Personnel policy

Bank Millennium creates a good working environment for employees regardless of gender, age, race, religion, nationality, ethnic origin, disability, political beliefs, union membership and sexual orientation, who find here conditions for professional development in an atmosphere of cooperation and mutual respect. 

Bank Millennium was ranked second in the Poland’s Best Employers 2021 ranking by Forbes magazine and Statista in the Banks and Financial Services category. Among the criteria taken into account were: development and prospects, employee relations and management and sustainable development. 

For the eighth time in a row, the Bank passed the certification process and retained the title of Solid Employer 2022. The distinction of the emblem attests to the clarity and reliability of the company and its compliance with the highest standards in the area of Human Resources. 

Bank Millennium has been ranked among the „European Diversity Leaders 2022”. In the list published by the Financial Times, 850 employers who support and promote diversity in their organisations were selected from among 15,000 companies. The ranking is based on the opinions of 100,000 employees and human resources and recruitment experts. The research company Statista is a content partner of the project. 

In 2021, the Bank had a special committee, already established at the start of the pandemic, to monitor staff safety from an epidemiological point of view, to monitor the pandemic situation in the country and the regulations of the competent authorities, to decide on procedures to ensure epidemiological safety in the Bank and to assess the impact of the pandemic on the operation of business areas. 

There was a systematic communication campaign to prevent infections, informing on how to deal with infections. Employees were regularly provided with information on safety procedures in place, available protection measures and how to deal with infections. The obligation to keep a distance and use masks was maintained and business trips were limited to what was necessary. Work organisation was also changed. The bank allowed employees to work remotely.  

In 2021, the COVID-19 medical cost support fund for employees and their next of kin, established in April 2020 by a decision of the Bank’s Board of Directors, was also operational. The amount of this fund is PLN 1 million.  

Despite the pandemic constraints, the Bank provided a very large range of training courses for employees, a large part of which took place remotely in 2021, and the Bank further developed its already very extensive e-learning training portfolio.  

The Bank continued to provide extensive training programmes for business lines, in particular retail banking, which enable both on-boarding of new employees and ensure their development while working in the organisation. Specialised training for technology areas was also offered. 

Managers training was also an important element. In 2021, particular emphasis was placed on training managers in the retail banking area. 

The Bank ran a lecture programme as part of the Millennium Campus, which was highly appreciated by employees. Lecturers in this programme were recognised experts from the world of science and business. The programme covered topics related to the development of new technologies, artificial intelligence as well as psychology and business.  

The Bank Millennium Group recognises and rewards employee attitudes leading to an increase in the quality of work, as well as optimisation of processes, efficiency and taking up professional challenges. In 2021 the „Impakt” employee awards programme was continued, under which Group employees themselves nominate candidates for distinction. 

Bank Millennium is one of the most modern bank on the market and for years has based its development on information technology. They are the basis for the progressive digitalisation of customers through the development of remote customer service systems – electronic and mobile banking. The Bank maintains and develops large teams of IT specialists in various fields. 

(*) Incl. IT Security, Information Technology, and Communication and Application Development; 2019 increase is caused by the merger of teams with Euro Bank SA. 

In accordance with the Diversity Policy, introduced in the Bank Millennium Group in 2017 and amended in 2021, the Group acts with respect for human dignity and observes the right to equal treatment irrespective of age, gender, ethnic and national origin, religion, creed, family status, sexual orientation, state of health, beliefs, union membership and other grounds exposing to discriminatory behaviour. 

The Bank Millennium Group incorporates the principle of respect for diversity in the Work Regulations, Code of Ethics and other important regulations in the area of human resources management and implements it in the following areas: recruitment and employment, access to salaries and positions, support for parent employees, equal access to benefits, support for people in difficult life situations, value-based leadership development as well as freedom of expression and open communication. 

In the Bank Millennium Group, knowledge and awareness of employees are developed in relation to ethics and respect for diversity issues. All employees undergo mandatory training on ethical issues. In addition, all managerial staff mandatorily undergoes training on counteracting mobbing and discrimination in employment. The Bank Millennium Group has implemented an anti-mobbing and anti-discrimination procedure. There is a system of reporting abuse, which is independent of the hierarchy of service. 

In Bank Millennium women constitute the majority of employees – about 67%. Their share in the Bank’s broadly understood management staff (starting from the position of branch manager) was about 55%. Although in recent years the share of women among management staff has been increasing, they are still under-represented and account for only 29% of this group. 

The Bank’s strategy, including, for example, building service units for foreigners working in Poland, also serves to increase the diversity of employees in terms of nationality: 41 foreigners were employed in 2021. 

The age structure of employees is relatively balanced, hiring people both entering the labour market and those at the end of their careers. The largest group of employees is between 30 and 50 years old – almost 67%. Young people under 30 years old – 22%. 

In connection with its long-term development strategy, the Bank will strive in its human resources management policy to further take into account diversity in terms of the competencies and professional experience of its employees. An increase in the number of employees in the areas of new technologies, communications and new marketing strategies with diverse professional experience is expected.