HUMAN CAPITAL

We provide fair and friendly working conditions for our employees. Our relations with internal stakeholders and the external business environment are based on integrity, respect in everyday relationships and on dialogue, cooperation and involvement of each staff member in building a culture consistent with the Company’s core values.

The ORLEN Group’s hiring policy focuses on engaging top quality specialists to perform day-to-day operations as well as to execute strategic projects.

The ORLEN Group employees are offered a wide range of diversified professional advancement activities. In 2020, we continued the Career Development Session project to help plan individual career paths based on the assessment of an employee’s needs and business requirements in a given area. The ORLEN Group also provides its employees with an extensive package of social benefits, including employee benefits and the ‘Family-Friendly Employer’ programme. An employee satisfaction and engagement survey is conducted on a regular basis (every two or three years).

PKN ORLEN takes steps to recruit and retain human resources that are relevant to the Company’s business areas – current and prospective employees, as well as students and graduates of vocational schools and universities. Being aware of the need for synergies between business and academia, we actively collaborate with the academic community. For more information, see 'Responsible employer' and 'Human Capital'

Projects are under way to develop a knowledge-based organisation, unlock the internal potential and share feedback. 2020 saw the continuation of the in-house programme to support innovation among employees, intended to encourage our staff to put forward their ideas and to enable identification of highly-innovative solutions. It included ORLEN Insight – a knowledge-sharing platform, Opportunities Market – a project platform, an in-house platform ORLEN Idea, and a competition for the most innovative project of the year.

In 2020, a particular emphasis was placed on the development of innovation and project work competencies, for which a gamification project was launched. We also carried out development efforts in the data science area and continued our professional advancement programme for project managers cutting across many fields of expertise.

We ensure freedom of trade union activity, and recognise the trade unions active at PKN ORLEN as representatives of all employees in matters concerning their collective rights and interests, within the scope defined by laws of general application. We have agreed to respect the freedom of activity and equality of trade unions and do not discriminate against employees on the grounds of trade union membership or non-membership.

For key policies and procedures governing employee matters and more information on employment and HR programmes, see 'Responsible employer'

Respectinghuman rights

In 2021, PKN ORLEN published its new Code of Ethics . It defines the values, principles of conduct and rules that set ethical standards for all ORLEN Group employees, based on a revised approach to understanding ORLEN values: Responsibility, Progress, People, Energy and Dependability, as well as the current scale or operations and operating strategy, the requirements of the Group’s environment, and best practices in the field of business ethics.

The document contains provisions concerning, inter alia, respect for diversity, including fair treatment of all employees regardless of age, gender, position, religion, nationality or beliefs, equal opportunities for development and professional advancement, as well as responsibility for building an ethical, safe and friendly workplace.

Compliance with the Code of Ethics is monitored by the Ethics Officer, who guarantees that the employees, the employer and all stakeholders can freely report violations, as well as raises the employees’ awareness of business ethics and ethical standards, and of the importance of their own role in building the ethical corporate culture. The Ethics Officer is elected by PKN ORLEN employees and performs his or her duties without remuneration. The Ethics Officer takes steps to clarify and eliminate behaviours which conflict with the PKN ORLEN values and principles of conduct.

In 2020, an Ethics Team was set up, with the responsibility to execute all tasks relating to compliance with ethics requirements across the ORLEN Group and to support the Ethics Officer.

PKN ORLEN has in place internal and external mechanisms to obtain advice on how to report a violation or suspected violation of the Code of Ethics. The values, principles and standards defined in the Code of Ethics apply to each ORLEN Group employee from their first day of work, regardless of their position or form of contract. Even if some of the standards of conduct contained in the Code of Ethics do not apply to a given job, this does not relieve the employee of the obligation to respond to or report violations of the Code.

 

The ORLEN Group has also adopted the Workplace Bullying Policy, setting out the rules to be followed when a case of workplace bullying is reported, as well as the rights and obligations of employees in such situations. The Policy is complemented by the Rules to Prevent Workplace Bullying, Discrimination, and any Forms of Harassment at PKN ORLEN, which go beyond legal requirements and also include measures designed to prevent any behaviour that could amount to bullying, discrimination, or other forms of harassment.

It is also important for PKN ORLEN to offer employment opportunities to disabled persons, which is why together with some other ORLEN Group companies we joined the ‘Work – Integration’programme of the State Fund for the Rehabilitation of the Disabled (PFRON), aimed at recruiting people with disabilities from the open labour market. Jobs for 28 persons with disabilities were declared in total. In 2020, PKN ORLEN hired 7 disabled persons, and the other companies hired 16 disabled persons (23 persons in total). The programme will be continued next year.

For key policies and procedures governing human right issues and more information about human rights initiatives pursued in 2020, see 'Respecting Human Rights'

Employment atthe ORLEN Group

Employment at the ORLEN Group [no. of persons] PKN ORLEN [no. of persons] 2019 22,337 2019 5,447 2016 19,730 2016 4,786 2015 19,932 2015 4,651 2020 32,960 35,000 0 5,000 10,000 15,000 20,000 25,000 30,000 6,000 0 1,500 1,000 500 2,000 2,500 3,000 3,500 4,000 4,500 5,000 5,500 2020 5,727 2017 20,262 2017 4,980 2018 21,282 2018 5,250
Group 13 Energa Group [no. of persons] Joined the ORLEN Group in 2020 9,731 12,000 0 2,000 4,000 6,000 8,000 10,000 Unipetrol Group [no. of persons] 4,913 4,576 3,831 5,000 4,500 4,000 3,500 3,000 2,500 2,000 1,500 1,000 500 4,930 4,720 4,835
Group 11 ORLEN Serwis Group [no. of persons] 2,216 1,605 1,293 2,441 3,000 0 500 1,000 1,500 2,000 2,500 1,648 1,775 ORLEN Lietuva Group [no. of persons] 1,429 1,582 1,569 1,800 1,000 1,200 1,400 1,600 1,446 1,612 1,631
Group 12 ANWIL [no. of persons] 1,364 1,244 1,939 1,485 2,500 1,000 1,500 2,000 1,268 1,323 ORLEN Ochrona Group [no. of persons] 1,382 1,055 1,028 1,600 1,000 1,200 1,400 1,394 1,098 1,182
Group 9 Other [no. of persons] 5,586 4,882 5,621 5,806 6,000 4,400 5,000 4,800 4,600 5,200 5,400 5,600 5,800 4,936 5,286

Workforceby gender

kluczowe-wskazniki-kapital-1 Women Men

Workforceby type of job

kluczowe-wskazniki-kapital-4 White-collar staff [%] Blue-collar staff [%] 2019 46 2019 54 2016 56 2016 44 2015 56 2015 44 2020 52 60 0 10 20 30 40 50 60 0 10 20 30 40 50 2020 48 2017 57 2017 43 2018 46 2018 54

Workforceby education

Group 6 Primary [%] 2019 2 2016 0 2015 3 3,5 0 1 0,5 1,5 2 2,5 3 2020 2 2017 0 2018 2 2019 19 2016 16 2015 23 2020 16 25 0 5 10 15 20 2017 16 2018 19 Vocational [%]
Group 5 Secondary [%] 2019 38 2016 19 2015 35 0 5 10 15 20 30 25 40 35 2017 18 2018 38 2020 37 2019 41 2016 65 2015 39 2020 45 70 60 0 10 20 30 40 50 2017 66 2018 41 Tertiary [%]

Employees covered by collective bargaining agreements,including:

Description UoM 2020 2019 2018 2017 2016 2015 GRI indicators
Polish companies % 70 73 39 36 100% 100% GRI 102-41
Foreign companies % 86 92 94 66

Trade unions- trade union membership

Description UoM 2020 2019 2018 2017 2016 2015 GRI indicators
Trade unions - trade union membership % 48 39 40 41 Reported since 2017  102-41

Company Social Benefits Fund,including:

Description UoM 2020 2019 2018 2017 2016 2015 GRI Indicators
Company Social Benefits Fund no. of persons 32,579 28,333 28,317 25,197 Reported since 2017 102-41    
Employees no. of persons 13,689 12,654 11,825 10,304
Former employees no. of persons 7,709 6,750 6,692 6,679
Family members no. of persons 11,181 8,929 9,800 8,214

Average training hours per employee,including:

Description UoM 2020 2019 2018 2017 2016 2015 GRI Indicators
Woman number 17 23.4 18.3 ratio calculated for selected ORLEN Group companies only GRI 404-1
Men number 15 25.2 20.7
Managers number 23.2 38.5 24.5
Non-managers number 14.6 23.7 19.6

Employees by type ofcontract and gender:

Description UoM 2020 2019 2018 2017 2016 2015 GRI Indicators
Open-ended contract  Reported since 2018 GRI 102-8
  Women number 7,603 5,014 4,787
  Men number 21,034 14,159 13,577
Fixed-term contract
  Women number 923 744 681
  Men number 2,696 1,833 1,671
Probationary period contract
   Women number 136 114 127
  Men number 375 326 317
Temporary substitution 
   Women number 137 106 89
  Men number 56 41 33

Employees by type ofcontract and region:

Description UoM 2020 2019 2018 2017 2016 2015 GRI Indicators
Open-ended contract  Reported since 2018 GRI 102-8
Czech Republic number 4,827 4,576 4,484
Canada number 43 43 49
Germany number 191 169 160
Lithuania number 2,126 2,073 1,977
Poland number 21,450 12,312 11,694
Fixed-term contract 
Czech Republic number 495 593 584
Canada number 3 3 3
Germany number 4 4 5
Lithuania number 36 20 18
Poland number 3,081 1,957 1,742
Probationary period contract   
Czech Republic number 122 141 140
Canada number 0 0 0
Germany number 23 12 11
Lithuania number 24 19 16
Poland number 342 268 277
Temporary substitution
Czech Republic number 0 1 2
Canada number 2 0 0
Germany number 1 0 2
Lithuania number 0 7 7
Poland number 190 139 111

Employees byemployment type and gender:

Description UoM 2020 2019 2018 2017 2016 2015 GRI Indicators
Full-time published since 2018 GRI 102-8
Women number 8,658 5,875 5,598
Men number 24,043 16,286 15,515
Part-time
Women number 141 103 86
Men number 118 73 83

New hires byage, gender and region:

Description UoM 2020 2019 2018 2017 2016 2015 GRI Indicators
New hires   3,233 3,158 2,977 published since 2018 GRI 401-1
Age
   below 30 number 1,068 1,046 1,080
  30 - 50 number 1,765 1,642 1,562
   over 50 number 400 470 335
Gender
   Women number 934 936 939
  Men number 2,299 2,222 2,038
Region 
Czech Republic number 871 732 704
Canada number 6 4 8
Germany number 43 33 23
Lithuania number 350 354 315
  Poland number 1,963 2,035 1,927

Hires rate*

Description UoM 2020 2019 2018 2017 2016 2015 GRI Indicators
Hires rate* % 9.8 14.1 14 published since 2018 GRI 401-1

* Hires rate – new hires as a proportion of total headcount.  

Employee turnover**

Description UoM 2020 2019 2018 2017 2016 2015 GRI Indicators
Employee turnover** % 7.7 8.9 9.9 published since 2018 GRI 401-1
Age
below 30 % 12.7 15.2 15.7
30 - 50 % 5.9 7 8.5
over 50 % 9.1 10 10
Gender
Women % 10.2 10.2 11.3
Men % 6.8 8.4 9.4
Region
Czech Republic % 10.9 11.9 12
Canada % 8.3 21.7 5.8
Germany % 12.3 17.3 11.2
Lithuania % 13.6 11.8 13.7
Poland % 6.5 7.2 8.5

** Employee turnover – number of employees leaving the group in a given year as a proportion of total number of employees in a given group.

Employee engagement and satisfaction survey

Employee engagement and satisfaction survey UoM 2019 2017
Number of ORLEN Group companies surveyed [x] 22 16
Number of respondents – PKN ORLEN [x] 4,192 4,005
Employee engagement rate [%] 64 65
Job satisfaction rate [%] 77 73

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