In 2020, TAURON Group’s Diversity Policy (Diversity Policy), put in place in 2017, was in force at the Company and TAURON Capital Group, with its goal to strengthen the awareness and organizational culture open to diversity.
In accordance with the adopted Diversity Policy, the diversity and openness are an integral part of TAURON Capital Group’s business operations. TAURON Capital Group applies the policy of equal treatment and seeks to ensure diversity in terms of gender, educational background, age and professional experience with respect to all employees, and in particular to the management bodies and its key managers.
Also, actions have been undertaken to prevent discrimination by fostering appropriate work atmosphere as well as building and strengthening positive relationships among the personnel and developing organizational culture open to diversity, based on the corporate values: Partnership, Development and Boldness (PRO). The Diversity Policy is also applied with respect to the cooperation (relationships) with the external partners of TAURON Capital Group, i.e. companies, universities, schools or other business entities.
As part of employee related issues supporting the implementation of the directions set by the Diversity Policy, the following regulations are put in place at TAURON Capital Group:
- TAURON Group’s Policy of Compliance with the Principles of Ethics and Counteracting Mobbing and Discrimination,
- Policy of Respect for Human Rights defining the principles of respect for human rights and actions taken to prevent the violation thereof and to support the atmosphere of dignity and mutual respect,
- Training and competence development programs conducive to and supporting the creation of an atmosphere fostering the development of each employee,
- Regulations ensuring fairness and objectivity with respect to work organization and compensation, including among others:
- TAURON Group’s Compensation Principles,
- TAURON Group’s Human Resources Management Policy,
- regulations with respect to benefits (entitlements),
- flexible forms of work time and ability to work remotely;
- Programs and regulations dedicated to women, ensuring equal opportunities for them and support in combining professional life with private life, e.g.:
- reduced working time for pregnant women,
- Mum works (Mama pracuje) program put in place in the distribution line of business, with the goal to build a friendly work environment for mothers,
- Magenta meetings (Magentowe spotkania) program as part of the Women’s Power (Kobieca Moc) campaign dedicated to women students of the electrical engineering faculties, whose goal is to provide support for girls, among others in selecting a career path
- TAURON Group’s Subsidiaries Employee Recruitment, Selection and Adaptation Policy,
- TAURON Group’s Competence Model.
With respect to the members of the corporate authorities of TAURON, i.e. the Management Board and the Supervisory Board, persons acting as the Members of the Company’s Management Board are appointed by the Company’s Supervisory Board, while the Members of the Company’s Supervisory Board are appointed by the Company’s GM and the Minister competent to exercise the rights related to the State Treasury’s shares, acting within the statutory powers of the State Treasury.
The Members of the Company’s Management Board are appointed by the Company’s Supervisory Board after conducting a qualification procedure designed to verify and assess their qualifications and select the best candidate. The notice of the qualification process is published on the Company’s website and in the Public Information Bulletin (Biuletyn Informacji Publicznej) of the Minister competent to exercise the rights related to the State Treasury’s shares. The competition is open to any person that meets the requirements provided in § 16 clauses 3 and 4 of the Company’s Articles of Association.
As there are no special requirements related to, among others, gender, education profile, age and professional experience, the Company’s Supervisory Board is able to ensure comprehensive and diverse approach when assessing and selecting the candidates for Members of the Company’s Management Board.
The risk areas related to non-compliance with the principles of the Diversity Policy include:
- occurrence of mobbing and discrimination, in particular due to age, sex, education, origin, race, in particular in terms of equality of the rules of remuneration and promotion, and equal opportunities with respect to access to training,
- increase in social unrest related to unequal treatment,
- increasing employee turnover,
- occurrence of a competence gap,
- loss of the external image and confidence in the TAURON brand.
401-3 Parental leave at TAURON Capital Group in 2020
Export to Excel| TAURON Group’s total | Women | Men | |
|---|---|---|---|
| Percentage of returns to work | 80% | 56% | 90% |
| Retention rate following a parental leave | 94% | 82% | 97% |
Being aware of the positive impact of a diverse work environment on the knowledge and experience sharing processes, the breakdown of the workforce and the management board of TAURON Group by age and gender is presented in the tables below.
405-1. Composition of TAURON Capital Group’s workforce broken down by age and gender as of 31.12.2020
Export to Excel
MANAGEMENT BOARD AND DIRECTORS |
HIGHER AND LOWER LEVEL MANAGEMENT PERSONNEL |
OTHER ADMINISTRATIVE STAFF (WHITE COLLAR POSITIONS) |
BLUE COLLAR POSITIONS |
TAURON Group/h5> |
|||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
≤ 30 i.e. up to 30 years (inclusive) |
above 30 up to 50 years (inclusive) | above 50 years < | ≤ 30 i.e. up to 30 years (inclusive) | above 30 up to 50 years (inclusive) | above 50 years < | ≤ 30 i.e. up to 30 years (inclusive) | above 30 up to 50 years (inclusive) | above 50 years < | ≤ 30 i.e. up to 30 years (inclusive) | above 30 up to 50 years (inclusive) | above 50 years < | ≤ 30 i.e. up to 30 years (inclusive) | above 30 up to 50 years (inclusive) | above 50 years < | |
| Number of employees | 174 | 2,721 | 9,109 | 13,568 | 25,572 | ||||||||||
| 0 | 82 | 92 | 22 | 1,446 | 1,253 | 774 | 4,929 | 3,406 | 1,444 | 6,686 | 5,438 | 2,236 | 13,183 | 10,153 | |
| women | 0 | 24 | 10 | 2 | 318 | 164 | 368 | 2,390 | 1,531 | 28 | 291 | 377 | 396 | 3,009 | 2,069 |
| men | 0 | 58 | 82 | 20 | 1,128 | 1,089 | 406 | 2,539 | 1,875 | 1,416 | 6,395 | 5,031 | 1,800 | 10,002 | 7,854 |
| SHARE IN PERCENTAGE (in reference to all of the company’s employees) | 1% | 11% | 35% | 53% | 100% | ||||||||||
Share in percentage (in reference to the number of employees in the given employment category) |
|||||||||||||||
| TOTAL | – | 47% | 53% | 1% | 53% | 46% | 8% | 54% | 37% | 11% | 49% | 40% | 9% | 52% | 40% |
| women | – | 14% | 6% | 0% | 12% | 6% | 4% | 26% | 17% | 0% | 2% | 3% | 2% | 12% | 8% |
| men | – | 33% | 47% | 1% | 41% | 40% | 4% | 28% | 21% | 10% | 47% | 37% | 7% | 39% | 31% |
Composition of the Management Boards of TAURON Capital Group’s subsidiaries as of December 31, 2020, broken down by gender and age
Export to Excel| Grupa TAURON | |||
|---|---|---|---|
≤ 30 i.e. up to 30 years (inclusive) |
above 30 up to 50 years (inclusive) |
above 50 years < |
|
| Number of Management Board employees | 41 | ||
| TOTAL | 0 | 20 | 21 |
| Women | 0 | 2 | 1 |
| Mean | 0 | 18 | 20 |
Composition of the Management Board in percentages broken down by age and gender [%] |
|||
| TOTAL [percentage share versus entire Management Board] | – | 49% | 51% |
| Women [percentage share versus all women in the Management Board] | – | 67% | 33% |
| Men [percentage share versus all men in the Management Board] | – | 47% | 53% |
With respect to the members of the corporate authorities of TAURON, i.e. the Management Board and the Supervisory Board, persons acting as the Members of the Company’s Management Board are appointed by the Company’s Supervisory Board, while the Members of the Company’s Supervisory Board are appointed by the Company’s GM and the Minister competent to exercise the rights related to the State Treasury’s shares, acting within the statutory powers of the State Treasury.
The Members of the Company’s Management Board are appointed by the Company’s Supervisory Board after conducting a qualification procedure designed to verify and assess their qualifications and select the best candidate. The notice of the qualification process is published on the Company’s website at the address: https://www.tauron.pl and in the Public Information Bulletin (Biuletyn Informacji Publicznej) of the Minister competent to exercise the rights related to the State Treasury’s shares. The competition is open to any person that meets the requirements provided in § 16 clauses 3 and 4 of the Company’s Articles of Association.
As there are no special requirements related to, among others, gender, education profile, age and professional experience, the Company’s Supervisory Board is able to ensure comprehensive and diverse approach when assessing and selecting the candidates for Members of the Company’s Management Board.
As of December 31, 2020, the Company’s Management Board was composed of 3 men, and the Company’s Supervisory Board included 3 women and 3 men.
The age structure of the Members of the Company’s Management Board was as follows: over 40-50 years – 2 persons, over 50-60 years – 1 person, while in case of the Company’s Supervisory Board: over 40-50 years – 4 persons, over 50-60 years – 1 person, above 60 years – 1 person.
Information on the qualifications and professional experience of persons appointed as members of the Management Board and the Supervisory Board of TAURON is published in the applicable securities filings (current reports) and on the Company’s website.
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