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Managing diversity

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Managing diversity

Diversity management involves creation and promotion of equal opportunities, appreciation of values hidden in cultural differences between people, and utilization of the potential of diversity for the effective pursuit of the organization’s goals. This is why the Polenergia Group has included and prioritized diversity and inclusion activities in its CSR strategy

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The Polenergia Group has been a signatory of the Diversity Charter since 2019. It systematically implements solutions and carries out projects associated with this area.

Diversity within the team

The Polenergia Group ensures equal opportunities as regards access to senior positions and monitors the percentage of women holding the key positions in the Company head office. It also monitors the issues of equal pay of women and men and the use of maternity and paternity leaves as well as the percentage of returns to active work after giving birth to a child.

Number of employees in the organization’s governance bodies, by age and gender

Supervisory bodies
Breakdown by structure and age: TOTAL Women Men
Management Board
under 30 years old
30-50 years old 5 1 4
over 50 years old
Total 5 1 4
Supervisory Board
under 30 years old
30-50 years old 7 2 5
over 50 years old 1 1
Total 8 2 6

Percentage of employees in the organization’s governance bodies, by age and gender

Management Board TOTAL women men
under 30 years old 0% 0% 0%
30-50 years old 100% 20% 80%
over 50 years old 0% 0% 0%
Total 100% 20% 80%
Supervisory Board women men
under 30 years old 0% 0% 0%
30-50 years old 87% 25% 62%
over 50 years old 13% 0% 13%
Total 100% 25% 75%

Number of employees of various levels, by age and gender

TOTAL Women Men
senior management
under 30 years old
30-50 years old 24 6 18
over 50 years old 7 7
Total 31 6 25
middle management
under 30 years old 1 1
30-50 years old 30 9 21
over 50 years old 10 3 7
Total 41 13 28
other diversity indicators (senior personnel)
under 30 years old 7 1 6
30-50 years old 38 18 20
over 50 years old 4 2 2
Total 49 21 28
other employees
under 30 years old 21 9 12
30-50 years old 51 30 21
over 50 years old 14 1 13
Total 86 40 46

Percentage of employees by age and gender

senior management TOTAL women men
under 30 years old 0% 0% 0%
30-50 years old 77% 19% 58%
over 50 years old 23% 0% 23%
Total 100% 19% 81%
middle management women men
under 30 years old 2% 2% 0%
30-50 years old 73% 22% 51%
over 50 years old 24% 7% 17%
Total 100% 32% 68%
lower management women men
under 30 years old 14% 2% 12%
30-50 years old 78% 37% 41%
over 50 years old 8% 4% 4%
Total 100% 43% 57%
other employees women men
under 30 years old 24% 10% 14%
30-50 years old 59% 35% 25%
over 50 years old 16% 1% 15%
Total 100% 46% 54%

Parental leaves, including paternal leaves

women men total
Number of employees who were eligible for parental leaves from 1 January 2021 to 31 December 2021 6 11 17
Number of employees who took a parental leave from 1 January 2021 to 31 December 2021 5 6 11
Number of employees who returned to work from 1 January 2021 to 31 December 2021 after a parental leave 1 6 7
Number of employees who returned to work from 1 January 2020 to 31 December 2020 after a parental leave and remained in employment for at least 12 months 9 13 22
Number of employees who returned to work after a parental leave in the previous reporting year (2020) 9 13 22
Return to work rate 20.00% 100.00% 63.64%
Employment retention rate 100.00% 100.00% 100.00%
  • The Code of Ethics of the Polenergia Group fully complies with the principle of equality and non-discrimination on the grounds enumerated in Article 183a § 1 of the Labor Code, which provides that employees should be treated equally as regards establishing and terminating an employment relationship, conditions of employment, promotion, and access to training in order to improve professional qualifications, in particular regardless of sex, age, disability, race, religion, nationality, political views, trade union membership, ethnic origin, denomination, sexual orientation, whether employed for a definite or indefinite term, full-time or part-time.
  • Through the Work Regulations, Code Of Ethics, and Corporate Social Responsibility Strategy, the Polenergia Group implements the principle of equal treatment of all employees. The Group uses these implemented standards to promote these values also among its business partners.
  • Polenergia has in place a procedure for notifying breaches of the equal treatment principle – both in the Group and among its business partners – and established the Ethics Committee to review such notifications.
  • The Work Regulations enable remote work and flexible working hours. These solutions are addressed to all employees.
  • Code of Ethics of the Polenergia Group
  • Bylaws of the Ethics Committee
  • Diversity Charter
  • Work Regulations
  • Employee Compensation Regulations
  • Procedure for Employee Training and Skills Improvement
  • Procedure for Hiring New Employees
  • Whistleblowing Procedure
  • Corporate Social Responsibility Strategy

Discrimination incidents

In 2021, no discrimination incidents were recorded in the Polenergia Group and no reports of such incidents were received

Training and workshops

In 2021, the Polenergia Group undertook a number of activities in the diversity area, including, among others:

  • the diversity issue was included in the annual employee survey; according to the survey results, employees appreciate in particular the company’s activity in the are of its pro-feminine policies.
  • The Polenergia Group joined the Kulczyk Foundation’s “Career Cycle” initiative, which is a national program for employers supporting the creation of friendly workplaces for all employees.
  • The Diversity Month Over Coffee project involving regular talks about diversity, has been realized.
  • The employees had the opportunity to take part in the webinar entitled “Share the care, or how to become a better dad?”.
  • One of the 4 training workshops for the management was on the topic of diversity

Diversity in Check

In 2021, Polenergia was one of 31 organizations in Poland that took part in the Diversity in Check survey and was included in the first list of employers that are the most advanced in managing diversity and inclusion in Poland.

The survey was based on international standards and guidelines, including:

  • Sustainable Development Goals
  • ISO 26000
  • GRI Standards
  • OECD Guidelines for Multinational Enterprises.

The survey concerned five topical areas, including: management approach, programs and measures, building engagement, performance indicators and additional COVID-19-related issues.

Equal Opportunities in Business program

The Polenergia Group is involved in the program pursued by Global Compact Network Poland “Equal Opportunities in Business”, which promotes leadership of women in business. An important element of the project is tackling barriers to gender equality and setting of corporate goals in this respect. In the first edition of the program in 2020, Polenergia took part in a study employing the WEPs Gender Gap Analysis Tool. In 2021, Polenergia took part in training and workshops organized within the framework of the program for its first edition participants. The training was delivered by UNGC and by D&I specialists and addressed the implementation of a diversity strategy in companies.

“About diversity over coffee”

May 2021 was declared the European Diversity Month, but the Polenergia Group did not limit its diversity activities to that month only. Our actions to support an inclusive work culture in 2021 included, among others:


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