Other measures (S1‑13 – S1‑17)

As a Group, we consider employee development to be a prerequisite for our market success. In each Group Company, we have prepared ‘customised’ training courses to suit its business characteristics and the needs of the organisation.

In 2024, the number of training hours and the average number of hours per employee in the Group reflect our commitment to developing employee competence. The training programmes encompass the development of both professional skills and those related to responsible management, sustainability and compliance with legislation. As the Group, we ensure that all employees, regardless of gender, have equal access to training, reflecting our commitment to equal opportunities, inclusion, and professional development.

The ratio of performance and career development reviews actually carried out against planned reviews as of 31 December 2024 was 96.4% – we have not included reviews that did not take place due to employee departures or long-term absences in the analysis. The number of reviews actually conducted per employee during the reporting period (calculated as the number of reviews conducted relative to the number of Group employees) is 0.90.

In 2024, we did not record serious or fatal accidents in the Group. Work-related hazards that could pose a serious risk include bank robbery, traffic accident, fire, terrorist attack and electrocution. In 2024, none of these hazards resulted in serious injury to our employees. Due to data collection limitations, we do not have complete information on potential accidents or injuries involving non-employees, but no such incidents were reported to us.

The following table presents key indicators related to occupational health and safety (OHS) in the Group. The data includes both the number and rates of occupational accidents and related health issues during the reporting period:

• Number of fatalities as a result of work-related injuries and work-related ill health – this indicator includes the number of individuals who died as a result of work-related injuries or as a result of work-related ill-health. This data includes both employees and others working at the unit’s locations, provided that the incidents were work-related and duly reported.”
• Number of recordable work-related accidents – the number of accidents that occurred in the course of performing work duties and which, in accordance with current legislation, must be reported to the relevant authorities.
• Rate of recordable work-related accidents – this rate measures the number of reportable accidents per million hours worked by employees.
• Number of cases of recordable work-related ill health – the number of cases of work-related ill-health that must be reported under the law. Includes cases of occupational diseases such as musculoskeletal disorders, circulatory problems.
• Number of days lost due to work-related injury and work-related ill-health – the number of days on which employees were absent due to work-related injury or ill-health. Full calendar days are included, regardless of whether they were working days, weekends or public holidays. The methodology for collecting this data is limited because of the way in which cases are reported and documented, as well as because of data protection issues.

In this section of the report, we present data on the percentage of employees entitled to take these leaves and the percentage of those who have actually taken them in 2024, divided by gender. This data helps us to understand how our family-friendly policies are put into practice and how we support employees in maintaining their work-life balance.

At the Bank and in Group companies, we use solutions that support employees’ work-life balance. These are solutions that go beyond legal requirements, such as flexible working hours, hybrid working and additional hours or days off. For example, at the Bank we use solutions such as:

• Flexible working hours for parents of children under 8, as well as the possibility to temporarily reduce working hours,
• Hybrid working: remote working of 2-3 days per week ( for positions where it is possible),
• Additional days/hours off: 21 days of additional leave after maternity or paternity leave has been taken, 1 additional day off provided there is no outstanding leave on 1 January, '2 hours for the family’ for all employees.

In the table, we present data on the salaries of employees in the Group as of 31 December 2024. The unadjusted wage gap has been calculated in accordance with the requirements of the ESRS – it takes into account the average gross hourly wage of all employees under employment contracts during the reporting period. This methodology enables a transparent and accurate assessment of the gender pay gap. Basic salary refers to the gross base salary explicitly stated in the employment contract. Full remuneration, on the other hand, includes both other fixed components of remuneration (e.g., allowances, fixed benefits) and variable components (e.g., bonuses, awards, or commissions). The unadjusted pay gap compares the pay of men and women employed at different grades and positions and in different locations. The indicator therefore presents a different value than the Equal Pay Gap indicator reported in section S1-5.

The total renumeration ratio reflects the relationship between total annual renumeration of the highest-paid person in the Group and the median of the total annual renumeration of all employees (with the exception of this highest-paid person). It takes into account all components of the highest-paid person’s compensation (fixed and variable) awarded in 2024. The ratio of 1:73.77 includes the variable remuneration granted to this individual in 2024 for the year 2023 in its full value, including the portion deferred for five years and subject to additional conditions. However, if only the non-deferred portion, paid in cash, of the variable remuneration granted in 2024 for the year 2023 is taken into account, the ratio would be 1:40.82.

In 2024, we have not registered any cases of discrimination, including harassment, or serious incidents of human rights violations in the Group. Accordingly, no fines, penalties or compensation were imposed on the Group as a result of employee complaints.

Employees reported 15 complaints through internal channels for reporting violations. During the reporting period, we did not record reports brought to external bodies (to the national contact points for the OECD Guidelines for Multinational Enterprises).