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Diversity policy

PZU AR 2021 > Ethics and governance > Diversity policy
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PZU employs best practices promulgating diversity and it cares about equal treatment for employees.

In 2021, the PZU Group adopted the Human Rights Policy, in which one of the main goals is to build 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.

Respecting individuality, equal treatment and prevention of discrimination are supported by the adopted procedures and undertaken initiatives:

  • countering mobbing – support is given by the Anti-mobbing Procedure which contemplates the appointment of an anti-mobbing commission to investigate every report of improper conduct that may involve elements of mobbing;
  • ensuring equal treatment in employment opportunities and counteracting discrimination – support is given by the “Report an Incident” procedure enabling employees to report breaches through the intranet platform.

Starting in December 2020, all employees have to undergo a new e-learning training course entitled “Countering mobbing and discrimination in the workplace”. In addition to mobbing-related issues, the training provides information on prevention of discrimination and equal treatment in employment opportunities.

Issues pertaining to the psychological working environment are also covered as part of regular occupational safety and health training offered to employees, including managers.

PZU provides its employees equal opportunities for development to enhance their skills, being promoted and compensation, while having regard for employees’ individual potential, their accomplishments and work performance.

Respecting the personal dignity of employees is an important aspect of organizational culture.

“Best Practices of the PZU Group”, which are a code of ethics for all employees, promote mutual respect, cooperation and equal treatment, taking into account diversity of roles, character and personality traits. These are the foundations on which the success of the whole organization is built.

They span all career stages in PZU, starting from the recruitment process, and pertain to employment terms, access to training and development-minded activities, opportunities to be promoted.

PZU confirmed its will to pursue a diversity policy by joining the signers of the international Diversity Charter in 2013.

Diversity policy pertaining to the management and supervisory staff

PZU is a company in which the State Treasury has a shareholding. Accordingly, the persons who sit in its managing bodies are selected in accordance with the statutory regulations applicable to these types of entities.

As regards qualifications and requirements for those occupying positions in management and supervisory bodies, PZU in particular takes into account the statutory criteria for education and professional experience adequate to the functions discharged on such positions in the entity conducting insurance activity. They are defined in the provisions of the Commercial Company Code of 15 September 2000, the Insurance and Reinsurance Activity Act of 11 September 2015 and the State Property Management Act of 16 December 2016.

Management Board and Supervisory Board Members are selected for the new term of office in compliance with the principles of equal access of men and women to positions in the company’s statutory bodies. The composition of the PZU Management Board and Supervisory Board also addresses the need of age diversification among their Members.

Supervisory Board

31 December 2019 31 December 2020 31 December 2021

number of persons % number of persons % number of persons %

women men women men women men women men women men women men
< 30 years old 0 0 0% 0% 0 0 0% 0% 0 0 0% 0%
30 to 50 years old 1 6 9% 55% 1 6 9% 55% 1 6 9% 55%
> 50 years old 1 3 9% 27% 1 3 9% 27% 1 3 9% 27%
Total by gender 2 9 18% 82% 2 9 18% 82% 2 9 18% 82%

Management Board

31 December 2019 31 December 2020 31 December 2021

number of persons % number of persons % number of persons %

women men women men women men women men women men women men
< 30 years old 0 0 0% 0% 0 0 0% 0% 0 0 0% 0%
30 to 50 years old 2 5 25% 63% 3 4 38% 50% 2 4 25% 50%
> 50 years old 1 0 12% 0% 0 1 0% 12% 1 1 12,5% 12,5%
Total by gender 3 5 37% 63% 3 5 38% 62% 3 5 37,5% 62,5%