- About Santander
Bank Polska - Strategy
and Management - Customers
- Introduction
- Our priorities – Bank As You Want It
- Multichannel approach – anyway you like it
- Accessible to all – You can count on us
- Security first
- Excellent customer service
- Ethical communication – simple and friendly language
- Responsible selling and prevention of misselling
- Our approach to complaints
- Knowledge that pays off
- Products and initiatives for retail customers
- Products and initiatives for SME customers
- Products and initiatives for customers of the Business and Corporate Banking Division
- Corporate and investment banking
- Support to customers in financial difficulty
- Employees
- Social
Engagement - About
the report
We appreciate diversity
GRI:
-
[103-1,103-2, 103-3]
for reporting Aspect: Diversity and equal opportunities in the workplace
for reporting Aspect: Diversity and equal opportunities in the workplace
Go to GRI list
In Santander Bank Polska we appreciate diversity and build diversified teams, where respect and acceptance for diversity are key values. Each person in the bank has equal opportunities, we listen to every voice.
84 % agree with the statement that differences between employees are widely accepted and respected in the bank
Regulations and principles
Diversity is an integral part of our corporate culture, and aspects such as respect for individuality, promotion of equal treatment and the prevention of discrimination have been addressed by a number of policies and procedures applicable at the bank, particularly the General Code of Conduct, supplemented by:
The Santander Bank Polska Sustainability (CSR) Policy
with respect to employee relations:
- to respect diversity and prevent discrimination because of gender, race/origin, age or on any other grounds;
- to encourage equal treatment of employees and aspire to have a balanced representation between men and women in all functions and responsibilities.
The Santander Bank Polska Human Rights Policy,
which establishes a set of principles regarding the relationships with various stakeholders, including commitment to:
- ensure equal access to employment and promotion, and protection against discrimination based on age, gender, race, religion, origin, marital status or financial situation;
- create a work environment free from any mistreatment of or disrespect to employees.
The Dignity and Respect Policy,
which set out preventive measures and establish channels and procedures for reporting/analysing suspected violation of law, procedures, standards and employee relationships.
The principles promoting diversity and equal treatment are applied at each stage of the employee lifecycle, starting from recruitment to the termination of employment with the bank.
Diversity in numbers
-
37.12% women and 62.88% men
senior management
-
60.64% women and 39.36% men
middle management
-
2 women
on the Supervisory Board
and 1 woman
on the Management Board
-
1,022 women and 560 men
number of new employees
GRI:
-
[405-1]
Diversity of governance bodies and employees in terms of gender, age, minority status and other diversity categories
Diversity of governance bodies and employees in terms of gender, age, minority status and other diversity categories
Go to GRI list
Percentage of employees in each category versus total workforce in each management group
Data table:
| Senior Management | Middle Management | Other employees | |
|---|---|---|---|
| <30 years | 0.00% | 2.34% | 21.53% |
| 30-50 years | 81.22% | 85.68% | 65.97% |
| > 50 years | 18.78% | 11.98% | 12.49% |
| Female | Male | |
|---|---|---|
| Senior Management | 37.12% | 62.88% |
| Middle Management | 60.64% | 39.36% |
| Other employees | 75.15% | 24.85% |
Diversification of the supervisory and management authorities (persons) by gender:
Data table:
| Female | Male | |
|---|---|---|
| Supervisory Board | 20.00% | 80.00% |
| Management Board | 8.33% | 91.67% |
| Key managers | 32.35% | 67.65% |
Diversification of the supervisory and management authorities (persons) by age:
Data table:
| <30 | 30-50 | >50 | |
|---|---|---|---|
| Supervisory Board | 0.00% | 0.00% | 100.00% |
| Management Board | 0.00% | 60.00% | 40.00% |
| Key managers | 0.00% | 89.90% | 10.10% |
Diversity Charter
On May 24, 2017 we signed up to the Diversity Charter as a testament to our intention and commitment to:
- creating a corporate culture that encourages respect for diversity,
- developing policies and mechanisms that effectively support equal treatment and diversity management at work,
- promoting benefits of diversity among stakeholders (employees, communities, shareholders and customers),
- reporting on measures taken and their outcome.
We promote ethical behaviour in the workplace
All our employees are obliged to participate in the training in ethics and diversity, while the responsibility for creating a work environment free from any mistreatment of or disrespect to employees rests with the managers and is a crucial part of their competence model.
Promoting the broadly understood culture based on respect in everyday relations is so important to us that we organise additional initiatives in this regard.
In 2017:
- In September, in line with the campaign promoting ethical behaviour, we began to put up related content on the internet for our employees.
- We prepared cyclic reports containing analyses of reports and recommendations for the organisation concerning employee-related matters.
- We have developed an e-learning training concerning the prevention of such negative behaviours as mobbing, discrimination and harassment and breaching of the bank’s ethical standards. In order to ensure that the material presents a comprehensive view on these aspects, it was prepared by representatives from different bank units.
Instances of breaching the ethical rules and other alarming situations also related to discrimination at work can be reported by employees (also anonymously) via one of the available channels:
-
helpline for reporting ethical issues
-
helpline for reporting issues concerning employee relations
-
dedicated e-mail address
To read more on this topic, go to the „Ethics” section.
Remuneration
The provisions of Santander Bank Polska Compensation Policy prohibit differentiation of the compensation amount depending on the gender. We do not accept pay discrimination – the salaries paid to men and women in the same positions are comparable in our bank.
GRI:
-
[202-1]
Ratios of standard entry level wage by gender compared to local minimum wage
Ratios of standard entry level wage by gender compared to local minimum wage
Go to GRI list
Basic entry-level salary by gender versus the statutory minimum wage in 2017 (in PLN):
Data table:
| Female | Male | |
|---|---|---|
| Average entry-level monthly salary paid to employees | 2,496 | 2,381 |
| % of the minimum wage | 125% | 119% |
GRI:
-
[405-2]
Ratio of the basic salary and remuneration of women to men for each employee category
Ratio of the basic salary and remuneration of women to men for each employee category
Go to GRI list
Remuneration of women versus men (in PLN):
[1] The “senior management category” does not include Board Members.
[1] The “senior management category” does not include Board Members.
Data table:
| Average basic remuneration of women by employment type | Average basic remuneration of men by employment type | Ratio of the basic remuneration women to men | |
|---|---|---|---|
| Warsaw: Senior management [1] | 24,906 | 33,724 | 74% |
| Warsaw: Middle management | 14,094 | 17,380 | 81% |
| Warsaw: Other employees | 6,678 | 9,564 | 70% |
| Agglomerations: Senior management | 19,849 | 24,227 | 82% |
| Agglomerations: Middle management | 10,827 | 12,306 | 88% |
| Agglomerations: Other employees | 6,678 | 9,564 | 70% |
| Large cities: Senior management | 16,267 | 17,905 | 91% |
| Large cities: Middle management | 9,140 | 10,261 | 89% |
| Large cities: Other employees | 4,149 | 5,054 | 82% |
| Rest of the country: Senior management | 16,870 | 15,351 | 110% |
| Rest of the country: Middle management | 8,813 | 9,760 | 90% |
| Rest of the country: Other employees | 3,867 | 4,588 | 84% |
[1] The “senior management category” does not include Board Members.
