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'
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
Workforceby gender
Workforceby type of job
Workforceby education
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 |