Salaries and benefits

GRI:

[102-35] Remuneration policies
[401-2] Benefits provided to full-time employees that are not provided to temporary or part-time employees
[405-2] Ratio of basic salary and remuneration of women to men

Our commitment: We believe that our employees deserve fair remuneration determined according to transparent rules. That’s why we are maintaining a fair pay scale and are committed to closing the pay gap by 2025.

The rules of remuneration of Santander Bank Polska’s employees are governed by the Remuneration Policy. The policy defines the process of determining fixed and variable components of remuneration and the criteria for payment of variable remuneration and all other elements (fixed, variable, long-term incentive schemes, etc.). The total remuneration pay scale in the bank is in line with market practices and the amount of remuneration corresponds to the level offered in the banking sector. The bank’s remuneration system aims at attracting and retaining the best qualified employees in the financial sector.

In 2019, we updated our Policy, for instance:

We introduced references to Responsible Banking principles;
We strengthened regulations ensuring the maintenance of a solid capital base for the institution;
We elaborated the provisions on guaranteed variable remuneration, compensation for variable remuneration, retention plans, severance payments and damages;
We defined the decision-making competences on the level of fixed remuneration for members of the Management Board and identified employees (Material Risk Takers).

In 2019, as part of the annual employee remuneration review, we focused on individual performance and employee attitudes in line with bank values and talent retention.

Santander Bank Polska’s Remuneration Policy is based on the principles of equal treatment of women and men. To this end, we monitor the remuneration of employees based on gender using EPG (Equal Pay Gap) and GPG (Gender Pay Gap) indicators. We have included the EPG indicator in the pay rise process launched by the bank in 2019. The bank’s pool of funds allocated to pay rises was divided in a way that reduces the pay gap between employees of different genders for the same positions.

GRI:

[202-1] Ratios of standard entry level wage by gender compared to local minimum wage
[405-2] Ratio of basic salary and remuneration of women to men

Average monthly salary of staff at entry level

% of the minimum wage

Data in tabular form:

Ratios of entry-level wage by gender in 2019
	Female	Male
Average monthly salary of staff at entry level	3,644	3,816
% of the minimum wage	162%	170%

Data in tabular form:

	Average basic salary of women by employment category	Average basic salary of men by employment category	Ratio of basic salary paid to women vs. to men
Capital city – Senior management¹	27,860	33,207	84%
Capital city – Middle management²	13,468	16,914	80%
Capital city – Other employees³	7,466	10,304	72%
Agglomerations – Senior management	21,953	24,660	89%
Agglomerations – Middle management	10,723	12,736	84%
Agglomerations – Other employees	5,867	7,955	74%
Large cities – Senior management	18,981	20,840	91%
Large cities – Middle management	8,302	9,850	84%
Large cities – Other employees	4,723	5,891	80%
Other – Senior management	19,071	16,748	114%
Other – Middle management	8,565	9,835	87%
Other – Other employees	4,372	5,055	86%

This category includes Head of the Office and above, excluding Management Board members

¹This category includes Head of the Office and above, excluding Management Board members
²This category includes other managers, excluding Management Board members
³This category includes non-management employees

In 2019 we narrowed the pay gap between men and women in the bank. In the category ″Capital city – Senior management″, the basic salary paid to women increased by 8% compared to men’s basic salary and in the category ″Agglomerations – Senior management″ by 7%. In the category ″Large cities – Senior management″ the corresponding growth was 3% and in the category of ″Large cities – Middle management″ by 4%. On the other hand, in the category ″Agglomerations – Middle management″ and ″Agglomerations – Other employees″ a decrease in the basic salary of women compared to the basic salary of men by 1% was recorded.

GRI:

[102-41] Employees covered by collective bargaining agreements

Santander Bank Polska has six trade union organisations. There are no Collective Labour Agreements in the bank.

GRI:

[401-2] Additional benefits provided to full-time employees

All employees of our bank are eligible for additional benefits.

Santander Bank Polska offers its employees a wide range of benefits to meet the needs of different generational groups. It increases the feeling of comfort and safety of employees and their relatives. The range of benefits offered supports our strategy of creating a friendly workplace.

We want the available benefits to encourage employees to lead healthy lifestyles and help maintain a work-life balance. To read more about programmes to promote healthy lifestyles go to Wellbeing.

Health
Family
Education
Social support

Our benefits offer includes, among others

Multisport card,
group life insurance,
discount program for business partner products,

reimbursement of the purchase of corrective glasses,
financial assistance,
comprehensive private medical care.

In 2019, the offering was extended to include a car program for employees, which allows: purchase of a new car for cash with an attractive discount, financing the purchase of the car with a loan on preferential terms, renting a car for 12/24/36 months with additional benefits, participating in an e-auction organized in cooperation with Santander Leasing S.A. and purchasing a certified post-leasing company car at an attractive price.

Employees can also use a cafeteria system, where the awarded points can be freely exchanged for the purchase of services and benefits from a wide range of hotel, tourist, cultural, sports and shopping offers.

As part of the support for families with children, the bank allocates funds for school trips for students under 18 years of age and reimburses the costs of childcare in nurseries, kindergartens and children’s clubs, as well as the costs of organized trips (day camps, summer and winter camps). In addition, when a child is born, parents may, among other things, take an additional paid 3-week holiday, reduce their job hours or take advantage of the adaptation period.