Significant changes in policies
In the 2024 reporting year, the PZU Group introduced changes to policies and procedures concerning its own operations by modifying the „Human rights policy in the PZU Group”, transferring supervision over the “due diligence” process to the Director of the Sustainable Development Office.
Bank Pekao has implemented the revised „Procedure for Reporting Violations (Whistleblowing)”, effective from September 17, 2024, in compliance with the requirements of the „Whistleblower Protection Act”.
Compliance of policies with internationally recognized instruments
The PZU Group implements policies that align with internationally recognized standards on human rights, labor standards and sustainability principles. These documents serve as the foundation for actions undertaken in the areas of responsible management and respect for human rights.
The PZU Group adheres to the following international regulations and standards:
- OECD Guidelines for Multinational Enterprises implemented principles of responsible business conduct, including respect for human rights and sustainable development
- UN Guiding Principles on Business and Human Rights (UNGP) – due diligence processes in human rights were implemented and applied in accordance with these principles
- International Labour Organization (ILO) declaration on Fundamental Principles and Rights at Work – compliance with the principles outlined in the eight core ILO conventions, covering gender equality, decent work and the elimination of discrimination
- International Bill of Human Rights – principles outlined in this document were incorporated into human resource management and labor rights policies
- European Pillar of Social Rights – PZU’s HR and organizational policies reflect the principles of decent working conditions and employee protection
- EU Directives on Sustainable Development and Labor Rights – Compliance with regulations on equality, employment and personal data protection (in accordance with GDPR) has been ensured.
Assessment of the risk of disadvantaging groups in relation to job requirements
The PZU Group conducts a risk assessment to identify whether job requirements are defined in a way that could potentially lead to the systematic disadvantaging of certain employee groups. PZU Group entities consistently review recruitment processes and job requirements to ensure their alignment with actual business needs, market conditions and candidate availability, preventing any form of unequal treatment. Job requirements are established based on dedicated criteria.
Documentation of recruitment, training and promotions
The PZU Group maintains ongoing documentation related to recruitment processes, training programs and promotions, ensuring transparency and the ability to monitor employees’ career paths.
The PZU Group has internal systems where data on recruitment, training and promotions is stored. Employees have access
to e-learning catalogs, educational materials and development resources. Recruitment processes are recorded in accordance with established standards, including defined document templates and candidate communication protocols. Information regarding recruitment, training and promotions is available to employees on the intranet.