Employees

The direction of our business strategy for 2021-2023: Caring for the employee

Employment

Santander Bank Polska employs 9,920 people 1:

  • 68%

    women

  • 32%

    men

1 Number of persons employed under employment contracts at the Bank (FTE and non-FTE), as at 31 December, 2022.

For more data showing the employment structure of Santander Bank Polska S.A., see the Social performance section of our ESG Report.

Corporate culture

We do business in line with the 'Santander Way’, which defines our purpose and tells us how to do things. Our Bank is committed to being Simple, Personal and Fair.

Based on the results of a survey of employees and customers in every geographic and business area of the global Banco Santander S.A. Group, the 2022 set of desired corporate behaviours has been modified to accelerate the transformation of the organisation and make it more attractive to customers. The new behaviours are epitomised by the acronym 'T.E.A.M.S’ which indicates that we care most about people, our teams and our customers.

Our values, mission, vision and ethical standards form a coherent organisational culture of Santander Bank Polska S.A.

We value stability and predictability, which is why our values, mission and vision have not changed over the years.

For more information on the bank’s corporate culture, see our ESG Report.

Diversity

The rate of women among the bank’s top management is 11.11% and among the senior management – 40%.

Share of women at different levels of employment

Detailed employment data for the Santander Bank Polska Group and Santander Bank Polska S.A. are available in our ESG Report.

Our approach to diversity

Since 2017, we have been among the signatories of the Diversity Charter. We build a corporate culture based on respect for diversity and develop policies and mechanisms that effectively support equal treatment and diversity management in the workplace. We comply with legislation on diversity, inclusion and equal opportunities. We apply good practices to promote diversity and treat employees and other stakeholders equally regardless of gender, age, education, health status, race, religion, nationality, political beliefs, union membership, ethnicity, family status or sexual orientation.

For more information on the bank’s and the Group’s efforts to promote diversity, see our ESG Report.

Key policies on the bank's anti-discrimination rules:

  • ''Respect and Dignity Policy'',

  • ''Human Rights Policy'',

  • ''Sustainable Development Policy'',

  • ''Santander Bank Polska Group's Corporate Culture Policy''.

In 2022, we found no cases of discrimination in Santander Bank Polska S.A.

For a detailed description of the bank’s anti-discrimination commitments and actions, see our ESG Report.

Equal Pay Gap

Equal treatment of women and men is our priority. This also applies in the area of pay. We monitor the gender pay gap using the EPG (Equal Pay Gap) / GPG (Gender Pay Gap) indicators and gradually strive to eliminate it entirely.

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

Conditions of employment

Staff development

Attracting, retaining and developing talent is one of our most important goals. We are committed to working with the best, because the success of our company depends on our employees. We are constantly improving existing solutions and implementing new ones to make Santander Bank Polska S.A. an attractive and desirable place to work. We have an integrated talent management strategy that aims to develop employees at every stage of their career in the organisation. Our approach follows the 70-20-10 development philosophy of learning through experience (70%), learning with the support of others (20%) and training (10%).

Employees of Santander Bank Polska S.A. received:

  • 460,865

    hours of training

  • 77 %

    training for women

  • 23 %

    training for men

We have described selected training and managerial skills development programmes offered in 2022 in our ESG Report.

Health and safety

We have Social Labour Inspectors and an Occupational Health and Safety Committee. The working environment is monitored by the OHS and Wellbeing Office, which conducts regular audits and risk assessment reviews of individual jobs. Consideration is given, among other things, to factors affecting physical safety, ergonomic issues at work, as well as psychological risks and hazards associated with, for example, working from home. When updating risk assessments, experts take into account information on past accidents. We consult with employees and trade unions. In exceptional situations, we set up a crisis management team.

How we looked after the health of our employees in 2022:

  • Each of our employees hired under an employment contract can benefit from free private medical care – both in outpatient clinics and through remote consultations and home visits. We provide access to physicians and specialists as well as vaccinations. Family members of employees can benefit from private healthcare at a preferential rates
  • We take care of our employees’ health through prevention measures. In 2022, we prepared mobile stations offering dermatological and trichological examinations in 4 locations. We conducted health-promoting campaigns (e.g. „Take care of yourself and your health – register for a cytology test.”).
  • We combine care for physical health with care for the mental health. During the pandemic, we have launched a helpline with a psychologist in the form of a chat, video chat or telephone conversation, with full confidentiality. Furthermore, as part of Medicover package, our employees can benefit from 6 free consultations with specialists (psychiatrist, child psychiatrist, psychologist, etc.) during each year of the contract term. In addition, we have also launched expert webinars and articles on depression and burnout.
  • Information on all health-related programmes is regularly published in newsletters. The range of available healthcare services can also be found on the intranet, and access to services and programmes is facilitated by a specially recruited coordinator.