ESG Service ESG Report 2020
Zmiana wielkości czcionki
wersja polska english version

Salaries and benefits

GRI:[ ]
SDG: 
Goal 5 - Gender equality
Goal 8 - Decent work and economic growth

  • GRI:
  • 102-35 Remuneration policies
    Remuneration policies
  • 102-41 Employees covered by collective bargaining agreements
    Employees covered by collective bargaining agreements
  • 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
  • 401-2 Benefits provided to full-time employees
    Benefits provided to full-time employees
  • 405-2 Ratio of male to female base salary by position held
    Ratio of male to female base salary by position held

Remuneration policy

Our remuneration policy aims to attract and retain the best qualified employees in the financial sector with an adequate and competitive total benefits package. This includes base salary, bonus schemes and attractive additional benefits. The bank’s total remuneration structure is in line with the market standards and the amount of pay is in line with the salaries offered in the banking sector.

The terms of employee remuneration are regulated in the Remuneration Policy of Santander Bank Polska Group.

In the long term, the objective of our remuneration policy is to ensure sustainable development of the entire Group, taking into account the interests of key stakeholder groups (employees, shareholders, customers and local communities) and our corporate values.

Ensuring equal pay

We offer equal treatment in employment and equal development opportunities for women and men. We continuously monitor and make changes to our equal pay approach.

The bank ensures equal treatment of women and men by monitoring the gender pay gap using the EPG (Equal Pay Gap) and GPG (Gender Pay Gap) indicators.

Equal Pay Gap ratio in 2020 was 2.56%

We are building a fair remuneration structure and aim to close the wage gap by 2025.

Actions in 2020 to update the remuneration policy

In the first half of 2020, we updated the Remuneration Policy for the Santander Bank Polska Group, together with the Remuneration Policy for the Members of the Management Board of Santander Bank Polska S.A. and the Remuneration Policy for Members of the Supervisory Board of Santander Bank Polska S.A.

The main purpose of the changes implemented was to adapt our organisation to the provisions of the amended Act on Public Offering and Conditions Governing the Introduction of Financial Instruments to Organised Trading.

In view of the significant impact of the COVID-19 pandemic on the macroeconomic situation in Poland, we reviewed the remuneration policy in place and took the necessary steps to implement the overriding principle of prudent risk and capital management and to limit actions that could result in a weakening of our bank's capital position.

Average salary of female and male employees in 2020 by employment category and by markets where the bank operates.

Średnie wynagrodzenie w kobiet i mężczyzn w 2020 r. w podziale na kategorie zatrudnienia oraz według rynków, gdzie Bank prowadzi działalność
Market Employment category Average basic salary of female employees Average basic salary of male employees
Warsaw Senior management PLN 30,136.80 PLN 38,323.86
Middle management PLN 15,313.53 PLN 19,045.49
Other employees PLN 8,166.50 PLN 11,907.28
Agglomerations Senior management PLN 25,198.75 PLN 27,250.00
Middle management PLN 12,399.35 PLN 13,745.85
Other employees PLN 6,194.98 PLN 8,179.29
Large cities Senior management PLN 21,000.00 PLN 17,500.00
Middle management PLN 10,448.63 PLN 12,147.21
Other employees PLN 5,046.13 PLN 6,498.07
Other Senior management PLN 26,250.00
Middle management PLN 9,754.42 PLN 10,850.11
Other employees PLN 4,581.82 PLN 5,522.63

Average remuneration converted to FTE, excluding 1/16th and 1/10th FTE, and excluding the Management Board and MRTs designated as top management

The category „senior management” excludes members of the Management Board.

Ratio of basic salary of female vs. male employees in the bank.

Ratio of basic salary of female vs. male employees
Warsaw Senior management 78.64%
Middle management 80.41%
Other employees 68.58%
Agglomerations Senior management 92.47%
Middle management 90.20%
Other employees 75.74%
Large cities Senior management 120.00%
Middle management 86.02%
Other employees 77.66%
Other Senior management –
Middle management 89.90%
Other employees 82.96%

Average remuneration converted to FTE, excluding 1/16th and 1/10th FTE, and excluding the Management Board and MRTs designated as top management.

The category „senior management” excludes members of the Management Board.

Salaries of female and male employees  in relation to the national minimum wage in 2020.

Average monthly salary of the lowest-level employees

% of minimum wage

Female Male
Average monthly salary of the lowest-level employees 4,063.75 PLN 3,962.50 PLN
% of minimum wage 156% 152%

Average basic salary per FTE, excluding 1/16 and 1/10 FTE. Grade 11.

% of the minimum wage – in relation to the amount of 2,600

Trade union organisations

  • GRI:
  • 102-41 Pracownicy objęci umowami zbiorowymi
    Pracownicy objęci umowami zbiorowymi

There are 6 trade union organisations in the bank.

No collective labour agreement is in place in the Santander Bank Polska Group.

Benefits

In addition to remuneration, we offer an extensive benefits package tailored to the individual needs of employees who may take advantage of the MyBenefit cafeteria system. Points from the Company Social Benefits Fund may be freely exchanged for services and benefits, such as holidays in Poland and abroad, cultural and sporting events, shopping in bookshops, sports shops or take-away food.

We support employees who are parents. We subsidise child care fees at a crèche, kindergarten or children’s clubs, school starter kits for students under 18, as well as organised trips (day camps and summer and winter camps).

In addition, young parents can take an extra paid three weeks’ leave, reduce their working hours or take advantage of the so-called adaptation period in connection with the birth of their child. Mothers are entitled to one hour of breastfeeding time every day.

In 2020:

  • Once again we joined the „Two Hours for the Family” campaign by giving employees two extra hours off;
  • Due to pandemic constraints, we introduced a number of innovations, such as travel vouchers with deferred expiry dates and home-delivered meals;
  • We increased access to an online bookshop and audio books, as well as online training.

Our benefits offer for all Santander Bank Polska S.A. employees includes:

Health

  • Multisport card.
  • Comprehensive private medical care for employees and family members.
  • Dental packages for employees.
  • Refunds for the purchase of corrective glasses.

Family

  • Support for parents, including funding nursery and kindergarten, camps and holidays, and school kits.
  • Two Hours for the Family.
  • An additional three weeks’ leave following the birth of a child.

Security and support

  • Group life insurance for employees and a range of medical packages for family members and senior citizens.
  • Financial assistance, e.g. in the form of a housing loan and financial support in difficult life situations.

Culture, travel and shopping

  • A programme of discounts on business partners’ products.
  • A wide range of services and benefits under a cafeteria system.