Respect for human rights and diversity in relations with employees

PZU employs best practices promulgating diversity and it cares about equal treatment for employees. PZU applies objective and fair criteria for evaluating employee performance and provides equal conditions for professional development, and wants to build an inclusive workplace. PZU believes that the diversity of roles, of character traits and personalities builds the long-term success of the entire organization, as it is the foundation of creativity, innovation and efficiency and enables the transfer of knowledge. The PZU Group builds relationships with employees in accordance with the principles of equal treatment and counteracts any discrimination in the workplace.

PZU confirmed its readiness to follow the diversity policy already in 2013 by joining the signatories of the Charter of Diversity – an international initiative under the patronage of the European Commission. In 2021, the PZU Group adopted a Human Rights Policy that is in line with the UN Guiding Principles on Business and Human Rights and the OECD Guidelines for Multinational Enterprises. One of the main goals of the Policy was to create an organization that supports diversity. Respecting human rights is assigned special significance in the pursued organizational culture policy. This involves counteracting mobbing and discrimination, offering equal opportunities to all employees regardless of their professional position in the PZU Group, sex, age, disability, race, religion, nationality, political convictions, union membership, ethnic origin, ethnic origin, denomination, sexual orientation, form of employment – for a specified or unspecified term, on a full-time or part-time basis while simultaneously respecting the right of assembly and the right to strike as well as the right to privacy and freedom of expression and opinion. In addition, the PZU Group respects and protects human rights in accordance with the Principles and Rights set forth in the eight fundamental conventions indicated in the Declaration on Fundamental Principles and Rights at Work and the principles and rights set forth in the International Bill of Human Rights.

In order to maintain respect for individuality, equal treatment and anti-discrimination, procedures have been adopted and initiatives taken, as described in more detail in section „Corporate governance”.

In 2023, webinars on intergenerational collaboration and neurodiversity were organized for employees to introduce them to issues of human differences and to better understand the perspective and needs of other colleagues. The cafeteria of Best Practices of Hybrid Work was also supplemented with tips to encourage employees to communicate clearly and respect each other’s needs, as well as to be open to others and embrace diversity.

PZU, as a modern and socially responsible organization, when implementing changes in the work environment, takes into account the diversity of employees’ needs, as well as ensures the optimal use of available resources, which is part of the sustainable development strategy. The PZU headquarters office building provides comfortable and functional work space in a hybrid model, while incorporating eco-friendly solutions. PZU Park is a diverse space for meetings, focused work, collaboration, training, workshops and relaxation. To make better use of space in hybrid work, a desk-sharing system has been introduced and infrastructure has been adapted to meet the needs of hybrid meetings, e.g., more than half of the meeting rooms have been equipped with video-conferencing sets integrated with MS Teams. The headquarters is also a barrier-free facility, which means that people with different needs, such as those with disabilities, can move around and use it without any restrictions. PZU carefully analyzes employees’ opinions regarding the use of available office functionalities and provides expert guidance on working in a healthy and effective way in a shared space, as well as on work ergonomics. In 2023, a campaign „Let’s Create a Friendly Work Environment Together” („Razem twórzmy przyjazne środowisko pracy”) was conducted. It was dedicated to raising awareness of the diversity of employees’ needs and the factors and ways to increase comfort and efficiency in the office.

PZU participates in professional activation of people with disabilities by creating safe working conditions that are adopted to accommodate their degree of disability. At the end of 2023, PZU and PZU Życie employed a total of 149 people with a confirmed disability.

PZU emphasizes providing employment stability for employees returning after maternity and paternity leaves, and seeks to actively support their reintegration. As part of the intranet, PZU employees have access to a dedicated Parents in PZU page, where they can find all the most important information concerning: mothers, starting from pregnancy, and fathers. There are downloadable attachments, guides containing, among other things, information on the entitlements parents can use, the most common questions with answers, and an email for direct contact. The tables below show the number of people who were on maternity leave, paternity leave, parental leave and caregiver leave (entitled to 5 days to care for or support a person who is a family member or resides in the same household and who requires care or support for serious medical reasons).

PZU, aiming to achieve the long-term success of the organization, creating innovative solutions and building an inclusive organizational culture, also applies a diversity policy to members of the management and supervisory bodies in terms of, among other things, gender, age, field of education. Detailed information on the applied Diversity Policy with regard to supervisory, management and administrative bodies is described in chapter Diversity policy.