Counteracting discrimination

According to the Bank Millennium Work Bylaws no employee is allowed to engage in mobbing or any indirect or direct discriminatory practices against another employee, in particular related to gender, age, race, religion, nationality, ethnic origin, disability, political beliefs, trade union membership and sexual orientation. [GRI 103-2]

Any employee who believes to be a victim of discriminatory practices or mobbing may notify any manager about this fact.

Moreover, every employee is required to immediately report any observed cases and circumstances that may indicate the occurrence of mobbing. This may be reported to the direct or indirect supervisor but also, skipping the official route, to any member of the Management Board. A report may also be made anonymously. In this case, the events and circumstances should be described in a way that allows the employer to obtain evidence confirming them.

The company has a register of employee claims, where are notifications on employee matters are recorded. These notifications are reported to the Process and Operational Risk Committee. A notification is examined using a procedure, which involves, among others: collecting documentation to review the claim, conducting a survey among employees, making a decision to accept or reject the claim and issuing a response to the employee.

No discrimination reports were received in 2016.

[GRI 406-1]


employees with

 Employees with disabilities
2016 2015 2014 2013 2012
Employees with disabilities 35 (0.59%) 39 (0.65%) 43 (0.70%) 37 (0.62%) 35 (0.58%)

[GRI 405-1]

Remuneration for women and men

In accordance with the Human Resource Policy in force in Bank Millennium, the compensation policy incorporates information concerning the market levels of compensation for similar positions. Employee compensation is periodically checked on the basis of the bank’s current strategy, market data and job performance assessments and employee career stages.

The Bank strives to devise bonus systems in which the incentive is linked to the nature of the work in a given unit – by formulating reasonable and fair ratios describing job performance and the appropriate incentive systems for a given unit in the bank.

The rules and conditions of compensation and for allocating other perks are prescribed by the Rules and Regulations of Compensation. Employees have the right to receive a base salary for their work stemming from their position and their rank – whose amount is no lower than stated in the Tables of Positions, Ranks and Base Salaries forming attachments to the rules and regulations.

Ratio of basic salary of men to women*
2016 2015 2014 2013 2012
Senior management 1.2 1.2 1.2 1.2 1.2
Management 1.3 1.2 1.2 1.2 1.2
Sales personnel 1.1 1.1 1.1 1.1 1.1
Technicians 1.4 1.4 1.4 1.3 1.3
Other employees 1.3 1.3 1.8 1.7 1.3
Total 1.5 1.5 1.4 1.4 1.4

* Weighted average, taking into account the group size and the percentage of women in the group. The difference in remuneration levels arises from the calculation method: a category contains positions with different responsibilities and different pay.

[GRI 405-2]


Program for parents

YES to Parenting is a program addressed to parents and their children. Its objective is to advance the cause of maintaining balance between employees’ work lives and private lives, disseminate information about parental rights and guarantee their widespread observance by all bank employees. Under this program employees and their families are invited to participate in excursions, contests, cultural and sporting events promoting spending time together as families.


In 2016 the following initiatives were held:

  • photo contest entitled Family winter seen through the lens of a camera – the contest winners were selected in Intranet balloting. More than 4,300 votes were cast for the photos entered by employees. The best photos were awarded with photographic equipment.
  • art contest for employees’ children under the slogan A long, long time ago in which nearly 600 contest works were submitted.
  • family excursions – in the spring and summer we put together nearly twenty one and two-day long excursions around Poland for employees and their children. In addition to domestic excursions, a four-day long trip to Disneyland in Paris was organized.
  • an offering of family Christmas holiday meetings in nearly twenty venues across Poland. We invited our employees and their families to attend theatrical performances, spectacles, holiday workshops and visits with Santa Clause.

The internal social platform and Intranet are actively used to communicate within the project, share opinions about the campaigns and receive ideas for the ongoing development of the program from the parent-employees.

Returning after a maternity/paternal leave
Females Males Total 2016 Total 2015 Total 2014 Total 2013 Total 2012
Employees entitled to a leave 614 1 615 649 619 478 509
Employees who used a leave 337 1 338 328 349 319 377
Returned to work after the leave 311 1 312 291 326 288 334
Employed 12 months after returning from the leave 243 1 244 258 313 264 290
Proportion returning after the leave 92% 100% 92% 89% 93% 90% 89%
Proportion of employees retained by the Bank who returned from the leave 84% 33% 84% 89% 96% 92% 87%

[GRI 401-3]

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