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S1.SBM-3
When defining key areas of impact, opportunities and
risks, PZU Group considers external trends, observed
social and economic changes, business challenges and
internal needs analysis. This approach allows for the
creation of a workplace environment that fosters both
business objectives and employee well-being.
This section presents PZU Group’s approach to material
topics concerning its own workforce and covers
the following areas:
- significant impact (summary of the Double
Materiality Assessment from the „General
Disclosures” section); - key quantitative indicators (metrics related to the
own workforce); - management of the own workforce (including human
rights and policies); - employee engagement;
- communication channels and dialogue mechanisms;
- targets and actions affecting PZU Group.
Management of material impact on own employees
The own workforce as defined by PZU Group and defined for the purpose of the statement includes:
- employees, i.e., persons employed under employment contracts, on whom PZU Group has an impact through:
- supporting professional development, including access to training programs, mentoring, while ensuring equal treatment and promotion opportunities (reinforced by incident reporting mechanisms),
- protecting employee rights, by ensuring compliance with generally applicable laws and internal equality policies and data protection policy,
- providing appropriate working conditions, including the implementation of occupational health and safety (OHS) policies, ergonomic workplace standards and flexible forms of employment,
- maintaining effective communication channels between employees and management, including employee engagement and trade union representation.
- individuals performing work under civil law and agency contracts.
Managerial contracts are not included in the reported indicators.
For individuals who are not classified as employees PZU Group had a limited systemic impact on their working conditions, primarily resulting from the terms outlined in individually signed contracts.
The definition adopted includes all persons who can be classified as own employee resources in the PZU Group. Where warranted, particular disclosures may be limited in scope.
Workers who are not classified as employees – information on methodology: non- employee workers include persons employed under a contract for specific work, a contract of mandate,
a contract for the provision of services, persons employed under agency contracts, as well as interns and trainees employed under internship contracts at the end of the reporting year.
Identification of material negative impacts – PZU Group workforce
Specifics of work in some areas such as customer service and claims handling and benefits are subject to increased operational stress.
The emergency situation related to flooding in the southwestern region of Poland in September 2024 unitarily affected working conditions. The flooding caused a surge in damage reports, resulting in the need to work overtime. Employees may have been exposed to time pressure and the stress of having to act quickly. PZU Crisis Staff monitored the working conditions of the most vulnerable employees, ensuring them support in the area of occupational health and safety (OHS) and mental well-being. Due to the sudden and one-time nature of this negative impact, PZU Group did not consider
it material in the double materiality assessment.
Material positive impact on employees
PZU Group ensures employment stability, providing employees with stable working conditions and protection
of their rights. It also supports their professional development and skills enhancement, implements equal treatment principles and prevents discrimination.
PZU Group strives to ensure transparent employment practices and monitors working conditions to minimize the risk of deterioration. In the case of non employees, the PZU Group’s impact is limited to the individual provisions specified in civil law contracts.
PZU Group engages in social dialogue, enabling employees to participate in shaping policies on labor issues. Meetings with employee representatives are held, consultation mechanisms regarding working conditions are implemented and employee needs and expectations are monitored. An element of this dialogue is compliance with collective bargaining standards
and involvement in negotiations on working conditions and salaries within collective agreements. PZU Group ensures the protection of employees’ interests in accordance with applicable legal regulations and consults on compensation and benefits policies, striving to maintain transparency.
The commitment to ensuring safe and stable working conditions also includes occupational health and safety (OHS) measures. PZU Group regularly conducts OHS training and audits, implements procedures aimed at minimizing accident risks and provides employees with access to personal protective equipment and health and safety support. At the same time,
the Group monitors and analyzes potential work-related hazards to effectively prevent dangerous situations.
PZU Group strives to comply with personal data protection regulations (GDPR), applies technical and organizational safeguards to protect data and ensures transparency in their processing, as well as access to information on how the data
is used.
The identified influences in the topic of employee resources are not specific to the PZU Group’s business profile. They result from the principles of conducting business in accordance with the requirements of generally applicable law and the application of accepted market practices.
Material risks and opportunities arising from own workforce
PZU Group analyzed the impact of its own employee resources on its operations and identified risks and opportunities affecting organizational stability, employment quality and employee engagement. In its assessment, the Group considered both structural and organizational factors that influence employee efficiency and satisfaction.
Like other financial institutions, the PZU Group relies on qualified personnel. Employment standards directly affect the quality of business processes, products offered (e.g., RES insurance), or the quality of claims handling and benefits, which affects
the Group’s financial performance.
PZU Group ensures stable working conditions and
protects employee rights, dialogue with employees.
It provides opportunities for professional development
and skills enhancement, implements equal treatment
principles and actively prevents discrimination.
This translates into employee retention in the organization.
Transparent employment policies and workplace
condition monitoring help minimize the risk
of deterioration. Through participation in open dialogue,
employees have an impact on their work environment.
Regular meetings with employee representatives
and consultation mechanisms help adjust working
conditions to their needs.
An important aspect for the PZU Group is the balance between professional and private life. The PZU Group has a hybrid work system and psychological support programs, such as a psychological helpline for employees of PZU and PZU Życie.
These activities support employees in building well-being.
Providing equal development opportunities, including promotions to leadership positions, strengthens employee motivation
and contributes to building an organizational culture based on equity and inclusiveness. Development opportunities and participation in a variety of projects offered by the PZU Group are important factors in employee satisfaction. Diverse employee teams are a strength of the organization, enabling the exchange of intergenerational experiences. Promoting diversity in the workforce fosters an open and dynamic work environment, which increases the company’s competitiveness.
New work realities – reducing environmental impact and digitization
The PZU Group has analyzed, in terms of potential impacts, risks and opportunities, its pro-environmental activities implemented as part of its ESG Strategy2021-2024 which includes organizational and technological changes, among others:
implementing energy efficient technologies and optimizing operational processes require adjustments to procedures and employee training.
transitioning to renewable energy sources involves new methods for monitoring energy efficiency and resource management.
the implementation of smart building management systems improves work ergonomics, but requires adjustment of employee habits.
the gradual replacement of cars with hybrids and electric cars, as well as educational activities, are contributing to greener driving
for employees.
Specific working conditions and occupational groups most exposed to risk
The PZU Group identifies groups of employees with special characteristics and specific working conditions. PZU, within the framework of the “Human Capital Management Policy” and employee voice analysis, implements countermeasures, in particular for:
- field teams (claims adjustment, mobile service) – exposed to increased operational stress, especially in crisis situations such as floods or other natural disasters
- customer service employees – daily interaction with clients, often in difficult situations, may lead to high levels of stress and burnout
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IT specialists and data analysts – the rapid
development of technology and the implementation
of new tools require continuous skill enhancement
and adaptation to evolving work standards
To mitigate the negative effects of identified challenges, comprehensive solutions have been implemented, which are available to a wider group of employees than the identified groups of employees with special characteristics:
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psychological support and well-being – access to consultations with psychologists, stress management training,
and flexible work arrangements - optimization of operational processes – the implementation of digitization and automation reduces repetitive, manual tasks, lowering the workload of frontline employees
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training programs – investing in the development of technical, environmental, and soft skills enables better adaptation
to changes and increases opportunities for internal promotion.
PZU Group has not identified material risks or opportunities arising from the impacts and dependencies of entities related
to its own employees, which would correspond to specific groups of individuals defined in ESRS1.
1 According to ESRS S1.SBM-3, it applies to people with special characteristics, working in certain contexts, or undertaking certain activities that may expose them to an increased risk of harm
Risk of forced labor, compulsory labor, and child labor incidents
PZU Group has analyzed its operations for incidents of forced, compulsory or child labor. These risks have not been identified. Entities within PZU Group comply with applicable legal regulations, including those concerning the protection of labor rights. PZU Group does not operate in countries or regions where there may be a risk of child labor, forced labor, or compulsory labor incidents.
PZU Group monitors compliance with child labor regulations, ensuring alignment with international child protection standards, such as the International Labour Organization (ILO) conventions and the United Nations Declaration of the Rights
of the Child, which prohibit the exploitation of children in labor.
Therefore, PZU Group confirms that it does not employ individuals under the age of 15. In cases where young workers (aged 15 to 18) are employed, the Group complies with regulations that restrict the type and conditions of work they are allowed
to perform.