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2018 Financial and Social Report

Bank Millennium Group has an HR policy defining general principles involved with recruitment, evaluation, development and retention of employees. Based on this policy and business assumptions the Bank created the Human Resources Management strategy. The strategy regulates all areas of HR management, including employment and remuneration.

HR Policy and the HR Management Strategy, which is based on it, supports business needs of Bank Millennium Group. Activity is conducted in particular in the following areas:

Bank Millennium attaches great importance to the quality of customer service. “Akademia Mistrzów” (Masters Academy), a comprehensive program of competence development for retail banking employees, has continued since 2016. Its aim is further improvement of the quality of services offered to customers of Bank Millennium Group. It comprises a number of workshops concerning quality of service and understanding customers’ needs. The programme’s unique value is that it engages experienced employees in imparting their knowledge to less experienced colleagues.

The same assumptions underlie Corporate Banking programmes of certification of competencies of Relationship Managers and Consultants.

Bank Millennium Group recognises and rewards employee attitudes, which lead to improvement of work quality as well as optimisation of processes, effectiveness and taking up professional challenges. In 2018 the “Impakt” employee awards programme was continued where Group employees themselves nominate candidates for the awards.

Bank Millennium Group relies in its development on IT. These technologies are used in building customer service systems for branches and in electronic and mobile banking. In 2018 Bank Millennium Group increased employment in the area of digital technologies by 18%. Talent acquisition is being done not only by means of regular recruitment activities but also through expert programmes and cooperation with student organisations.

In 2015 the M#leaders leadership skills development programme was set up, which has been subsequently developed. Its aim is to build leaders attitudes and support leaders actions focussed not only on results, but also on developing employee trust and relations. The role of the programme is also fostering proper attitudes – including overcoming stereotypes and promotion of openness to diverse convictions of employees and shaping responsibility of managers and their subordinates. By taking part in the workshops the managers have an opportunity not only to study leadership theory but above all to share experience with other participants and implement the developed solutions in practice.

Since 2017, the Leader’s Code that constitutes translation of BM Group’s values into specific leaders behaviour has been in force in Bank Millennium Group. The Code indicates what behaviours support the Group’s values and what behaviours constitute breach of these values.

In 2018 Bank Millennium was granted a title of Solid Employer (Solidny Pracodawca) for the next consecutive year.  Bank Millennium Group supports physical development and sports activities of the employees. In 2018 Bank Millennium co-financed participation of employees in sports events including „Color Run”, „Runmagedon”, „Bieg Firmowy”, „Bieg Mikołajów”, „Potop Rowerowy”, Kaszebe Runda” and „Lotto Poland Bike & Mazovia MTB Marathon”.  A large part of the employees also use subscription cards for sports activities.

As in previous years a number of activities were implemented to support rest and recreation of employees-parents and their children in the “Rodzice na tak” (Parents Say Yes) programme.

Diversity Policy in Bank Millennium Group was implemented in 2017. According to this Policy Group operates with respect for human dignity and observes right to equal treatment regardless of age, sex, ethnic and national origin, religion, denomination, family status, sexual orientation, health status, convictions, trade union affiliation and other characteristics exposing to discriminatory behaviour.

Bank Millennium Group has incorporated the principle of respect for diversity in its Labour Regulations, Code of Ethics and other material regulations in the area of HR management, and executes this principle in the following areas: recruitment and employment, access to payroll and positions, support to employees’ parents, equal access to benefits, support to persons facing difficulties in their lives, development of value based leadership and freedom of speech and open communication.

In the Bank Millennium Group the knowledge is being developed and employees’ awareness is being built as regards ethics and issues of respect for diversity. All employees go through mandatory training in ethical issues. Additionally, all the managerial staff is subject to mandatory training in counteracting mobbing and discrimination at workplace. Bank Millennium Group implemented an anti-mobbing and anti-discriminatory procedure. There is an abuse reporting system in place which is irrespective of the chain of command.

Women at Bank Millennium make up the majority of employees – almost 70% of them. Considering their share in the total, women are underrepresented in the Bank’s senior management, – they constitute about 28 % of the group. However this share has grown in the last 5 years by 5 percentage points. In 2018 the share of women in broadly understood Bank management, starting from the position of branch manager, was around 61%.

The Bank’s strategy, including e.g. building customer service units for foreigners working in Poland, also helps increase employee diversity in terms of nationality: in 2018 40 foreigners were employed.

The age structure of employees is fairly balanced, both labour market entrants and people at the end of their careers are hired. The biggest group of employees are persons between 30 and 40 years of age – 37% and persons between 40 and 50 years of age – 33%.

In connection with its long-term development strategy the Bank in its HR management policy will seek, as up now, to embrace diversity in terms of skills and professional experience of employees. An increased recruitment of employees having diverse professional experience is envisaged in the area of new technologies, communication and new marketing strategies.