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Remuneration

GRI:
  • [GRI 102-35] Remuneration policies Remuneration policies

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  • [103-1, 103-2, 103-3] for the aspect: Employment, remuneration and additional benefits, security for the aspect: Employment, remuneration and additional benefits, security

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The terms of remuneration of the employees of Santander Bank Polska are set out in the Remuneration Policy applicable to all bank’s employees. The policy defines the rules of determining fixed and variable remuneration components and the eligibility criteria for disbursement of variable remuneration and other compensation elements. With such a structure of the remuneration system, Santander Bank Polska can acquire and maintain best qualified employees in the financial sector.

  • The provisions of Santander Bank Polska Remuneration Policy prohibit differentiation of the compensation amount depending on the gender. We do not accept pay discrimination: in our bank salaries paid to men and women in the same positions are comparable. The total remuneration structure in the bank is consistent with the market practice and its value is  comparable with the salaries paid in the banking sector.

basic salary + variable remuneration = total remuneration of the employee

Employees also receive additional benefits responding to their needs, including healthcare and a cafeteria system offering a wide range of cultural, sports and travel benefits. More information about additional benefits available to our full-time employees can be found here.

We regularly review our remuneration system versus payroll reports published by leading consultancy firms and the data of the Central Statistical Office. In Q2 2018, a comprehensive benchmarking review of basic salaries versus the market was carried out in the bank and triggered adjustment of the compensation paid by the bank. Additionally, the bank’s Remuneration Policy has been adjusted with the requirements of the Guidelines on management of non-performing and forborne  in the scope of remuneration policies and practices related to the sale and provision of retail banking products and services  (EBA/GL/2016/06 and 13/12/2016).

GRI:
  • [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

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Standard entry level wage of women and men compared to local minimum wage in 2018

Rate of basic salary

Standard entry level wage of women and men compared to local minimum wage in 2018
Women Men
Average  monthly entry level wage  paid to employees 3,204 3,008
% of minimum wage 153% 143%
GRI:
  • [GRI 405-2] Ratio of basic salary and remuneration of women to men by job category Ratio of basic salary and remuneration of women to men by job category

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Average basic salary of women by job category Average basic salary of men by job category Rate of average basic salary of women to average basic salary of men by job category
Capital city: senior management 26,807 35,365 76%
Capital city: middle management 12,734 15,858 80%
Capital city: other employees 6,681 9,465 71%
Agglomerations: senior management 20,282 24,656 82%
Agglomerations: middle management 10,151 11,960 85%
Agglomerations: other employees 5,414 7,241 75%
Large cities: senior management 16,916 19,234 88%
Large cities: middle management 8,133 9,848 83%
Agglomerations: other employees 4,398 5,477 80%
Other: senior management 18,133 15,892 114%
Other: middle management 8,326 9,626 86%
Other employees 4,115 4,834 85%

* Management Board members were excluded from the ”senior management” category.