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Diversity and respecting human rights

PZU AR 2020 > Capitals (IIRC) > Human capital > Diversity and respecting human rights
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Best Pratices in PZU
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We respect one another - “Respect is visible in our attitude and approach to others who have placed their trust in us. We do not tolerate any forms of discrimination. Every person who witnesses these types of practices in the PZU Group should report them without fear. We respect persons employed in all positions and we value their contribution in the work of the entire team. We are of the opinion that the diversity of roles and variety of character and personality traits build the entire organization’s success.”
“Showing respect for other people is one of the most important values by which we are guided in the PZU Group. We care about every employee feeling that he or she is a full-fledged member of our organization. PZU does not consent to tolerating conduct manifesting any form of discrimination or disfavor. We believe that creating an organizational culture based on accepting and respecting the dignity and diversity of every human being is an opportunity for the overall PZU Group to develop and achieve success.”
Andrzej Szeremeta, Manager of the Social Dialogue Team

PZU Group’s policies [Accounting Act]

[GRI 103-2]

The respect for diversity and equality and the ban against discrimination are principles deeply rooted in PZU’s organizational culture. The Group runs activities fostering conscious management of diversity, including workshops and training courses for employees and managers. This way PZU supports the creation of an organizational culture open to recognizing individual dissimilarities and differences and working to prevent any cases of employee discrimination on the grounds of dissimilarity. The implementation of a range of such regulations and practices enables performance of actions within the framework of sustainable development while respecting diversity and equal treatment.

PZU operates under the patronage of the EU Platform of Diversity Charters. As a signatory of the Diversity Charter it undertook a commitment to review its own procedures and policies regarding human rights and diversity.

The “Human Rights Policy” PZU is implementing assumes respecting human dignity is a priority in a modern and open organization like PZU. It responds to what is expected of the business community, which should have a significant part in protecting human rights and advancing equality. Implementing the “Human Rights Policy” will streamline the monitoring of indicators pertaining to symptoms of discrimination and diversity management in PZU. At the same time, it responds to the requirements of Directive 2014/95/EU on disclosure of non-financial and diversity information.


The Gender Equality and Diversity Policy is in force in Bank Pekao and in the companies doing business as Pekao Bank Hipoteczny, Pekao Leasing, Pekao Financial Services, Centrum Kart, Pekao Direct, Pekao Faktoring, Pekao Investment Banking and Pekao TFI.

Alior Bank has in place the Policy for the Selection and Assessment of Management Board and Supervisory Board Members, which is supposed to ensure diversity of education, professional experience, age and gender of the Management Board and Supervisory Board members, in particular by ensuring women’s participation in the process of selecting Management Board members and equal treatment of candidates regardless of gender.

[GRI 405-1]

Composition of supervisory bodies and employees broken down into employee groups by gender, age and other diversity factors converted into FTEs

Employees by age category  and diversity

Employees by employment structure

employees by employment structure

Composition of the Supervisory Board by age category and diversity as at 31 December 2020

Composition of the supervisory board

Composition of the Management Board and Group Directors by age category and diversity as at 31 December 2020

Composition of the management board

[GRI 406-1]

The Group companies have anti-mobbing policies and internal procedures in place. In the case of companies with a low headcount, no separate regulations pertaining to prevention of mobbing have been implemented. The companies comply with the general document, “Best Practices of the PZU Group”, which indirectly regulates the conduct in a mobbing situation.

In the Pekao Group, the aim is to develop appropriate conditions and create a mobbingfree work atmosphere. The Anti-Mobbing Policy in force in Bank Pekao lays down the rules for counteracting conduct indicative of mobbing; additionally, it aims to underpin the execution of labor law regulations with respect to the obligation of combatting mobbing. The Policy has not been implemented in the Bank’s subsidiaries; however, some of them have devised internal procedures regulating this issue, including Pekao Bank Hipoteczny, Pekao Investment Banking, Pekao TFI and Pekao Financial Services Sp. z o.o. A Policy for Counteracting Mobbing and Discrimination has been implemented in Pekao Leasing.

The anti-mobbing policies and procedures implemented in PZU Zdrowie and its subsidiaries are compliant with the PZU Group’s guidelines.

In the Alior Bank Group, the personal dignity issue is taken care of in the Code of Conduct applicable to employees of all its member companies. The Code contains guidelines on applying the principles of professionalism and respect in the workplace as well as the principles of good manners, openness toward diversity and tolerance.

Alior Bank has a policy of creating a working environment free of undesirable behavior. According to its regulations, the principles in force in the Bank pertain, among others, to the following: counteracting mobbing and sexual harassment, offering equal opportunities to all employees regardless of their gender, age, disability, race, religion, nationality, political convictions, trade union membership, ethnic origin, denomination, sexual orientation, form of employment for a specified or unspecified term and full-time or part-time employment.

There is an internal anti-mobbing procedure in TFI PZU. PTE PZU, in turn, has in place a resolution on the rules for preventing mobbing in Powszechne Towarzystwo Emerytalne PZU Spółka Akcyjna. Among the purposes of this procedure is to define the procedure governing the appointment and responsibilities of the anti-mobbing committee.

[GRI 419-1]

No non-financial sanctions were recorded in PZU and PZU Życie in 2020 for compliance failure. In turn, two such sanctions totaling PLN 111,150 were recorded in PZU in 2019 and two sanctions totaling PLN 46,500 were imposed on PZU Życie. The 2019 claims pertained, among others, to improper termination of an employment contract, discrimination on grounds of health.

[GRI 406-1]

PZU attaches special importance to prevention of mobbing in the workplace and cares for a friendly work environment so that it is free of any unlawful behaviors. In 2020 the PZU Group confirmed 20 breaches of the rules of conduct pertaining to ethics and human rights (6 fewer than in 2019). 4 of them transpired in the Pekao Group and 16 in the Alior Bank Group. No cases of failing to comply with the rules on how to act when it comes to ethics and human rights were confirmed in PZU and PZU Życie. The substantiated notifications of breaches in the Alior Bank Group in 2020 pertained among others to undesirable conduct in the working environment involving discrimination, mobbing and the usage of improper practices in customer service. Commensurate official consequences such as termination of an employment contract for cause or by mutual consent, disciplinary talks, training sessions on soft skills and warnings were administered to the employees of the Alior Bank Group who exhibited such conduct or committed such undesirable violations. Two complaints were reported to the Anti-Mobbing Commission in the Pekao Group but mobbing was not ascertained in either of these cases. Other reports on the failure to abide by the rules concerned a superior’s improper conduct towards employees and a violation of the rules for ethical conduct in relationships between bosses and their reports. The commensurate consequences were administered to these employees in the form of warnings or dissolution of their employment relationship. At present, these persons no longer work for Pekao Leasing.

PZU does not accept intolerance, mobbing or other forms of discrimination. Legal acts including the Work Rules and Regulations and the Internal Anti-mobbing Procedure are in place to support the fight against mobbing. The Internal Anti-Mobbing Procedure currently in force was introduced by a directive issued by the President of the Management Board and is applicable to all employees regardless of the position held, while employees are familiarized with it at the outset of their employment. This procedure simply defines the actions to be taken in the event mobbing transpires in the organization. It has not required any change for more than a decade because of its suitability and simplicity, which is an additional guarantee of stability and the consistency of the actions taken by PZU to counteract mobbing.

An Anti-Mobbing Commission has been appointed to verify unacceptable behaviors. It reviews employee complaints and investigates each signal of behaviors that may have the features of mobbing. Persons with an education in law and psychology sit on the Anti-Mobbing Commission. As part of the care shown not just for legal aspects, but also to mitigate the emotional costs related to mobbing, in 2020 employees were given additional preventive psychological support in the form of a hotline on top of the psychological support provided in the traditional form to date.

In December 2020 a new mandatory e-learning training course was prepared for all employees entitled “Countering mobbing and discrimination in the workplace”, which replaced the previous training course entitled “Mobbing: legal and psychological aspects” as of January 2021. In addition to mobbing-related issues, these training courses provide employees with information on prevention of discrimination and equal treatment in employment opportunities.

The “report the incident” procedure also operates in the organization; it enables employees to report information about breaches of rules using an Intranet platform.

The steps taken to counter mobbing through communication, training and the whistleblowing procedure accompanied by the employer’s lack of acceptance for any illegal phenomena contributes to the fact that the number of complaints, including mobbing complaints has remained steady at a constant low level.

The PZU Group ensures equal opportunities to employees for development, improvement of their skills and promotions. The remuneration system depends on the type of the work performed, the value of the position for the company, the employees’ competences, required skills, job appraisal and market remuneration levels. The company prevents discretion as regards remuneration, among others through setting transparent, non-discriminatory fixed compensation levels for the same type of work or work with the same value, reflecting primarily appropriate professional experience and organizational responsibility defined in the job description. It is also important to motivate employees to enhance their work efficiency constantly and ramp up their commitment while simultaneously linking their pay to the performance of the companies, cells or organizational units in which they are employed.

Principles supporting diversity and equal treatment span all career stages in the company, starting from the recruitment process to the duration of the employment relationship (employment terms, access to training and development-minded activities, opportunities to be promoted) to the termination of cooperation.

Under focused recruitment in recruitment processes PZU observes principles of equal access to work for all. The rules of not discriminating on account of gender, age, disability, country of origin or other reasons are observed. Recruitment in PZU relies on the best possible match of candidates’ profiles to the requirements defined in the job description. Similarly, the very same principles are upheld in the internship and fellowship programs run, all parties enjoy equal access and are treated in the very same manner.

Comprehensive service provided to disabled drivers and passengers

Since 2011 the company has uninterruptedly continued its collaboration with the SPiNKA Association of Disabled Drivers, which operates for the benefit of persons with physical dysfunctionalities in their capacity as drivers and passengers. The lack of adaptation of automotive vehicles to their specific needs results in them not being mobile, which in turn frequently leads to their exclusion from professional and social activity. PZU has decided to take measures in this area to provide special support to this segment of road traffic participants. PZU is running a program to adapt vehicles for use by disabled drivers thereby making it possible to overcome the physical dysfunctionalities of disabled persons. 

PZU financed the costs of adapting 57 vehicles to be used by disabled drivers under this program in 2020. 

PZU will continue its efforts to date and analyze the needs of clients with disabilities for another 24 months.

PZU participates in professional activation of disabled persons by creating safe working conditions that are adopted to accommodate the degree of disability. At the end of 2020 PZU and PZU Życie employed 101 and 73 persons, respectively, with a confirmed disability and a total of 116 people in PZU and PZU Życie.

The PZU Group expects that suppliers respect and will respect human rights and act against discrimination in their businesses.



The customer service standards in place in PZU branches comprise a “five steps theory” which places particular emphasis on the senior citizens’ needs (e.g. problems with vision, hearing, mobility or comprehension of complex information). The employee guide contains recommendations on how to provide services to senior citizens. In particular, it contains the instruction that the information should be provided in an understandable manner, sometimes more slowly.

Analogous principles apply when serving the disabled, including people with mobility impairment, blind persons or persons with impaired vision, deaf persons or persons with impaired hearing, or people with speech impediments.

Until October 2020 PZU offered a service enabling the deaf and hard of hearing to open a simultaneous video link with a sign language interpreter and a PZU consultant through the web; this service has been suspended for the time being as work is underway to implement this service anew. 

Approximately 78% of PZU’s branches offer access to people with disabilities. These branches are partly adapted to the needs of people with disabilities. They are equipped, among others, with appropriate driveways, ramps, platforms, elevators and stair-climbers: 

  • there are currently no barriers at entrances in approximately 37% of the PZU branches;
  • in approximately 40% of the branches, access to the disabled is facilitated through suitable ramps, elevators and other technical equipment.

During the verification of the market and analysis of facilities for new lease agreements to be used as newly-opened branches, the accessibility afforded to the disabled is one of the key criteria making buildings eligible to be leased by PZU.

Approximately 43% of PZU branches are equipped with accessible toilets for disabled persons. They have, among others, maneuvering space for wheelchairs and grab rails. With guaranteeing the reduction in the number of obstacles and equal accessibility as their goal, PZU, other business entities and local governments are participating in a nationwide campaign to “eliminate obstacles” in Poland. The steadily growing number of parking spots for disabled persons across the country is a visible outcome. Efforts have been made in all of the properties owned by PZU and used as parking lots to designate separately marked spots for eligible vehicles. If parking lots are leased then PZU expends effort for the lessor to show its care about creating separate privileged spots.

The company also seeks to meet the needs of parents. Playroom corners have been prepared specially for the children, where the child may freely and safely occupy oneself while the parent is taking care of all the matters related to an insurance policy. As at the end of 2019 and 2020, there were playroom corners in 13 branches – children could play with environment-friendly puzzles in 120 branches.