Supporting diversity and counteracting discrimination

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.

• 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 program.
• 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 aligned to their capabilities.

• The Bank conducts regular management training aimed at strengthening 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 internal 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.

[GRI 406-1] Three notifications pertaining to actions involving mobbing were recorded in 2019. In two instances, mobbing was not confirmed. In the third case, after a feedback from employees was analyzed, the agreement with the employee was terminated. E-learning courses have been introduced in the Bank for team and unit leaders. If mobbing is detected, anti-mobbing questionnaires are completed and discussion is conducted with team leaders.

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.

[GRI 405-2] Ratio of women’s base compensation to men’s*