In keeping with the Diversity Policy introduced in Bank Millennium Group in 2017, the Group operates with respect for human dignity and observes the right to equal treatment irrespective of age, gender, ethnicity and nationality, religion, denomination, family status, sexual orientation, health status, convictions, trade union membership as well as other factors exposing to discriminatory behaviours
Bank Millennium Group takes on board the principle of respecting diversity in the Work Regulations, Code of Ethics as well as in other important regulations on human resources management
and applies them in: recruitment and employment, access to remuneration and positions, support of employees parents, equal access to benefits, support of persons in a difficult living situation, development of leadership based on values as well as freedom of speech and open communication.
In Bank Millennium Group knowledge is developed and awareness built of employees as regards ethics and matters of respect for diversity. All employees undergo mandatory training in ethical matters. Additionally all management staff take obligatory training in preventing mobbing and discrimination in employment. Bank Millennium Group implemented an anti-mobbing and anti-discriminatory procedure. There is an abuse reporting system in place, which is independent of service hierarchy.
In Bank Millennium women constitute the majority of persons employed – close to 68%. Their participation in the Bank’s management (starting from the position of branch manager) was approx. 56%. Although during recent years participation of women in senior management has been steadily growing, they are still under-represented and constitute only 31% of this group.
The Bank’s strategy, including the building of teams to serve expatriates working in Poland, is also conducive to raising diversity of staff in terms of nationality: in 2020 there were 42 foreigners employed.
The age structure of the employees is relatively balanced; persons entering the labour market as well as those towards the end of their professional career are employed. The majority of employees are persons aged between 30 and 50 – 67% while young persons under 30 – 24%.
In relation to the long-term development strategy, in its HR management policy the Bank will strive to further reflect diversity as regards competencies and professional experience of employees. Growth of employment is expected in the area of new technologies, communication and new marketing strategies with diversified professional experience.