Other measures (S1‑13 – S1‑17)

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Training and Skills Development metrics

  • ESRS:
  • Training and Skills Development metricsS1-13
    Training and Skills Development metrics

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.

Liczba godzin szkoleniowych zapewnionych pracownikom Grupy Kapitałowej, w podziale na płeć. Stan na 31 grudnia 2024 roku
Gender Number of completed training hours Average number of training hours per employee
Women 291,380 36.7
Men 148,267 36.8
Total / average 439,647 36.8

Number of training hours provided to Group employees, by employment category and gender. Status as of 31 December 2024

Liczba godzin szkoleniowych zapewnionych pracownikom Grupy Kapitałowej, w podziale na kategorię zatrudnienia i płeć. Stan na 31 grudnia 2024 roku
Women Men Total
No. of training hours completed Average no. of training hours per employee No. of training hours completed Average no. of training hours per employee No. of training hours completed Average no. of training hours per employee
Senior management 4,584 58.0 5,578 41.9 10,162 47.9
Middle management 19,169 21.3 13,740 21.0 32,909 21.1
Other employees 267,628 38.5 128,950 39.7 396,577 38.9
Total / average 291,381 36.7 148,267 36.8 439,647 36.8

Percentage of employees that participated in regular performance and career development reviews in 2024, broken down by gender and employment category. Status as of 31 December 2024

Odsetek pracowników, którzy w ostatnim roku podlegali przeglądowi wyników pracy i rozwoju kariery według płci i kategorii zatrudnienia. Stan na 31 grudnia 2024 roku
Women Men Total
Senior Management 87 150 237
Middle Management 856 622 1 478
Other employees 6,038 2,962 9,000
Total number of employees that participated in regular performance and career development reviews 6,981 3,734 10,715
% of employees that participated in regular performance and career development reviews 88.0% 92.7% 89.6%

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.

Health and safety metrics

  • ESRS:
  • Health and safety metricsS1-14
    Health and safety metrics

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.

Accidents (incidents) at work. Status as of 31 December 2024

Wypadki (incydenty) przy pracy. Stan na 31 grudnia 2024 roku
Opis
Wartość
Number of fatalities as a result of work-related injuries and work-related ill health 0
Number of recordable work-related accidents 39
Rate of work-related accidents per million hours worked 2.06
Number of cases of recordable work-related ill health 0
Number of days lost due to work-related injuries and poor health related to work 1,012

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.

Work-life balance metrics

  • ESRS:
  • Work-life balance metricsS1-15
    Work-life balance metrics

As the Group, we make effort to ensure that our employees are supported in balancing work and family responsibilities. In 2024, all employees were fully entitled to take various forms of family-related leave, including maternity, paternity, parental and carer’s leave. These types of leave include time spent caring for newborn children, absences for providing care to family members, or children who are ill.

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.

Pracownicy, którzy skorzystali z urlopów związanych z rodziną w 2024 roku w podziale na płeć/caption>
Women Men Total
Percentage of employees entitled to family-related leave 100% 100% 100%
Percentage of employees who took family-related leave1 30.7% 16.4% 25.9%

1. The calculation of this metric includes maternity, paternity, parental, childcare, adoption, and caregiver leave. 

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.

Compensation metrics (pay gap and total compensation)

  • ESRS:
  • Compensation metrics (pay gap and total compensation)S1-16
    Compensation metrics (pay gap and total compensation)

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.

Unadjusted pay gap as of 31 December 2024

Nieskorygowana luka płacowa na 31 grudnia 2024 roku
Opis
Wartość
Pay gap for basic remuneration 33.94%
Pay gap for full remuneration 34.50%

 

Unadjusted pay gap as of 31 December 2024

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.

Incidents, complaints and severe human rights impacts

  • ESRS:
  • Incidents, complaints and severe human rights impactsS1-17
    Incidents, complaints and severe human rights impacts

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).

Pracownicy zgłosili 15 skarg przez wewnętrzne kanały zgłaszania naruszeń. W okresie sprawozdawczym nie odnotowaliśmy zgłoszeń wniesionych do zewnętrznych organów (do krajowych punktów kontaktowych ds. Wytycznych OECD dla przedsiębiorstw wielonarodowych).
Wartość
Opis
Number of registered and confirmed cases of discrimination, including harassment 0
Number of complaints filed by employees through complaint channels, taking into account issues of discrimination or other violations 15
Number of complaints filed with National Contact Points for the OECD Guidelines for Multinational Enterprises 0
Total amount of fines, penalties and compensation paid as a result of discrimination incidents, including harassment and other complaints of labour rights violations 0
Number of serious incidents related to human rights violations 0
Number of serious labour-related human rights incidents that are cases of non-compliance with the UN Guiding Principles on Business and Human Rights, the International Labor Organization Declaration, or the OECD Guidelines for Multinational Enterprises 0
Total amount of fines, penalties and compensation for damages resulting from incidents regarding respect for human rights related to an individual’s workforce 0