Diversity and respecting human rights

The respect for diversity and equality and the prohibition of discrimination are two principles that are deeply rooted in PZU Group’s organizational culture. The Group is involved in activities fostering conscious management of diversity, including workshops and training classes for employees and managers. This way the company supports the creation of an organizational culture open to recognizing individual dissimilarities and differences and working to prevent any cases of employee discrimination on the grounds of dissimilarity. Owing to the implementation of a number of such regulations and practices, the bank is able to take actions within the framework of sustainable development while respecting diversity and applying equal treatment.

Composition of supervisory bodies and employees broken down into employee groups by gender, age and other diversity factors converted into FTEs:

Composition of the Supervisory Board by age category and diversity:

Composition of the Management Board by age category and diversity:

The Group companies, except for the Armatura Group and Arm Property (in which implementation is under way), anti-mobbing policies and internal procedures are in place. In the case of companies with a low headcount (e.g. Tower Inwestycje) no separate documents pertaining to prevention of mobbing have been implemented. The companies comply with the general document, PZU Group Best Practices, which indirectly regulates the conduct in a mobbing situation. In Tower Inwestycje implementation of an anti-mobbing procedure is planned for Q1 2019. In TUW PZUW implementation of an anti-mobbing procedure is planned for Q2 2019.

In the Pekao Group the Policy aims at developing appropriate conditions and creating a mobbing-free work atmosphere. It lays down a procedure for lodging and reviewing mobbing complaints and guidelines giving the company’s employees the possibility to manage their career, attain success and assess their work on the basis of individual achievements.

In PZU Zdrowie and its subsidiaries the implemented Anti-Mobbing Policies are compliant with the PZU Group’s guidelines.

In the Alior Bank Group, the personal dignity issue is taken care of in the Code of Ethics applicable to employees of all its member companies. The Code contains guidelines on applying the principles of professionalism and respect in the workplace as well as the principles of good manners, openness toward diversity and tolerance.

In PZU TFI there is an internal Anti-Mobbing Procedure. In turn, PTE PZU has adopted a resolution on the “Rules for preventing mobbing in Powszechne Towarzystwo Emerytalne PZU Spółka Akcyjna”. Among the purposes of this procedure is to set forth the provisions governing the appointment and responsibilities of the anti-mobbing committee.

In 2018 PZU recorded 7 non-financial sanctions for non-compliance with the law or regulations totaling PLN 212,945, while PZU Życie had 3 instances totaling PLN 24,105. In both companies, the claims pertained to remuneration, retirement severance pay and reinstatement of employment.

In 2018, in PZU and PZU Życie, the labor court confirmed one case of mobbing based on a statement of claim filed in 2013. The mobbing complaint, which the labor court found justified, has not been lodged by the employee with the Anti-Mobbing Commission. There have been no other confirmed cases of mobbing for 5 years. PZU attaches special importance to prevention of mobbing in the workplace and cares for a friendly work environment so that it is free of any unlawful behaviors.

In PZU mobbing prevention is also supported by the Anti- Mobbing Procedure. The “report the incident” procedure enables employees to report information about breaches of rules using an Intranet platform. An Anti-Mobbing Commission has been appointed verify unacceptable behaviors. It reviews employee complaints and investigates each signal of behaviors that may have the features of mobbing.

In addition, an e-learning training course entitled “Mobbing – legal and psychological aspects” is available to all employees. In addition to mobbing-related issues, employees are provided with information on prevention of discrimination and equal treatment in employment opportunities. 

PZU ensures equal opportunities to employees for development, improvement of their skills and promotions. The remuneration system depends on the type of the work performed, the value of the position for the Company, the employees’ competences, required skills and market remuneration levels. PZU prevents discrimination regarding remuneration, among others through setting transparent, non-discriminatory fixed compensation levels for the same type of work or work with the same value, reflecting primarily appropriate professional experience and organizational responsibility defined in the job description. 

Principles supporting diversity and equal treatment span all career stages in the company, starting from the recruitment process to the duration of the employment relationship (employment terms, access to training and development-minded activities, opportunities to be promoted) to the termination of cooperation. 

PZU confirmed its will to pursue a diversity policy by joining the signers of the Charter of Diversity in 2013.