) instances of violations of the adopted values and principles,
  •  in 2022, it introduced a mechanism for reporting the compliance with ethical standards at the Bank to the Management Board and the Supervisory Board.

In addition, the Bank:

  • supports employees in their integration at the company and facilitates the creation of interest groups,
  • ensures freedom of speech by organizing publicly available forums, provided that ethical principles and culture of expression are properly respected, and by organizing chats with key managers of the Bank,
  • undertakes educational initiatives to promote the Bank’s values (also among the companies of the Bank’s Group and cooperating entities), as well as to counteract discrimination and bullying, among other things, by organizing training courses, workshops and information campaigns,
  • regularly initiates training courses for managers in effective communication and providing feedback, taking into account the diversity aspect.
  • In order to guarantee equal treatment of employees who perform the same type of work or work of equal value, the Bank applies:
  • objective principles of the valuation of positions based on an international methodology, with the participation of independent consulting firms and related guarantees of minimum remuneration levels contained in the Company Collective Bargaining Agreement,
  • monitoring of remuneration in individual employee categories, including a breakdown by gender, the results of which are reported to the Bank’s management,
  • regular remuneration reviews aimed at diagnosing and counteracting differences in remuneration resulting from criteria other than objective criteria.

The Bank strongly opposes any forms of discrimination that contradict the organization’s values and promotes attitudes based on mutual respect among employees. Any conduct that can suggest the presence of bullying is unacceptable.

The Bank’s policy regarding bullying and discrimination is regulated in the internal regulations:

  • The Bank’s Working Regulations,
  • The Principles for counteracting bullying and discrimination, and the procedure for handling complaints concerning the violation of employee rights.

The Bank’s Code of Ethics also contains significant provisions concerning the attitudes and values promoted among the employees.

The Bank has internal regulations in place for counteracting bullying and discrimination and for handling complaints concerning the violation of employee rights. These principles guarantee counteracting unfavourable phenomena in employee relations and specify how to react to situations of interpersonal conflicts. Based on these principles, an employee of the Bank may report a complaint about any breach of the employee rights defined in the legal acts or internal regulations without worrying about the consequences. Moreover, the employee is entitled to additional support in the process of investigating the complaint. They can indicate a representative of a trade union organization or an employee representative (appointed based on the Bank’s internal regulations) who will participate in meetings with the employee or submit opinions on the validity of the claim. Ongoing support for the employees is offered by the HR Contact Centre. Thanks to this, the employees may obtain up-to-date information also about the way to report complaints and anonymous notifications of breaches of employee rights.

Complaints concerning broadly understood breaches of employee rights are considered individually. For each of them, the optimal manner of handling is determined, which enables formulating appropriate conclusions and recommendations or taking additional measures or HR-related decisions, if necessary. In the course of verifying the complaints, various methods are used (among other things, anonymous surveys, in-depth interviews with employees, verification of turnover ratios and other HR/business data). Each time, when deciding what measures should be taken, care is taken to ensure the highest possible impartiality of the assessment. Therefore, many times representatives of different units participate in the process of investigating the matter, in line with the Bank’s organizational structure.

Other entities of the Bank’s Group also have the necessary solutions in their internal regulations, which guarantee compliance with the law regarding the prevention of bullying and discrimination. These solutions function in separate regulations or as appropriate provisions in the working regulations, codes of ethics and other regulations adequate to a given entity.

Appropriate diversity management increases team work efficiency, improves the atmosphere at work, helps retain valuable and experienced employees, enhances innovation and creativity. For these reasons, such training is organized at the Bank. Managers acquire knowledge and skills in the management of diverse teams. It makes it possible to eliminate undesirable behaviour and situations and support valuable and positive behaviour.

Diversity initiatives

The diversity policy is also composed of various initiatives undertaken at the Bank, including strategic projects aimed at creating a friendly work environment and cooperation with external entities to support diversity in the workforce.

Friendly work environment. The strategy of building a friendly environment was continued, which includes such aspects as a functional workplace, implementation of a hybrid work model, or the digitization and simplification of processes. Creating a standardized, modern workplace, provided with tools, equipment and properly arranged space, makes work easier.

#HybrydaSięLubić (#HybridIsCool). Meetings were organised and informative materials were made available to guide working ways, market trends and good practices in hybrid work.

#FokusNaCiebie (#FocusOnYou). The programme for selecting guidelines and materials on a well-being topic was continued in line with the employee’s preferences. The program is freely available from any place and at any time – employees can watch Live Event meetings via Teams Live Event, or play recorded events in the audio library, on top of short videos and podcasts. Out of care for the work-life balance, as well as both emotional and physical well-being, the materials concern such topics as the role of and ways to relax, the impact of diet and sleep on our well-being or ways to reduce stress levels.

#CzasNaFeedback (#TimeForFeedback). There is a process at the Bank as part of which the deliverables, competences, achievements, feedback or development goals of employees are summarized on a regular basis. They are aimed at supporting the employee in individual professional development. The expected attitudes and behaviour towards employees are included in a competence model based on the Bank’s values. This model is universal, it applies to all employees and promotes, among other things, communication and cooperation which have an impact on building harmonious, diverse teams. As part of this solution, employees also receive feedback from their co-workers throughout the year.

Collaboration with external entities that supports diversity in the workforce includes:

  • internship and training programmes offering the opportunity of development to pupils, students and graduates of secondary schools and universities with various profiles;
  • professional development programmes for people with disabilities, including the provision of workstations adapted to the needs of such people (the principles for carrying out tasks relating to occupational health and safety as well as standards in technological and technical solutions require taking the necessary measures to adjust workstations to the needs of persons with disabilities),
  • cooperation with universities and secondary schools as part of which workshops are organized at selected universities in Poland and at the Bank, during which students have an opportunity to learn about selected areas of the Bank’s operations.

The Bank organizes integration programs and supports employee initiatives to strengthen the integration of employees from different areas of operation and representing different social groups. These include sports initiatives and activities and charitable activities of the employees as volunteers. These initiatives help to create a friendly organizational culture and build relationships based on the diversity of the employees’ interests.

Due to the war in Ukraine, initiatives dedicated to employees of KREDOBANK S.A. who came to Poland were conducted in 2022.

The policy of diversity in the composition of the Management Board and the Supervisory Board of the Bank was discussed in Corporate governance chapter.

Occupational health and safety

OHS indicators

The OHS Service at the Bank has been organized as an Office for Occupational Health and Safety (OHS) and forms part of the structures of the Administration Centre. The unit is divided into field teams supporting all of the Bank’s facilities in Poland. The employees of the Office perform the tasks specified in the “Regulation of the Council of Ministers (…) on the OHS Service” on a daily basis. These tasks include:
  • periodical assessment of occupational risk,
  • analysis of accidents and incidents that have occurred to date and monitoring events that may potentially lead to accidents,
  • ongoing and periodical OHS inspections in all locations and units of the Bank,
  • conducting introductory and periodical OHS training,
  • observing OHS principles in connection with the SARS-CoV-2

Moreover, the OHS Office seeks to improve occupational health and safety on an ongoing basis by popularizing prevention, good practices and prophylaxis in the broad sense. Thus, the Office complies with the legal requirements defining the fulfilment of the employer’s obligations towards employees.

All subsidiaries of the Bank perform OHS tasks in accordance with the applicable laws. These laws are so clear that, in fact, it means applying the same OHS principles across the entire Bank’s Group. Entities located outside Poland operate under the principles specific to the country in which they are registered.
The Bank identified job hazards and found out that there were no jobs that would entail a risk classified as high (i.e. there are no jobs that would require action to reduce the risk level). Occupational risk for 100% of the positions at the Bank was assessed using the Risk Score method. Each assessment is subject to ongoing monitoring and periodical verification.

The main hazards include:

  • falls on the same level (slipping, stumbling),
  • fall to a lower level (stairs),
  • inappropriate lighting and/or glare,
  • hitting against fixed objects,
  • overload of the musculoskeletal system or sight (working at the computer),
  • electrocution (operation of devices powered with electricity),
  • traffic accidents (business travel),
  • mental strain associated with the exposure to Covid-19.
The Bank has a contract for providing occupational health services with Luxmed. Employees have medical check-ups at the start of their employment and regular check-ups afterwards at Luxmed branches and/or cooperating clinics. Every employee may also use specific medical care services free of charge outside the scope of occupational health. The contract also provides for a possibility of extending the scope of medical services for the employee and their family. Other entities of the Bank’s Group (operating in Poland) provide medical care to their employees on the terms negotiated with the healthcare provider by the Bank, based on separate agreements.
Communication between the employees and the employer is carried out in the form of an open dialogue through the trade unions. The unions operate at the Bank in a robust and representative manner. An employee representative always participates in the periodic OHS Commissions and has the opportunity to communicate directly with an occupational health and safety representative.
Occupational Health and Safety training at the Bank is organized by the internal OHS service.

Introductory training is carried out on an ongoing basis in all locations in Poland, using proprietary materials and teaching aids, personally and/or remotely using information and communications technology.

Periodical OHS training in accordance with the Act of 2 March 2020 on special solutions related to preventing, counteracting and combating COVID-19 has been suspended due to the extension of the period of its validity until the 60th day from the date of lifting the state of epidemic emergency. However, due to the high and constantly growing number of people whose training will finish after the above-mentioned deadline, the periodic training process was launched in October 2022. The training is done by employees in the form of e-learning, and the exam is received by a committee composed of two employees of the OHS service via electronic communication sources.

The dynamics of the OHS service and the number of its members allow it to maintain the percentage of newly-hired people who have received training at 100%. Moreover, the OHS Office staff includes qualified paramedics who regularly train employees in first aid (the process of first aid training was temporarily suspended in 2022 due to the restrictions associated with the pandemic, and the training was limited to the demand notified by the units).

All entities of the Bank’s Group, including the Bank, take voluntary (other than legally required) action to promote employee health. Popularization of a healthy lifestyle contributes to an increased interest in the following benefits offered by the employers in the Bank’s Group:
  • free of charge preventive check-ups (e.g. an annual health package, mammography, flu and/or Covid-19 shots),
  • training courses promoting a healthy lifestyle (e.g. exercise tutorials for office workers, including those working remotely),
  • access to many sports and leisure facilities as part of the employee benefit package,
  • organization of sports clubs, competitions and events supporting physical activity and protecting the natural environment,
  • organization of pro-health events, g. “Guaranteed health”, “#FocusOnYou” – promoting a healthy lifestyle, paying attention to the aspects related to: diet, activity (yoga, dancing, personalised exercises) as well as work-life balance.

Moreover, the Bank was active in external sports events as their organizer, patron or sponsor, which builds its image of an entrepreneur promoting a healthy lifestyle.

Preventive measures taken at the Bank to improve safety and working conditions:
  • support and definition of measures to be taken in the event of occurrence or psychological or social hazards, such as stress or bullying,
  • information campaigns concerning ergonomics and safety at work (manuals, brochures, topic- specific intranet sites),
  • additional, non-obligatory training in first aid and safe driving courses for employees using company cars,
  • prevention of problems with vision: access to eyesight tests, reimbursement of the purchases of eye glasses and corrective lenses,
  • accident prevention is carried out by the OHS services during induction and periodical training. Prevention of work-related accidents is carried out in consultation with the employees,
  • the employer provides personal protective equipment for workstations that are exposed to external factors,
  • continuity of measures aimed at preventing and controlling the working conditions in view of the Covid-19 risk.
The basic occupational health and safety management system arising from the generally applicable laws covers 100% of the employees.
In 2022, 68 accidents were reported (69 in 2021). As a result of the proceedings conducted, 7 of them were not classified as work-related accidents, and 10 are still pending. The most common work-related injuries include: bruises, sprains and dislocations, and other bodily injuries. The total number of accidents reported in 2022 in the other entities of the Bank’s Group was 6 (13 in 2021). One of them concerned a person working based on a contract other than the contract of employment. All proceedings were completed, and two of them were not classified as an accident at work.
In 2022, 9 suspicions of occupational diseases were reported for 7 persons, and all of them were related to former employees of the Bank (in 2021, there were 5 notifications). In the same year, the adjudicating authority issued 4 decisions stating that there were no grounds for classification as a group of occupational diseases (2 decisions related to previous years’ notifications, and 2 related to proceedings initiated in 2022). The other proceedings are still pending.

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