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2018 Financial and Social Report

Supporting diversity and counteracting discrimination

According to the Human Resource Policy in force in the Bank Millennium Group, the application of all discriminatory practices exhibiting the attributes of mobbing or sexual molestation toward employees is forbidden. The Bank Millennium Group operates while respecting human dignity, it adheres to the law on equal treatment regardless of age, gender, ethnic or national origin, religion, creed, family status, sexual orientation, health condition, convictions, trade union membership and other premises that could trigger discrimination. In 2018, the Bank joined the Diversity Charter, which is a commitment signed by organizations that decide to introduce a ban on discrimination at work and acting to create and promote diversity.

The issue of respecting diversity in the Bank’s Group is governed by the Diversity Policy, the Code of Ethics, the Work Rules and Regulations and regulations pertaining to recruitment. Many measures are the result of implementing these policies:

  • All employees go through mandatory training on ethical issues. In addition, the entire management obligatorily attends training on combating mobbing and discrimination in employment. The Bank has anti-mobbing and anti-discriminatory procedures. Employees may report abuse anonymously to the stated email address.
2018 Bank 2018 Group 2017 Bank 2017 Group
Number and % of managers trained in discrimination and mobbing* 81 (9%) 85 (9%) 159 (17%) 168 (17%)

* new managers and directors are trained

  • During employee recruitment, criteria putting one in jeopardy of discriminatory behavior are not applied. These rules also apply to the termination of employment, terms of employment, promotions and access to training to raise professional qualification. Candidates are selected based on objective criteria, such as in particular: education, professional experience, general and specific competences, proficiency in foreign languages and the overall match with the profile.
  • The Bank analyzes on an ongoing basis the compensation structure and equality of earnings and jobs by gender, age and nationality. Interviews are held from time to time with persons leaving the Bank to grasp the reasons for them to leave.
  • Extensive communication and support are addressed to employees who are parents. The Bank advises them of their parental rights. People with small children have the possibility of taking advantage of forms of recreation co-financed by the Bank under the Yes to Parenting
  • Benefits such as medical care, group insurance, co-financing for sport and recreation are offered to all employees, also part-time employees. The Bank encourages employees to take their holiday leaves.
  • The Bank lends a helping hand to people in a challenging financial and health-related situation through the existing social assistance system predicated on the Company Social Benefits Fund. Disabled people may take advantage of office infrastructure that is fully aligned to their capabilities.
Employees with disabilities
2018 Bank 2018 Group 2017 Bank 2017 Group 2016 Group 2015 Group
Number and % of employees 36 (0.62%) 39 (0.62%) 41 (0.74%) 44 (0.74%) 35 (0.59%) 39 (0.65%)

[GRI 405-1]

  • The Bank has implemented and is regularly following its innovative M#leaders leadership development program. Its purpose is to build attitudes and support the actions of leaders not just to generate performance but also to build trust and relations with employees. The program’s role is also to strengthen the appropriate attitudes – also to overcome stereotypes and promote openness to employees’ various convictions and mold their own responsibility and that of their reports.
  • Employees may freely express their views on an internet forums.
  • The HR Department keeps a register in which all employee claims are recorded. They 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.

3 notification pertaining to actions involving mobbing were recorded in the Bank’s Group in 2018. Ultimately, mobbing was not confirmed in any of these cases. [GRI 406-1]

Compensation for women and men

In accordance with the Human Resource Policy in force in Bank Millennium, the Bank incorporates information in the compensation policy 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.

Ratio of basic salary of men to women*
Bank Millennium Group 2018 2017 2016 2015 2014
Top management 1.2 1.2 1.2 1.2 1.2
Management 1.3 1.3 1.3 1.2 1.2
Sales personnel 1.1 1.1 1.1 1.1 1.1
Technicians 1.5 1.5 1.4 1.4 1.4
Other employees 1.2 1.3 1.3 1.3 1.8
Total 1.5 1.5 1.5 1.5 1.4
Bank Millennium 2018 2017
Top management 1.2 1.2
Management 1.3 1.3
Sales personnel 1.1 1.1
Technicians 1.4 1.5
Other employees 1.3 1.3
Total 1.4 1.4

* Weighted average, taking into account the group size and the percentage of women in a given group. The difference in compensation levels arises from the calculation method: a category contains positions with different responsibilities and different pay. [GRI 405-2]