- Santander Bank PolskaSantander Bank Polska
- Responsible bankingBank As You Want It
- SimpleBank As You Want It
- FairBank As You Want It
- PersonalBank As You Want It
- About the reportAbout report
Introduction
We know that the greatest asset of our organization is its people. We support the development of the employees of Santander Bank Polska as it is the best investment we can make. We create a friendly work environment and appreciate diversity which helps us make the best use of people’s potential. We respect our employees and we want them to feel good at work. We take care of their wellbeing and safety and promote healthy lifestyles. We have in place a responsible HR policy and we are a responsible employer from the stage of recruitment until the day when the employee leaves the company.
Employment in Santander Bank Polska Group:*
Emploment in Santander Bank Polska:*
* As at 31 December, 2018
Following the acquisition of a demerged business of Deutsche Bank Polska S.A., the number of employees in the bank went up by 8.5% YoY. On a comparable basis, after excluding 1,513 employees of the acquired bank and 16 employees of the acquired asset management company, the number of FTEs in the bank decreased by 5.0% YoY.
The reduction of headcount on a comparable basis is a result of the transformation of Santander Bank Polska’s business model, in particular including digitalization and a growing significance of remote distribution channels in sales and customer service. Consequently, the branch network staff is reduced while business support functions are strengthened. The transformation is to the highest possible way based on the natural turnover of people and is aligned with the current business needs and the market conditions.
GRI:
-
[102-8]
Information on employees and others working for the organisation
Information on employees and others working for the organisation
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Number of employees by gender
(FTEs)
Number of employees by gender
(persons)
Information on employees and others working for the organisation
| Number of employees and associates by employment type, contract type and gender in 2018 | |
|---|---|
| Total workforce at the end of 2018 | 12,641 |
| Number of employees (FTEs) by gender | |
| Female | 8,704.91 |
| Male | 3,548.11 |
| Number of employees (persons) by gender | |
| Female | 8,931 |
| Male | 3,710 |
Number of employees by employment type
(persons)
Data table
| Number of employees (persons) by employment type | |
| Full-time | 12,068 |
| Female | 8,558 |
| Male | 3,510 |
| Part-time | 573 |
| Female | 373 |
| Male | 200 |
| Number of employees (persons) by employment type and regions | |
| Full-time | |
| Capital city | 2,278 |
| Agglomerations | 4,975 |
| Large cities | 2,205 |
| Other | 2,610 |
| Part-time |
|
| Capital city | 173 |
| Agglomerations | 289 |
| Large cities | 82 |
| Other | 29 |
Number of employees by contract duration
(persons)
Data table
| Number of employees (persons) by contract duration | |
| Specified (total) | 1,559 |
| Female | 1,053 |
| Male | 506 |
| Unspecified (total) | 11,082 |
| Female | 7,878 |
| Male | 3,204 |
Number of employees and associates employed under arrangements other than employment contract:
(persons)
Data table
| Number of employees and associates employed under arrangements other than employment contract (persons): | |
| Assignment contracts (total) | 704 |
| Female | 483 |
| Male | 221 |
| Contracts for specific work (total) | 2 |
| Female | 2 |
| Male | 0 |
Number of employees by regions:
Data table
| Number of employees by regions | |
| Business Support Centre | 6,411 |
| Female | 3,868 |
| Male | 2,543 |
| Branch network | 6,230 |
| Female | 5,063 |
| Male | 1,167 |
GRI:
-
[GRI 401-1]
Total number of new employee hires and employee turnover during the reporting period
Total number of new employee hires and employee turnover during the reporting period
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Total workforce at the end of 2018
Data table
| Total workforce at the end of 2018 | 12,641 |
|---|---|
| Female | 8,931 |
| Male | 3,710 |
Total number of new employees hired by gender:
(persons)
Data table
| Total number of new employees hired (persons) by gender: | |
| Number of new employees: | 1,783 |
| Female | 1,105 |
| Male | 678 |
| Rate of new employees in total workforce by gender | 14% |
| Female | 9% |
| Male | 5% |
| Rate of newly hired women in the total number of new employees | 62% |
| Rate of newly hired men in the total number of new employees | 38% |
Total number of new employees by age groups
(persons)
Data table
| Total number of new employees (persons) by age groups |
|
| Number of employees aged <30 | 2,203 |
| Number of employees aged 30-50 | 8,957 |
| Number of employees aged >50 | 1,481 |
| Number of new employees aged <30 | 911 |
| Number of new employees aged 30-50 | 840 |
| Number of new employees aged >50 | 32 |
| Rate of new employees aged <30 in total workforce | 7% |
| Rate of new employees aged 30-50 in total workforce | 7% |
| Rate of new employees aged >50 in total workforce | 0% |
| Rate of new employees aged <30 in the total number of new employees | 51% |
| Rate of new employees aged 30-50 in the total number of new employees | 47% |
| Rate of new employees aged >50 in the total number of new employees | 2% |
| Total number of new employees hired in 2018 (persons) by location: | |
| Full-time | |
| Capital city | 287 |
| Agglomerations | 644 |
| Large cities | 265 |
| Other | 328 |
| Part-time | |
| Capital city | 56 |
| Agglomerations | 200 |
| Large cities | 2 |
| Other | 1 |
Total number of employees leaving the company by gender
(persons)
Data table
| Total number of employees leaving the company (persons) by gender | |
| Total workforce | 12,641 |
| Female | 8,931 |
| Male | 3,710 |
| Number of employees leaving the company | 2,340 |
| Female | 1,617 |
| Male | 723 |
| Rate of employees leaving the company in total workforce by gender | 19% |
| Female | 13% |
| Male | 6% |
| Rate of women leaving the company in the total number of employees leaving the company | 69% |
| Rate of women leaving the company in the total number of employees leaving the company | 31% |
Total number of employees leaving the company by gender
(persons)
Data table
| Total number of employees leaving the company (persons) by gender | |
| Number of employees aged <30 | 2,203 |
| Number of employees aged 30-50 | 8,957 |
| Number of employees aged >50 | 1,481 |
| Number of employees leaving the company aged <30 | 675 |
| Number of employees leaving the company aged 30-50 | 1,375 |
| Number of employees leaving the company aged >50 | 290 |
| Rate of employees leaving the company aged <30 in the total number of employees in the age category | 31% |
| Rate of employees leaving the company aged 30-50 in the total number of employees in the age category | 15% |
| Rate of employees leaving the company aged >50 in the total number of employees in the age category | 20% |
| Rate of employees leaving the company aged <30 in the total number of employees leaving the company | 29% |
| Rate of employees leaving the company aged 30-50 in the total number of employees leaving the company | 59% |
| Rate of employees leaving the company aged >50 in the total number of employees leaving the company | 12% |
On 10 January 2019, the Management Board of Santander Bank Polska adopted a resolution on the intended group dismissal of employees and on 31 January, 2019 reached an agreement on the terms of workforce reduction with all trade unions in the bank.
The bank plans to dismiss maximum 1,400 employees (approximately 11% of total workforce as at 31 December, 2018) between February and end of December 2019. The total cost of workforce reduction is estimated at PLN 70-90 million.
Assistance program for terminated employees
As a socially responsible organization, we try to prepare our employees for the group dismissal program. To this end, a comprehensive Assistance Program for terminated employees was developed. The program encompasses a number of complementary measures, including workshops and training events in five thematic areas.
Employee Assistance Program:
-
finding a new job,
-
building one’s own brand as a job candidate,
-
making use of innovative recruitment channels,
-
networking,
-
development and enhancement of employee competences.
Other forms of support offered to our employees include:
- Collaboration with Labour Offices which organized information meetings for employees;
- Arranging meetings with selected companies from local markets which may be interested in hiring terminated employees;
- Development of competences of persons covered by the program by launching a foreign language training platform and offering courses in hard business skills;
- Psychological consultations for employees who need support.
