INTEGRATED
REPORT
2019

GRI indicators:
Capitals:

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’s 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;
  • Separate internal organisational document on the Family Friendly Employer project.

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.

The Management Board and the Supervisory Board of PKN ORLEN include Members with educational background in law, economics and chemistry, and with diverse professional experience. As at December 31st 2019, the Management Board consisted of one woman and five men, while the Supervisory Board consisted of six women and four men. The age structure of Management Board Members was as follows: 30–39 years: one person, 40–50 years: four persons, 60–70 years: one person. The age structure of Supervisory Board Members was as follows: 40−49 years: 6 members, 50−60 years: 1 member, over 60 years: 3 members.

GRI:
  • 405-1

Composition of governance bodies and breakdown of employees per employee category according to gender, age group

Composition of governance bodies and breakdown of employees U0M Grupa ORLEN PKN ORLEN
2019 2018 2019 2018
Members of the Management Boards of ORLEN Group companies by gender, including:
Woman [%] 13 9 17 14
Man [%] 87 91 83 86
Supervisory Boards of ORLEN Group companies by gender:
Woman [%] 31 32 60 56
Man [%] 69 68 40 44
Management Board – age structure, including:
< 30 years [%] 1 0 0 0
30-50 [%] 72 72 83 71
>50 [%] 27 28 17 29
Supervisory Board – age structure, including:
< 30 years [%] 1 3 0 0
30-50 [%] 79 82 60 100
>50 [%] 20 15 40 0
Employees – employment structure by age, including:
< 30 years
Managers [%] 1 1 1 1
Non-managers [%] 99 99 99 99
30-50
Managers [%] 12 11 14 11
Non-managers [%] 88 89 86 89
>50
Managers [%] 10 9 14 7
Non-managers [%] 90 91 86 93
Employees – employment structure by gender, including:
Woman
Managers [%] 9 8 11 11
Non-managers [%] 91 92 89 89
Man
Managers [%] 11 9 13 8
Non-managers [%] 89 91 87 92

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