Information about the Bank's diversity Policy with respect to the governing bodies of the Bank and its key managers
On December 22, 2015 Management Board of the Bank adopted by resolution and on February 4, 2016 Supervisory Board of the Bank accepted by resolution "Diversity policy in reference to Supervisory Board members, Management Board members and Key Function Holders in Bank Polska Kasa Opieki Spółka Akcyjna" (hereinafter referred to as "the Policy").
This Policy defines the strategy of the Bank in scope of diversity management, including diversity in reference to appointment the Supervisory Board members, Management Board members and Key Function Holders in the Bank.
The purpose of diversity strategy of the Bank is to provide high quality of tasks execution by its governing bodies, through selection of qualified people to hold function in the Supervisory Board, the Management Board and Key Function Holders in the Bank, using as the first objective criteria and taking into account the benefits of diversity.
The diversity strategy includes and uses to achieve the best outcome differences, which in addition to knowledge, skills and work experience result from educational background, geographical origin and nationality, gender and age. The diversity strategy is also conducted in the processes of selection, suitability assessment and succession.
Application of diversity strategy is accomplished also by the Gender Equality Policy of the Bank, which assumes striving to provide representatives of both genders in the following processes referring to Management Board members and Key Functions in the Bank: external selection, internal appointment, succession planning, taking into account provisions on equal treatment in the field of establishing an employment relationship.
In 2014-2017 the share of men and women the Management Board and the Supervisory Board of the Bank was following.
This Policy defines the strategy of the Bank in scope of diversity management, including diversity in reference to appointment the Supervisory Board members, Management Board members and Key Function Holders in the Bank.
The purpose of diversity strategy of the Bank is to provide high quality of tasks execution by its governing bodies, through selection of qualified people to hold function in the Supervisory Board, the Management Board and Key Function Holders in the Bank, using as the first objective criteria and taking into account the benefits of diversity.
The diversity strategy includes and uses to achieve the best outcome differences, which in addition to knowledge, skills and work experience result from educational background, geographical origin and nationality, gender and age. The diversity strategy is also conducted in the processes of selection, suitability assessment and succession.
Application of diversity strategy is accomplished also by the Gender Equality Policy of the Bank, which assumes striving to provide representatives of both genders in the following processes referring to Management Board members and Key Functions in the Bank: external selection, internal appointment, succession planning, taking into account provisions on equal treatment in the field of establishing an employment relationship.
In 2014-2017 the share of men and women the Management Board and the Supervisory Board of the Bank was following.
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Management Board
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| 31-12-2014 | 31-12-2015 | 31-12-2016 | 26-09-2017 | |||||
| No. of persons | % | No. of persons | % | No. of persons | % | No. of persons | % | |
| Women | 0% | 0% | 0% | 0% | ||||
| Men | 6 | 100% | 7 | 100% | 7 | 100% | 7 | 100% |
| SUM | 6 | 100% | 7 | 100% | 7 | 100% | 7 | 100% |
| Supervisory Board | ||||||||
| 31-12-2014 | 31-12-2015 | 31-12-2016 | 26-09-2017 | |||||
| l. osób | % | l. osób | % | l. osób | % | l. osób | % | |
| Women | 4 | 44% | 4 | 44% | 4 | 44% | 3 | 33% |
| Men | 5 | 56% | 5 | 56% | 5 | 56% | 6 | 67% |
| SUM | 9 | 100% | 9 | 100% | 9 | 100% | 9 | 100% |