The benefit strategy of the Bank aims at creating a welcoming work environment. This is how we want to take care of our employees, their physical and mental health and provide security for them and their close ones. Employees are given access to a wide range of benefits, initiatives and solutions, both stationary and mobile. We teach how to care for your health, we advocate for physical activity and open doors to pursuing passions. A part of the benefit system is offered also to the close ones of our employees.
The remuneration regulations for the Bank employees are set out in the applicable Corporate Collective Labour Agreement and BNP Paribas Bank Polska S.A. Remuneration Regulations. The regulations of the bonus systems are defined in the bonus regulations for employees of particular business areas and lines. The bank also has a remuneration policy for people who have a significant impact on the risk profile of the Bank.
The Bank has specialized units: Committee for Remunerations and Committee for Appointments, both of which support the Supervisory Board in human resources management. These units monitor and oversee the most important processes: succession plans, professional development of employees, remuneration policies. The Committees produce opinions and recommendations for the Supervisory Board, regarding among others assessment of candidates for seats in the Management Board and the Supervisory Board, employment conditions of members of the Management Board, including their fixed and allocated variable remuneration.
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202-1
| Minimum wage in Poland | Ratio of the lowest-level wage to minimum wage: | |
|---|---|---|
| in 2021 | For women | For men |
| PLN 2,800 | 131% | 132% |
| Minimum wage in Poland | Average lowest-level wage: | |
| in 2021 | For women | For men |
| PLN 2,800 | PLN 3,681 | PLN 3,706 |
The Bank implements the Compensation Review Process every year – one of the most important criteria taken into account in this process is to close the gender pay gap, to which dedicated funds are allocated.
Gender Pay Gap
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405-2
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S-P2
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UNGC 1
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UNGC 6
The Gender Pay Gap Indicator as of end of 2021 amounted to 7.32%, which means that salaries of men were higher than salaries of women in comparable positions by 7.32%. The indicator is the weighted arithmetic mean of the total of segregated employee groups.
We calculated this indicator for homogenous employee groups to ensure transparency and data cohesion. This is why we deivided employees into groups by their employment area and position classification. This is how we were able to compare salaries of women and men who do similar jobs.
The calculations comprise all active employees who have worked at the Bank for more than a year and who were still employed as of 31.12.2021. We took into account full salaries in comparable positions. We also registered differences resulting from variable remuneration and other processes.
In 2021, we lowered the Gender Pay Gap by 0.94 p.p. in comparison to 2020.
Benefit offer
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401-2
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403-6
>7,400
covered by private medical health care
3,160
employees have used the Multisport card
4,705
employees have taken part in Two Hours for Family campaign
1,200
employees have benefited from the wellness program WELL at least once
3,500
employees have used the Worksmile app
3,998
allocated to holiday co-financing and 735 subsidies for the holiday of employees' children
343
times Bank retirees received financial help
761
times the Bank offered financial aid to its employees
250
humming bears to newborn children of employees
14,715
gifts for children on the occasion of Children's Day and St. Nicholas' Day
Benefit offer for Bank employees
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Pillar: security |
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Pillar: health |
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Pillar: work-life balance |
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Pillar: welcoming work environment |
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