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GRI 405-1
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GRI 405-2
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GRI 406-1
The documents describe our stand in the issues related to employees or people in other relations with the Group. We declare equal opportunities, respect for diversity, ensuring decent working conditions, but first of all and foremost – abiding by the legal regulations.
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 2023 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 47% 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 bands.
Grupa KĘTY S.A. has not developed or applied any diversity policy with regard to the Company managing and supervisory bodies, and has not ensured a balanced proportion of men and women within the Management and Supervisory Boards – see description.
Management structure in 2023, by gender, age and length of service
| 2023 | Executives, including Management Board | Women | Men | Aged up to 40 |
Aged 41-50 |
Aged over 50 |
Length of service at the Group up to 10 years |
Length of service at the Group of 11-20 years | Length of service at the Group of over 20 years |
| Capital Group | 92 | 15 | 77 | 8 | 43 | 41 | 29 | 30 | 33 |
| of which: | |||||||||
|
64 | 9 | 55 | 6 | 31 | 27 | 13 | 21 | 30 |
|
28 | 6 | 22 | 2 | 12 | 14 | 16 | 9 | 3 |
| Grupa KĘTY S.A. | 23 | 3 | 20 | 2 | 11 | 10 | 3 | 8 | 12 |
Management structure in 2022, by gender, age and length of service
| 2022 | Executives, including Management Board | Women | Men | Aged up to 40 |
Aged 41-50 |
Aged over 50 |
Length of service at the Group up to 10 years |
Length of service at the Group of 11-20 years | Length of service at the Group of over 20 years |
| Capital Group | 80 | 13 | 67 | 7 | 45 | 28 | 25 | 26 | 29 |
| of which: | |||||||||
|
55 | 8 | 47 | 6 | 31 | 18 | 13 | 16 | 26 |
|
24 | 5 | 19 | 1 | 14 | 9 | 11 | 10 | 3 |
| Grupa KĘTY S.A. | 22 | 3 | 19 | 2 | 13 | 7 | 5 | 5 | 12 |
Within the risk management processes, the Capital Group companies prepare 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 level of remuneration of women, in relation to the remuneration of men, in the context of six professional groups.
As specified in the reports drawn up, the remuneration of women represents the average of 84% of the remuneration of men. It must be mentioned, however, that the visible deviations result from both the defined methods of calculating the indicators, and 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.
Deviation rate in the pay of women, by the main groups of jobs in 2022 and 2023
| Group of jobs | Deviation rate in 2022 | Deviation rate in 2023 | |
| Capital Group | executive officer | 76% | 75% |
| director | 94% | 87% | |
| manager | 103% | 96% | |
| specialist | 79% | 78% | |
| foreman | 94% | 89% | |
| production area, worker | 88% | 88% | |
| Grupa KĘTY S.A. | executive officer | No women in that position | No women in that position |
| director | 89% | 88% | |
| manager | 92% | 93% | |
| specialist | 82% | 82% | |
| foreman | No women in that position | No women in that position | |
| production area, worker | 87% | 87% |