Diversity in the workplace

The cornerstone of our corporate culture is respect for individuality, equal treatment and anti-discrimination. Adherence to these principles is guaranteed by the Respect and Dignity Policy, the Human Rights Policy, the Sustainability Policy and the Santander Bank Poland Group Corporate Culture Policy, among others.

In accordance with the Policy of Diversity in the Composition of the Management Board, we are doing our due diligence to ensure gender balance among the Board Member, although this goal is still to be achieved. There are currently 8 men and 1 woman on the Management Board of Santander Bank Polska S.A. We also promote diversification of the members of the Management Board and the Supervisory Board in terms of experience and qualities. Foreigners account for slightly less than half of the members of these two bodies combined.

On a bank-wide basis, foreigners account for less than 1% of staff.

Share of women at every level of the organisation in 2022 (Santander Bank Polska S.A.)

Share of women at every level of the organisation in 2021 (Santander Bank Polska S.A.)

The Equal Pay Gap (EPG) in 2022 was 2% meaning that, on average, women earned 2% less than men in the same positions. This indicator compares the average salaries of men and women who work in the same position, at the same level, in the same role. The figure improved by 0.4% from the previous year. Our goal is to eliminate the pay gap by 2025.

On the right is the ratio of the basic* salaries of women and men regardless of role, i.e. without taking into account the specifics of the positions, in each category of employees:

^{* A fixed amount paid to employees for the performance of their duties which does not include any additional remuneration, such as overtime pay or bonuses.}

The ratio of salaries calculated including additional amounts paid to employees** remains at a similar level:

^{** Basic salary, bonuses and prizes paid during the reporting period are included}

These differences in our case are due to the bank’s organizational structure, in which the vast majority of employees in the branch network are women, while in IT-related positions the majority of employees are men. Changing the value of the gap will be a gradual process. To foster this transformation we will:

To foster this transformation we will:

• gradually increase the proportion of women in the senior management group,
• offer development programs dedicated to women,
• maintain gender balance in recruitment and development processes,
• include adequate representation of women in succession plans,
• promote knowledge of equal treatment and inclusiveness among employees.

As for the ratio of the salary of the lowest-level employees (account managers, relationship managers) to the national minimum wage, the figure is similar for both genders. The lowest-ranking female employees of the bank earn 146% of the minimum wage, while male employees earn 144%.