DIVERSITY POLICY

GRI Disclosures:
SDGs:

At PKN ORLEN, matters related to diversity management are governed by the following documents applicable at the Company:

  • PKN ORLEN Work Rules,
  • Core Values ​​and Standards of Conduct of PKN ORLEN,
  • Collective Bargaining Agreement of PKN ORLEN,
  • ORLEN Group Human Resources Management Policy,
  • CSR Strategy for PKN ORLEN (where it pertains to development and diversity management),
  • PKN ORLEN’s Disability Employment Policy,
  • Policy for Supporting Employees in Difficult Personal Circumstances;
  • PKN ORLEN’s well-being policy,
  • Separate internal organisational document on the Family Friendly Employer programme.

Objectives of the diversity management include:

  • equal treatment in employment and non-discrimination,
  • respect for diversity,
  • management of cultural differences,
  • readiness to employ people facing social exclusion or threatened with marginalisation on the labour market, facilitating their employment in ORLEN Group Companies and thus increasing the employment rate of the disabled,
  • supporting employee initiatives related to labour equality practices,
  • remuneration and bonus policy,
  • standards of employment and remuneration of seconded workers, i.e. expats and inpats,
  • adapting the workplace to the needs of employees (e.g. people with disabilities, breastfeeding mothers),
  • supporting people in a difficult life situation,
  • work-life balance programmes.

In addition, the diversity policy of PKN ORLEN is also implemented through:

  • provision of training in diversity management,
  • awareness raising campaign about disability in the workplace, including information and consultation meetings for employees of PKN ORLEN and other Group companies, and an expert consultation service,
  • employee volunteering,
  • considering diversity aspects in HR processes and tools (e.g. recruitment, training and development, remuneration) and in shaping the organisational culture,
  • workshops for expats in cultural differences management,
  • regularly surveying employees on job commitment and satisfaction,
  • appointment of a team tasked with coordinating efforts to counteract workplace harassment and bullying (Anti-Harassment Committee appointed by the employer to consider grievances related to workplace harassment and bullying),
  • appointment of the Ethics Officer for reporting breaches of the ‘Core Values and Standards of Conduct of PKN ORLEN’ (also regarding discrimination, harassment and bullying),
  • appointment of the Human Capital Committee to give opinions, approve/submit for approval by the PKN ORLEN Management Board and monitor the observance of the ‘Core Values and Standards of Conduct of PKN ORLEN’, and in particular to examine material breaches, take corrective actions, issue guidelines and consider important ethics-related issues.
  • signing a declaration of cooperation between the State Fund for Rehabilitation of Persons with Disabilities and PKN ORLEN, which initiated activities aimed at employing people with disabilities in the Group. As a result of these activities, PKN ORLEN joined the “Work and Integration" Programme. In addition to PKN ORLEN S.A., seven Group companies joined the Programme: ANWIL S.A., ORLEN CUK Sp. z o.o., ORLEN Eko Sp. z o.o., ORLEN KolTrans S.A., ORLEN Ochrona Sp. z o.o., ORLEN Paliwa Sp. z o.o. Gas Primary Logistics Branch, and ORLEN Południe S.A.

As at December 31st 2020, the Supervisory Board consisted of six men and four women. The age structure of Supervisory Board members: 30–39 years: one person, 40–49 years: four persons, 50–60 years: one person, 60 years or more: four persons.

The Company’s Management Board was composed of seven men and one woman. The age structure of Management Board Members was as follows: 30–39 years: two persons, 40–50 years: four persons, 60–70 years: two persons.

Composition of governance bodies and breakdown of employees per employee category according to gender, age group and other indicators of diversity in 2019-2020:

Composition of governance bodies and breakdown of employees*

UoM

ORLEN Group

PKN ORLEN

2020

2019

2020

2019

Management Boards of the ORLEN Group companies by gender, including:

Women

[%]

15

13

13

17

Men

[%]

85

87

87

83

ORLEN Group Supervisory Boards by gender, including:

Women

[%]

36

31

40

60

Men

[%]

64

69

60

40

Management Board - structure by age, including:

below 30

[%]

1

1

0

0

30-50

[%]

70

72

75

83

over 50

[%]

29

27

25

17

Supervisory Board - structure by age, including:

below 30

[%]

1

1

0

0

30-50

[%]

70

79

50

60

over 50

[%]

29

20

50

40 

Employees - employment structure by age, including:

below 30

Managers

[%]

1

1

0

1

Non-managers

[%]

99

99

100

99

30-50

Managers

[%]

12

12

13

14

Non-managers

[%]

88

88

87

86

over 50

Managers

[%]

11

10

15

14

Non-managers

[%]

89

90

85

86

Employees - employment structure by gender, including:

Women

    Managers

[%]

8

9

10

11

    Non-managers

[%]

92

91

90

89

Men

    Managers

[%]

11

11

13

13

    Non-managers

[%]

89

89

87

87

 

* This indicator covers the ORLEN Group as a whole, including the Energa Group, for the period from May 1st to December 31st 2020, excluding the RUCH Group which was acquired by PKN ORLEN in November 2020.

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