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The PZU Group supports collaboration with employees through formal mechanisms for submitting feedback and initiatives.
The PZU Group has established formal structures for submitting feedback, allowing employees
to report irregularities and propose changes. Each submission is analyzed and in justified cases, corrective actions are taken, leading to improvements in occupational health and safety (OHS) procedures, ergonomic conditions in offices and stress management training programs. The results
of employee surveys contribute to updating the "Operational risk management policy" and adjusting benefit packages, which include private medical care and flexible working hours.
The PZU Group maintains multi-channel communication with employees, including regular meetings, satisfaction surveys and internal digital platforms such as the intranet. Additionally, employee representation bodies
and anonymous reporting mechanisms are in place.
The effectiveness of collaboration is systematically evaluated through engagement surveys, turnover analyses and internal questionnaires, allowing for continuous adjustments to management strategies. Support has also been provided to employees in difficult situations, including psychological assistance and social benefits.
All these actions aim to enhance organizational efficiency and improve working conditions within the PZU Group.
This section presents information on collaboration with
the own workforce, with particular emphasis on their perspectives, initiatives and diversity, as well as cooperation mechanisms, its frequency and dialogue being conducted.
Impact of employee perspectives on managing actual and potential impacts
At Bank Pekao, annual surveys are conducted on engagement, collaboration, psychophysical well-being and team climate. The survey methodology ensures employee anonymity and allows free expression of opinions. The results are used to improve working conditions and employee relations. Findings are communicated through internal channels, ensuring that employees can remain anonymous while freely sharing their views. Additionally, departing employees have the option to complete an Exit Interview survey, helping to identify the causes of employee turnover. Based on the collected data, dedicated initiatives have been developed for both the entire organization and individual teams. In December 2024, the consolidated survey results were presented to the Management Board. As a result, key actions have been planned, which will be implemented at every level
of the organizational structure, ensuring effectiveness and alignment with employees’ actual needs.
Alior Bank also conducts annual employee engagement surveys. In 2024, more than 96% of Alior Bank’s own workforce participated in the survey. The analysis of employee engagement results enables the implementation of workplace improvements and directs Alior Bank’s employee development work.
Inclusion and diversity initiatives
The PZU Group ensures equal treatment of all employees, regardless of gender or health status, actively listening to their needs. The annual engagement survey allow for the analysis of employee opinions based on tenure, gender and workplace location, enabling actions to be tailored to different employee groups. In 2024, PZU and PZU Życie conducted an audit of procedures regarding diversity, equity and inclusion (DEI) in cooperation with external experts.
As a result, a two-year DEI action plan was developed.
PZU is committed to optimizing resources and addressing diverse employee needs, which is reflected in the PZU Park office space. Additionally, the company analyzes workspace usage and provides employees with guidelines on ergonomics and effective work in an office environment.
Structures and mechanisms of cooperation
The PZU Group ensures collaboration with its workforce and their representatives, guided by the principles of openness, dialogue and participation.
Cooperation is confirmed through:
- direct communication – regular meetings between employees and supervisors, enabling information exchange and the submission of suggestions
- employee representation – in PZU Group companies, where trade unions are not active, elected employee representatives represent employees on meetings with the Management Board and the HR department
- employee opinion surveys – annual engagement surveys, including an analysis of engagement levels and the identification of key areas for improvement.
The PZU Group systematically monitors the effectiveness of collaboration with employees and adjusts internal procedures to eliminate potential communication and organizational barriers. The actions taken aim to identify and remove obstacles hindering cooperation.
To improve communication and access to key information, the PZU Group companies have implemented solutions that provide all employees with access to digital tools, including:
- access to computers and internal communication systems (intranet, email, seminars) for all employees
- regular employee engagement surveys, enabling employees to report challenges in collaboration.
Social dialogue and consultation teams
In 2024, employees of the PZU Group had the opportunity to participate in discussions on working conditions and safety through their involvement in social committees and accident investigation teams.
The PZU Group engages in dialogue with trade unions
in accordance with applicable laws.
Additionally, the organization operates an anonymous system for reporting issues and initiatives, which is further described in the section „Channels of communication and dialogue with employees.”
Frequency of collaboration
Throughout the year, PZU conducts analyses, including employee engagement surveys.
In the event of significant organizational changes or modifications to HR policies, the PZU Group organizes ad-hoc informational and consultative meetings. This approach enables early responses to employee needs and ensures full transparency regarding the implemented changes.
Collaboration with disadvantaged or vulnerable individuals
The PZU Group undertakes initiatives to support collaboration with individuals in disadvantaged situations or those vulnerable to risks.
The PZU Group provides assistance to individuals facing life difficulties through access to the Company Social Benefits Fund. For employees with disabilities, additional benefits are offered, such as drug insurance with a higher coverage limit, fully funded from Company Social Benefits Fund. Additionally, the Employee Assistance Program (EAP) #rozmawiajMY has been implemented, allowing employees to access support and assistance in both professional and personal challenges. Employees also have access to an anonymous psychological helpline, operated by specialists from PZU Zdrowie. The HR Office has crisis intervention-trained personnel, capable of providing immediate support.
The HR Office is responsible for social dialogue within the PZU, particularly the Managing Director for HR at PZU Group and the Director for Labor Law and Social Dialogue. Additionally, within the HR Office, there is an organizational unit dedicated to cooperation with trade unions.
The Director for Training and Development is responsible for organizing employee engagement surveys and managing employee experiences. The Employee Experience Management Team oversees the implementation of best methods and practices in employee experience management, the creation of an engaging work environment and employee development.
The results of employee dialogue surveys are analyzed at all levels of the organization – by the Management Board, leaders and employees.