Diversity policy applied to the issuer’s administrative, managing and supervising bodies

Annual Report 2017 > Corporate Governance > Diversity policy applied to the issuer’s administrative, managing and supervising bodies
Highlights 2017

Corporate Governance

Building an organizational culture featuring special respect to the personal dignity of employees
Building an organizational culture featuring special respect to the personal dignity of employees
Collection of good practices as the foundation of ethical standards in the PZU Group in all key aspects of its activities
Collection of good practices as the foundation of ethical standards in the PZU Group in all key aspects of its activities
Video broadcasts from results conferences and corporate events
Video broadcasts from results conferences and corporate events
Anti-corruption program aimed at limiting the risk of corruption and eliminating corruption phenomena
Anti-corruption program aimed at limiting the risk of corruption and eliminating corruption phenomena
Efficient and employee-friendly system of reporting abuses and irregularities
Efficient and employee-friendly system of reporting abuses and irregularities
Promotion of diversity and care for equal treatment of employees
Promotion of diversity and care for equal treatment of employees
Reference Areas:
Health
Investments
Banking
Best Pratices in PZU

PZU is a company in which the State Treasury has a shareholding. Accordingly, the persons who sit in its managing bodies are selected in accordance with the statutory regulations applicable to these types of entities.

PZU employs best practices promulgating diversity and it cares about equal treatment for employees.

Respecting human rights is assigned special significance in HR policy when it comes to organizational culture. This involves counteracting mobbing and discrimination, offering equal opportunities to all employees regardless of their professional position in the PZU Group, sex, age, disability, race, religion, nationality, political convictions, union membership, ethnic origin, ethnic origin, denomination, sexual orientation, employment for a specified or unspecified term or on a full- time or part-time basis while respecting the right of assembly and the right to strike.

Respecting individuality, promulgating equal treatment and combating discrimination at work are accomplished in practice by supporting procedures and initiatives:

  • countering mobbing – support is given by the Anti- mobbing Procedure contemplating the appointment of an Anti-mobbing Commission to investigate every report of improper conduct that may involve elements of mobbing;
  • ensuring equal treatment in employment opportunities and counteracting discrimination – support is given by the “Report an Incident” procedure enabling employees to convey information pertaining to the breach of a rule through the intranet platform.

In addition, e-learning training entitled “Mobbing – legal and psychological aspects” is available to all employees. This training deals not just with mobbing but also discrimination and equal treatment in employment opportunities.

Additionally, elements pertaining to the psychological working environment are part of regular occupational safety and health training offered to employees and managers alike.

PZU provides its employees equal opportunities for development to enhance their skills, being promoted and compensation, while having regard for employees’ individual potential, their accomplishments and work performance.

Respecting the personal dignity of employees is an important aspect of organizational culture.

Principles supporting diversity and equal treatment span all career stages in PZU, 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.

PZU confirmed its will to pursue a diversity policy by joining the signers of the Charter of Diversity in 2013.

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