Dignity of the individual

Annual Report 2017 > Business > Employees > Dignity of the individual
Highlights 2017

Business

Group model based on a comprehensive offering in the insurance, finance and health area
Group model based on a comprehensive offering in the insurance, finance and health area
2000 outlets at the disposal of clients in the health insurance and medical care services provided by the PZU Group
2000 outlets at the disposal of clients in the health insurance and medical care services provided by the PZU Group
Strong market position in motor insurance, including direct activity with a market share of 38.4%
Strong market position in motor insurance, including direct activity with a market share of 38.4%
Pekao ranked 2nd and Alior Bank ranked 8th in terms of accumulated assets
Pekao ranked 2nd and Alior Bank ranked 8th in terms of accumulated assets
The PZU Group’s share in the non-life insurance market is 35.7%
The PZU Group’s share in the non-life insurance market is 35.7%
Strong position in insurance with a periodic premium with a market share of 45.8% (+0.7 p.p. y/y, the highest level since 2010)
Strong position in insurance with a periodic premium with a market share of 45.8% (+0.7 p.p. y/y, the highest level since 2010)
Reference Areas:
Health
Investments
Banking
Best Pratices in PZU

Reporting ethically questionable issues - “Each one of us is under the obligation to act in compliance with the highest ethical standards and regulations. We are required to report any matters that are questionable from the ethical standpoint as well as any breaches of laws or internal regulations. Should anything give rise to any doubt, our employees may ask their direct superior for clarifications or report their doubts to the Whistleblowing System. In the course of employment, one may encounter situations that do not fall under any procedures. Therefore, before taking any action, in particular before reporting such a situation, an employee should ask themselves the following questions:

  • Does this situation look suspicious?
  • Is the observed behavior consistent with the company’s internal procedures or provisions of generally applicable law?
  • Is it listed in the irregularities catalog included in the detailed procedures?
  • How will my decision impact other employees?
  • Could my actions or omissions create an impression of an abuse of power?
  • What will be the consequences of my actions or omissions?”

PZU and PZU Życie have the so-called Whistleblowing System, which allows employees and entities cooperating with PZU to report irregularities of an ethical nature. The Whistleblowing System supports the application of PZU’s standards laid down in PZU’s Best Practices.

Lietuvos Draudimas, in addition to PZU’s Best Practices, has in place a separate Human Rights Policy.

A special aspect of respect for the individual is regard for and protection of the individual’s right to privacy. The business of insurance undertakings is based to a significant extent on information provided by clients looking for insurance cover.

The respect for diversity and equality and the prohibition of discrimination are two principles that are deeply rooted in Bank Pekao’s organizational culture. The bank is involved in activities fostering conscious management of diversity, including workshops and training classes for employees and managers devoted to diversity management, thus supporting 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. Owing to the implementation of a number of such regulations and practices, the bank is able to take actions within the framework of sustainable development while respecting diversity and applying equal treatment.

Moreover, in other Pekao Group companies, policies are in place requiring equal treatment regardless of gender.

In the Alior Bank Group, the dignity issue is taken care of in the Code of Ethics 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.

Furthermore, employees who witness any unethical behavior may report such cases anonymously to a special mailbox without fear of discrimination or repercussions.

PZU Zdrowie’s managerial approach, in the context of the specific nature of its business, places special emphasis on the following aspects:

  • respect for the patient’s dignity and right to intimacy,
  • understanding of the patient’s needs and concerns at every stage of the service,
  • protection of the patient’s property, including the patient’s personal data and medical information,
  • respect for the rights of underage patients,
  • full readiness to save the patient’s life in emergency situations (e.g. after a shock or cardiac arrest),
  • right to submit a complaint or opinion by a client or patient,
  • provision of humanitarian services (such as assistance in the event of a motor accident where the injured person is not formally entitled to use the required medical services under the purchased policy or medical subscription),
  • protection of personnel in cases of aggressive behavior displayed by a patient or third parties.

From the formal perspective, these rules are laid down in the applicable internal regulations.

Both TFI PZU and PTE PZU have implemented PZU’s Best Practices. Moreover, PZU TFI has in place an internal Anti-Mobbing Procedure.In turn, PTE PZU, in addition to the implemented PZU’s Best Practices, has adopted a resolution on the “Rules for preventing mobbing in Powszechne Towarzystwo Emerytalne PZU Spółka Akcyjna”. Among the purposes of this procedure is to set forth the provisions governing the appointment and responsibilities of the anti-mobbing committee. Both companies respect their employees’ right to association and trade union membership.

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