Diversity and ensuring equal opportunities

The principle of equal treatment is very important at our organisation. We create equal opportunities to all employees with regard to remuneration, bonuses, skills improvement, and promotion, based on their individual abilities, achievements and work results. The factors affecting professional development as well as the superiors’ expectations from their subordinates have been formulated in a transparent manner.

The basic task in the organisation is to ensure workplace safety to the employees, not only in the physical but also mental and social dimensions, by way of prevention of unwanted phenomena.

We take steps to transform the differences which might prevent good relationship into an opportunity for the organisation’s development. A major element is the creation of project groups within which not only knowledge and experience are exchanged but also friendly relationships are built. The area is supported by the conduct standards described in the Code of Ethics of the Capital Group, which all the Group companies committed to comply with. In 2022 no discrimination cases were reported.

The table below, presents data applicable to the management staff of the companies of the Capital Group, broken down by gender, age and length of service. Men represent 84% of the staff, including 56% of people between 40 and 50 years of age, whereas with regard to the length of service, managerial staff is represented proportionally in the age intervals.

Grupa Kęty S.A. has not developed or applied any diversity policy with regard to the Company managing and supervisory bodies. The Company has not ensured a balanced proportion of men and women within the Management and Supervisory Boards – description in this section.

Within the risk management processes, the Capital Group companies manage succession plans. The purpose of the plans is to ensure staffing of the highest positions in case of key employees leaving the companies. The plan refers to over 60% of the managerial staff.

At the Capital Group companies, the remuneration of the employees within the particular professional groups is verified with the provisions of internal rules and benchmarked against the market data. Also analysed is the average level of remuneration of women, in relation to the average remuneration of men, in the context of six professional groups. According to the prepared reports, women’s remuneration represents on the average 85% of the remuneration of men, we have been striving for equalling the parameters, however, the deviation visible results from different scopes of responsibilities, internally assigned competence, or level of knowledge and experience needed at work.

The structure of remuneration has been monitored by the Group companies in the context of ensuring equal opportunities and prevention of discrimination, among other things.

The ratio of the annual total remuneration for the highest paid person in the organisation to the median annual total remuneration for all employees was 49.40 in 2021, and 50.49 in 2022. The ratio of the percentage increase in the highest paid total remuneration in 2022 to the median percentage increase in total annual remuneration for all employees was 1.02. The ratio was calculated on the basis of the base salary, variable salary and other benefits received by employees under employment contracts (1,391 employees in 2021 and 1,409 employees in 2022, excluding the highest paid person).