Navigation Map
- strategy (insurance, health, investments, finances);
- sustainable development (sales, employees, social responsibility, natural environment and ethics).
In the Chapter
GRIs
In the Chapter
GRIs
In the Chapter
GRIs
In the Chapter
GRIs
In the Chapter
GRIs
In the Chapter
GRIs
In the Chapter
Operating model
Climate
Employee
Risk and ethics
Business
In the Chapter
Operating model
Climate
Employee
CSR
Risk and ethics
Market
Business
In the Chapter
Operating model
Employee
Risk and ethics
Business
In the Chapter
Operating model
Employee
Risk and ethics
Business
In the Chapter
Operating model
Climate
Employee
CSR
Risk and ethics
“Dignity of every human being is the imperative and a basis of all operating rules applicable in the company. It is not good enough to be a non-discriminatory enterprise - our work is to be based on warmheartedness and respect for any kind of diversity and in each everyday activity. These days, success of large organizations largely depends on the ability to build an inclusive workplace and ensure a comfortable space for discussion on every opinion and position.”
PZU Group’s policies [UoR]
The respect for diversity and equality and the prohibition of discrimination are two principles that are deeply rooted in PZU organizational culture. The Group is involved in activities fostering conscious management of diversity, including workshops and training courses for employees and managers. This way the company supports the creation of an organizational culture open to recognizing individual dissimilarities and differences and working to prevent any cases of employee discrimination on the grounds of dissimilarity. The implementation of a range of such regulations and practices enables performance of actions within the framework of sustainable development while respecting diversity and equal treatment.
Pekao Bank Hipoteczny and Pekao Investment Banking have an internal Gender Equality Procedure in place.
Composition of supervisory bodies and employees broken down into employee groups by gender, age and other diversity factors converted into FTEs
| Employees by age category and diversity | Percentage of employees in each category in relation to the total number of employees in a given category in PZU and PZU Życie | |||
| 2018 | 2019 | |||
| Women | Men | Women | Men | |
| <30 years old | 60.5% | 39.5% | 59.9% | 40.1% |
| 30–50 years old | 62,3% | 37,7% | 62.1% | 37.9% |
| >50 years old | 56.4% | 43.6% | 56.3% | 43.7% |
| Total by gender | 61.1% | 38.9% | 60.8% | 39.2% |
| Foreigners | 0% | 0% | 0% | 0% |
| Employees by employment structure | Percentage of employees in each category in relation to the total number of employees in PZU and PZU Życie | |||
| 2018 | 2019 | |||
| Women | Men | Women | Men | |
| Management positions | 53.3% | 46.7% | 53.8% | 46.2% |
| Other employees | 62.6% | 37.4% | 62.1% | 37.9% |
| Total by gender | 61.1% | 38.9% | 60.8% | 39.2% |
| Employees by employment structure | Percentage of employees in each category in relation to the total number of employees in PZU and PZU Życie | |||||
| 2018 | 2019 | |||||
| < 30 years old | 30 - 50 years old | > 50 years old | < 30 years old | 30 - 50 years old | > 50 years old | |
| Management positions | 2% | 83.1% | 14.9% | 2% | 83.7% | 14.3% |
| Other employees | 16% | 67.7% | 16.3% | 15.2% | 68.3% | 16.4% |
Composition of the Supervisory Board by age category and diversity as at 31 December 2019
| Composition of the Supervisory Board by age category and diversity | Percentage in each category in PZU | Percentage in each category in PZU Życie | ||
| Women | Men | Women | Men | |
| <30 years old | 0.0% | 0.0% | 0.0% | 0.0% |
| 30–50 years old | 9.1% | 54.5% | 0.0% | 60.0% |
| >50 years old | 9.1% | 27.3% | 20.0% | 20.0% |
| Total percentage by gender | 18.1% | 81.8% | 20.0% | 80.0% |
| Foreigners | 0.0% | 0.0% | 0.0% | 0.0% |
Composition of the Management Board by age category and diversity as at 31 December 2019
| Composition of the Management Board by age category and diversity | Percentage in each category in PZU | Percentage in each category in PZU Życie | ||
| Women | Men | Women | Men | |
| <30 years old | 0.0% | 0.0% | 0.0% | 0.0% |
| 30–50 years old | 25.0% | 62.5% | 22.2% | 55.5% |
| >50 years old | 12.5% | 0% | 22.2% | 0% |
| Total percentage by gender | 37.5% | 62.5% | 44.4% | 55.6% |
| Foreigners | 0.0% | 0.0% | 0.0% | 0.0% |
The Group companies have anti-mobbing policies and internal procedures in place. In the case of companies with a low headcount, no separate regulations pertaining to prevention of mobbing have been implemented. The companies comply with the general document, “PZU Group Best Practices”, which indirectly regulates the conduct in a mobbing situation.
In the Pekao Group, the aim is to develop appropriate conditions and create a mobbing-free work atmosphere. The anti-mobbing policy lays down a procedure for lodging and reviewing mobbing complaints and guidelines giving the company’s employees the possibility to manage their career, attain success and assess their work on the basis of individual achievements.
The anti-mobbing policies implemented in PZU Zdrowie and its subsidiaries are compliant with the PZU Group’s guidelines.
In the Alior Bank Group, the personal dignity issue is taken care of in the Code of Ethics applicable to employees of all its member companies. The Code contains guidelines on applying the principles of professionalism and respect in the workplace as well as the principles of good manners, openness toward diversity and tolerance.
There is an internal anti-mobbing procedure in TFI PZU. PTE PZU, in turn, has adopted a resolution on the rules for preventing mobbing in Powszechne Towarzystwo Emerytalne PZU Spółka Akcyjna. Among the purposes of this procedure is to set forth the provisions governing the appointment and responsibilities of the anti-mobbing committee.
CHALLENGE
In 2018, PZU recorded 7 non-financial sanctions for non-compliance with the law or regulations totaling PLN 212,945, while 2019 saw 4 sanctions totaling PLN 157,650. Two sanctions totaling PLN 46,500 were imposed on PZU Życie in 2019. In 2018, the claim pertained to remuneration, retirement severance pay and reinstatement of employment. The 2019 claims pertained, among others, to improper termination of an employment contract, discrimination on grounds of health.
PZU attaches special importance to prevention of mobbing in the workplace and cares for a friendly work environment so that it is free of any unlawful behaviors. In 2019, in the PZU Group, there were 24 identified breaches of the rules of conduct pertaining to ethics and human rights (9 cases more than in 2018). 6 of them occurred in the Pekao Group, 17 in the Alior Bank Group, and 1 in the PZU Zdrowie Group.
In PZU, mobbing prevention is also supported by an anti-mobbing procedure. The “report the incident” procedure enables employees to report information about breaches of rules using an Intranet platform. An Anti-Mobbing Commission has been appointed to verify unacceptable behaviors. It reviews employee complaints and investigates each signal of behaviors that may have the features of mobbing.
In addition, an e-learning training course entitled “Mobbing – legal and psychological aspects” is available to all employees. Apart from to mobbing-related issues, employees are provided also with information on prevention of discrimination and equal treatment in employment opportunities.
The PZU Group ensures equal opportunities to employees for development, improvement of their skills and promotions. The remuneration system depends on the type of the work performed, the value of the position for the company, the employees’ competences, required skills and market remuneration levels. The company prevents discretion as regards remuneration, among others through setting transparent, non-discriminatory fixed compensation levels for the same type of work or work with the same value, reflecting primarily appropriate professional experience and organizational responsibility defined in the job description.
Principles supporting diversity and equal treatment span all career stages in the company, starting from the recruitment process to the duration of the employment relationship (employment terms, access to training and developmentminded activities, opportunities to be promoted) to the termination of cooperation.
PZU confirmed its will to pursue a diversity policy by joining the signatories of the Charter of Diversity in 2013.
The client service standards in place in PZU branches comprise a “five steps theory” which places particular emphasis on the senior citizens’ needs (e.g. problems with vision, hearing, mobility or comprehension of complex information). The employee guide contains recommendations on how to provide services to senior citizens. In particular, it contains the instruction that the information should be provided in an understandable manner, sometimes more slowly.
Analogous principles apply when providing the services to the disabled, including people with mobility impairment, blind persons or persons with impaired vision, deaf persons or persons with impaired hearing, or people with speech impediment. Additionally, in eight biggest Polish cities, clients can be serviced using the sign language.
Approx. 80% of PZU branches are partly adapted to the needs of people with disabilities. They are equipped, among others, with appropriate driveways, ramps, platforms, elevators and stair-climbers.
- there are currently no barriers at entrances in approx. 36% of PZU branches (out of 422);
- in approx. 40% of branches, access to the disabled is facilitated through appropriate ramps, elevators, or equipment.
Approx. 40% of PZU branches are equipped with accessible toilets. They have, among others, maneuvering space for wheelchairs and grab rails. It is also made sure that the car parks are adapted to the needs of eligible vehicles, by designating properly labeled places.
The company also seeks to meet the needs of parents. Playroom corners have been prepared specially for the children, where the child may freely and safely occupy oneself while the parent is taking care of all the matters related to an insurance policy. As at the end of both 2018 and 2019, there were playroom corners in 13 branches – children could play with environment-friendly puzzles in 120 branches.
Comprehensive service provided to disabled drivers and passengers
PZU has noticed a major barrier to mobility encountered by drivers and passengers with physical dysfunctions. The lack of adaptation of automotive vehicles to their specific needs often results in their exclusion in the area of professional and social activity.
PZU provides special support to disabled road users and, since 2015, has been implementing, in cooperation with the Aid to Disabled Drivers (SPiNKa) Association, a program of comprehensive aid addressed to the sector of drivers with various dysfunctions and disabled passengers using car transport. Within the program, it provides financial support for the purpose of vehicle adaptation to the needs of disabled drivers and purchase of special vehicles adapted to carriage of disabled persons. As part of implementing best practices, adaptation of 61 disabled drivers’ cars was supported. PZU assumes that the cooperation with the SPiNKa Association will be continued.