PL

Remuneration and diversity management

When defining its stakeholders, the Capital Group of Grupa Kęty S.A. does not forget that its employees are also its stakeholders. It strives to make them ambassadors of their employer.

5,446
people
headcount in December 2023
62
%
of employees are aged between 30 and 50
31
%
of the employees are women
85
%
unlimited term contracts
620
new employees in 2023
16
%
of all employees participated in training courses

The ratio of equal remuneration

The Gender Pay Gap Ratio is calculated in percent as the absolute value of the difference of the quotient of the Average Monthly Pay for Women divided by the Average Monthly Pay for Men, as in the following formula:

GPGR=|(AMPW/AMPM)-1|

where:

GPGR = Gender Pay Gap Ratio
AMPW = Average Monthly Pay for Women
AMPM = Average Monthly Pay for Men

The value of the Ratio at Grupa Kęty SA, i.e. the difference between the pay of women and that of men, in reference to the medium and higher level managerial staff (without Management Board) equals 24%.
Among the employees on other positions the Ratio equals 18%.
At the scale of the whole Company, the difference is 28%, whereas including the Management Board consisting of 4 men only, the GPGR equals 23%.

GKSA GPGR 2021 GPGR 2022
Managerial staff (medium and higher level, without Management Board) 27% 24%
Other positions 17% 18%
TOTAL Company (without Management Board) 24% 23%
TOTAL Company (with Management Board) 29% 28%

Grupa Kęty SA applies the principle of fair treatment on a daily basis. This means, among other things, the use of a remuneration system in which the differences are the result of the functions performed in the organization, the scope of responsibility, knowledge or experience. Failure to complete a declaration in this matter poses a risk for the organization of losing competitiveness on the labor market, but also business credibility.

Therefore, we undertake activities aimed at investigating the causes of the wage gap. Analyzes of remuneration for individual positions or groups of positions are carried out on a regular basis (at least twice a year), also in the context of comparing the remuneration of women and men. The value of the indicator is influenced by the fact, that there are no women in some groups. In this scope, we carry out, among others, verification of recruitment processes and internal promotions, making sure that the principles of equal opportunities declared by us are maintained.

All the above-mentioned activities are continued by us.

A major element of the strategy of operation in the HR area is the Diversity Policy, which focuses on the adjustment of the workstations and working conditions to the specific needs of the employees, as well as activities propagating tolerance and prevention of the employees or contractors discrimination because of their sex, age, disability, health, race, nationality, ethnic origin, religion, denomination, atheism, political views, trade union affiliation, psycho-sexual orientation, gender identity, family status, lifestyle, the form, scope and basis of employment, other types of cooperation or other discriminatory grounds.

Detailed tables and GRI indicators with regard to the HR policy, diversity, employee development and OHS issues are presented in the Management Board Report on the Operations of the Company and the Capital Group, pages 35-45. You can read about our approach to human resources, including the freedom of association and collective bargaining agreements on page 9 of the Code of Ethics, the INTERNAL RELATIONS chapter.

Grupa KĘTY S.A. does not have a diversity policy with respect to members of the management and supervisory bodies of the Company, adopted respectively by the Supervisory Board and the General Meeting.

The company in no way limits or discriminates against candidates for the above-mentioned authorities in any respect, including in particular their gender. The selection of members of the Management Board and Supervisory Board is made in particular taking into account their substantive knowledge, competences and experience.

The approach to the diversity policy
in relation to the management and supervisory bodies of the Company