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Diversity and human rights
GRI:
-
[103-1, 103-2, 103-3]
for aspect: diversity and anti-discrimination
for aspect: diversity and anti-discrimination
Go to GRI list
Diversity and respect for human rights are integral elements of our corporate culture. Employee teams of Santander Bank Polska are created in line with the diversity principles. The key message promoted to employees is to respect and accept otherness. We support diversity through a range of projects, initiatives and actions.
Equal treatment and the prevention of discrimination have been addressed by a number of policies and procedures in force at the bank, particularly the General Code of Conduct, supplemented by:
Respect and Dignity Policy
The policy relates to building a diversified working environment with respect for ethical standards and dignity of each employee. Its aim is to prevent such negative behaviours as discrimination, bullying and harassment and to enhance compliance with the law, with the bank’s internal values and corporate culture and with the ethical standards adopted by the bank. The Respect and Dignity Policy provides for preventive measures and establishes channels and procedures for reporting/analysing suspected violation of law, procedures, standards and employee relationships (described in detail in Appendix 1 to the policy). It also defines the responsibility of each manager and each employee for the effective implementation of the policy.
Human Rights Policy
This policy reaffirms our commitment to respect and protect human rights in relations with:
- employees,
- customers,
- suppliers, and
- local communities.
Areas covered by the policy
- Preventing discrimination and practices against personal dignity
- Forced labour and child labour
- Respecting the right to form trade unions and enter into collective agreements
- Obligations towards customers, suppliers and business partners.
- Protecting employees’ health
- Working environment
- Respecting, supporting and promoting the observance of human rights in local communities
- Monitoring and controlling the impact of the business on local communities
- Respecting human rights by ensuring safety
- Taking anti-corruption measures
Policy of diversity in the composition of the bank’s Management Board
The policy adopted in 2018 imposes the following practical obligations on the bank:
- making sure that candidates for Management Board members and senior officers demonstrate a broad range of characteristics and competences and offer independent judgements and opinions,
- striving for gender balance on the Management Board and avoidance of any type of discrimination in relation to candidates for Management Board members.
One of the commitments made by Santander Group is to have 40%-60% female Board member by 2021 and to offer 30% of top executive positions to women by 2025.
Diversity at Santander Bank in numbers
GRI:
-
[405-1]
Diversity of governance bodies and employees by employee categories, gender, agen, membership of minority and other diversity indicators
Diversity of governance bodies and employees by employee categories, gender, agen, membership of minority and other diversity indicators
Go to GRI list
Rate of women in senior management positions at the bank
Rate of women in middle management positions at the bank
Data table
| 2017 | 2018 | |
|---|---|---|
| Rate of women in senior management positions at the bank | 37.12% | 44.6% |
| Rate of women in middle management positions at the bank | 60.64% | 62.0% |
Percentage of employees in each category versus total workforce in 2018
Data table
| Percentage of employees in each category versus total workforce in 2018 | |||
| Female | Male | Total percentage of employees in each category | |
| Aged <30 | 12% | 6% | 17% |
| Aged 30-50 | 50% | 21% | 71% |
| Aged >50 | 9% | 3% | 12% |
| Foreigners | 0.12% | 0.62% | 0.27% |
Employees by employment structure (percentage of employees in each category versus total workforce in 2018)
Data table
| Pracownicy wg struktury zatrudnienia (odsetek pracowników w każdej z kategorii w 2018 r. w stosunku do łącznej liczby pracowników w organizacji) | |||
|---|---|---|---|
| Female | Male | Total percentage of employees in each category | |
| Senior management | 1% | 1% | 2% |
| Middle management | 13% | 8% | 21% |
| Other employees | 57% | 20% | 77% |
Supervisory Board composition by age and diversity
Data table
| Supervisory Board composition by age and diversity | |||
| Female | Male | Total percentage of employees in each category | |
| Aged <30 | 0% | 0% | 0% |
| Aged 30-50 | 0% | % | 11% |
| Aged >50 | 22% | 67% | 89% |
| Foreigners | 0% | 33% | 33% |
Management Board composition by age and diversity
Data table
| Management Board composition Board composition by age and diversity | |||
| Female | Male | Total percentage of employees in each category | |
| Aged <30 | 0% | 0% | 0% |
| Aged 30-50 | 0% | 33% | 33% |
| Aged >50 | 11% | 56% | 67% |
| Foreigners | 0% | 33% | 33% |
GRI:
-
[406-1]
Incidents of discrimination and corrective actions taken
Incidents of discrimination and corrective actions taken
Go to GRI list
Our projects supporting diversity
Female Side of Business
The Female Side of Business is a program aimed at increasing the number of women in managerial positions. The programme involves mentoring activities and inspirational meetings and is an element of the bank’s efforts to implement the provisions of the Diversity Charter.
Differently Abled
In 2018 we launched the Differently Abled project the goal of which is to build an inclusive and diverse work environment by preparing the organisation to employ people with disabilities. Measures are taken to raise the awareness of the needs and rights of the disabled, overcome any potential barriers to employment.
The project also encompassed a pilot recruitment program. On the turn of 2017 and 2018, Santander Bank Polska carried out a pilot recruitment process hiring employees with hearing impairment to work in the bank’s archives in connection with the implementation of the new personal data protection regulations. The pilot program was accompanied by a widescale internal training and communication campaign devoted to the subject of development of accessible work environment.
Support to Parents
The Support to Parents document describes the approach of Santander Bank Polska to employees who have been absent for a long time due to pregnancy or who are on maternity or parental leaves. The principles have been described in Appendix 2 to the Respect and Dignity Policy.
Our bank as a partner to the 5th National Diversity Day
The National Diversity Day is an initiative of the Responsible Business Forum launched in connection with the Diversity Charter. The goal of the project and of the annual event held in May is to promote the idea of diversity management and showcase examples of solutions and actions which can be taken to support diversity.
Santander Bank Polska has been a signatory of the Diversity Charter since 2017. The 5th National Diversity Day took place in the Relationship Centre of our bank. More than 120 people took an active part in various kinds of discussion panels and workshops focusing on the subject of creating discrimination-free workplaces. Twenty panelists presented different aspects of employment equality challenges occuring on the labour market. During the 5th National Diversity Day, the impact of new technologies on equal opportunities and prevention of discrimination was tackled for the first time.
Did you know…?
- In Santander Bank Polska 44.6% of directors are women.
- In 2018, each employee of our bank attended, on average, 30 hours of training.
