Targets related to managing material negative impacts, advancing positive impacts, and managing material risks and opportunities (S1‑5)

Przeskocz doS1-5
Przeskocz doMDR-T

ESRS:
Targets related to managing material negative impacts, advancing positive impacts, and managing material risks and opportunitiesS1-5

In the Group we set goals that allow us to monitor and manage the impact of our activities on employees. These goals help minimise material negative impacts, strengthen positive effects, and manage significant risks and opportunities in employee relations. Both employee representatives and the teams themselves participate in setting goals, sharing their opinions and needs through consultations, surveys and focus groups.

The objectives that result from the strategy are subject to an appropriate management process – they undergo planning, Management Board approval, monitoring and periodic review, taking into account external factor, including regulations, and the operational performance of the Bank. In addition to this, the Group also has operational measures in place, which we treat as developing indicators and may also meet the requirements of MDR-T in the future.

Targets resulting from strategy

ESRS:
Tracking effectiveness of policies and actions through targetsMDR-T

In the area of own workforce, we have set the following targets:

Share of women in managerial positions

The Bank aims at providing diversity in managerial positions and ensuring adequate gender representation; hence, it monitors the share of women in managerial positions. The target applies to the Bank along with Santander Leasing and Santander Factoring (employees in middle and senior management positions). In 2024, we revised and reformulated the objectives, therefore we are using 2024 as the baseline The share of women in managerial positions in 2024 was 55.0%. The target set for 2027 is 56.5%. The progress toward this goal is on track.

Wage equalisation measured by Equal Pay Gap (EPG)

The Bank aims to provide equal pay for the same job or jobs of equal value. Therefore, in addition to calculating the overall gender pay gap (unadjusted pay gap – see more details in the „Remuneration Metrics” subsection), we also measure the Equal Pay Gap (EPG). The measurement captures the difference in average pay between men and women in the same jobs (taking into account employment level and location). It includes positions where at least three employees are employed, and the least represented gender constitutes a minimum of 20% of the workforce. The EPG is calculated as a weighted average across various aggregations, where an aggregation is defined as a combination of business unit, location, and job classification category.

As a result, the indicator reflects the adjusted pay gap, differing from the unadjusted pay gap presented in section S1-16. The baseline year is 2023, when the target was adjusted as part of the Bank’s new strategy planning. The target set for 2027 is to keep the EPG below 1.70%.

Wyrównanie płac mierzone EPG
	2023 actual	2024 actual	2027 plan
Equal Pay Measured by EPG	1.17%	0.50%	<1.70%

The progress of the aforementioned targets is monitored on a quarterly basis as part of the Bank’s strategy and sustainability strategy progress reports, presented to the ESG Committee, the Management Board and the Supervisory Board. The scope and level of ambition of the targets is reviewed in the annual planning processes and can be adjusted taking into account the trajectory of the Group’s strategic objectives to date and external factors.

Operational measures

Mierniki operacyjne
Name of the target	Measure
One hundred per cent efficiency in carrying out post-accident investigations	% of accident investigations completed on time
One hundred per cent effectiveness in carrying out inspections of working conditions	% of completed audits
Creating a culture of caring for health	% of registered participants in initiatives
Effective delivery of information and knowledge to employees	status of implementation of mandatory e-learning completion rate of annual training completion rate of on-time training level of implementation of required mandatory training level of delivery of optional risk category training – Number of hours spent on training delivery level of completion of optional risk category training – Number of trainees
Promoting the employment of people with disabilities	% of Bank employees with disabilities
Aiming to reduce the gender pay gap	Gender Pay Gap (unadjusted gender pay gap indicator)
Aiming to increase the representation of women in leadership positions at Promontorio, Faro and Solaruco (PFS)	% of women at senior managerial level (PFS)
Effective implementation of the Whistleblowing Policy and Internal Reporting Procedure (whistleblower protection)	the average number of notifications made through whistleblowing channels in a given quarter per 1,000 employees.
Effective implementation of the Group’s Organisational Culture Policy	Average engagement survey score and eNPS – both of which take into account the following four factors: Recommend: measures the likelihood of an employee recommending the Group as a place to work. Loyalty: measures the likelihood of an employee remaining with the Group if they receive a similar job offer from another employer. Conviction: measures the likelihood of an employee recommending the Group’s products and services to family and friends. Job satisfaction: measures overall job satisfaction.
Effective implementation of the Policy „Work Performance Management in Santander Bank Polska Group”.	% of employees undergoing evaluation have completed annual assessment % of newly recruited employees with assigned mandatory targets % of employees with a correct target structure

We set the operational objectives of the units, including those directly affecting employees, on the basis of the Group’s strategic goals. Periodic surveys are conducted at the Bank level to assess our progress in achieving them – we have named them the TX Barometer. Employees are involved in the work of setting and monitoring the achievement of objectives – we have described in detail how this is done in the section Involvement of employees and procedures for working with employees’ representatives.