- Zero tolerance for any form of discrimination, including on the basis of gender, race, age, ethnicity, religion, disability, beliefs, sexual orientation, social status, marital status, disability, membership in political parties and trade unions or employment status.
- The principle of mutual respect, equal treatment, provision of development opportunities and exploitation of the potential of all employees.
- The principle of reasonable diversity in the selection of the personal composition of its workforce, including in recruitment processes, while maintaining the supremacy of knowledge, professional competence and social skills; all candidates who meet the criteria in a recruitment process are treated equally.
Table of contents
GRI
-
3-3
-
405-1
-
405-2
GRI
-
3-3
Respect for diversity and equal opportunity is an important element of culture in the KGHM Polska Miedź S.A. Group. KGHM is committed to keeping the work environment and workplace created by the Group free from any discrimination. As a global company, KGHM Polska Miedź S.A. also adheres to the standards of work and employee relations that are required by individual countries and those defined by international institutions. The approach to diversity management is defined by the “Diversity Declaration of KGHM Polska Miedź S.A.”. Existing regulations and policies take into account the well-being of employees and mutual relations, based on best practice, irrespective of the jurisdiction in which KGHM Polska Miedź S.A. operates.
Compliance with the above principles throughout the Group is monitored by the parent company, KGHM Polska Miedź, which also conducts activities to promote and disseminate them among employees, business partners and other stakeholders.
Diversity management applies also to members of the KGHM Polska Miedź S.A. Supervisory Board and Management Board. The management and supervisory staff are diverse in terms of gender, age and experience.
Human rights
KGHM Polska Miedź S.A. recognizes, respects and observes human rights, including employee rights, and does not allow any form of illegal and forced labour, including child labour. In 2022, the company implemented a human rights campaign for its employees. In order to spread awareness of this topic, a relevant e-learning course was planned in 2022 and was made available in early 2023.
Policies and actions related to human rights issues are described in subsection Human Rights.
GRI
-
405-1
| 2022 | 2021 | ||||
| Position category | Gender | Group | KGHM Polska Miedź S.A. | Group | KGHM Polska Miedź S.A. |
| Management Board | F | 3.9% | 0% | 3.4% | 0% |
| M | 96.1% | 100% | 96.6% | 100% | |
| Top senior management | F | 27.2% | 13.6% | 25.9% | 12.7% |
| M | 72.8% | 86.4% | 74.1% | 87.3% | |
| Management staff | F | 30.7% | 17.1% | 24.5% | 10.9% |
| M | 69.3% | 82.9% | 75.5% | 89.1% | |
| White collar positions | F | 42.4% | 27.6% | 45% | 30.7% |
| M | 57.7% | 72.4% | 55.1% | 69.3% | |
| Blue-collar positions | F | 8.1% | 0.6% | 8.9% | 0.6% |
| M | 91.9% | 99.4% | 91.1% | 99.4% | |
| 2022 | 2021 | ||||
| Position category | Age | Group | KGHM Polska Miedź S.A. | Group | KGHM Polska Miedź S.A. |
| Management Board | <30 | 0% | 0% | 1.7% | 0% |
| 30-50 | 41.2% | 60% | 50% | 66.7% | |
| 50+ | 58.8% | 40% | 48.3% | 33.3% | |
| Top senior management | <30 | 0% | 0% | 0.4% | 0% |
| 30-50 | 62.4% | 57.6% | 58.3% | 63.6% | |
| 50+ | 37.6% | 42.4% | 41.3% | 36.4% | |
| Management staff | <30 | 1.4% | 0.3% | 1% | 0.8% |
| 30-50 | 65.4% | 69.9% | 66.6% | 69.1% | |
| 50+ | 33.2% | 29.8% | 32.4% | 30.2% | |
| White collar positions | <30 | 7.6% | 4.8% | 7.9% | 5.3% |
| 30-50 | 67.9% | 72.9% | 66.7% | 73.7% | |
| 50+ | 25.2% | 22.3% | 25.4% | 20.9% | |
| Blue-collar positions | <30 | 15.9% | 16.7% | 16.6% | 17% |
| 30-50 | 63.8% | 69.7% | 62.9% | 69.3% | |
| 50+ | 20.3% | 13.6% | 20.6% | 13.7% | |
GRI
-
405-2
Ratio of basic salary and total remuneration of women to remuneration of men by position category in the KGHM Polska Miedź S.A. Group in 2021-2022
| 2022 | 2021 | ||||
| Position category | Ratio of remuneration of women to remuneration of men | Group | KGHM Polska Miedź S.A. | Group | KGHM Polska Miedź S.A. |
| Management Board | Base | 80% | – | 80% | 100% |
| Total | 80% | – | 80% | 316.4% | |
| Top senior management | Base | 104.2% | 106% | 101.4% | 118.4% |
| Total | 104.1% | 129.4% | 109.9% | 113.9% | |
| Management staff | Base | 89.9% | 98% | 90% | 99.9% |
| Total | 86.8% | 90.4% | 89.3% | 90.3% | |
| White collar positions | Base | 89.1% | 74% | 84.1% | 77.3% |
| Total | 84.2% | 70.1% | 81.4% | 73.7% | |
| Blue-collar positions | Base | 87% | 72.9% | 85.7% | 69.7% |
| Total | 88.4% | 73.1% | 83% | 73.6% | |
The ratio of remuneration of women to remuneration of men in the Group was calculated as the average of all of the companies which provided data. Those companies which did not provide data due to lack of women in a given category (management board; blue-collar positions) were not reflected. Employment data are shown as at the last day of the year, and so table 64 shows a lack of employment of women on the Management Board. However, remuneration for 2021 includes remuneration of a Vice President of the Management Board employed from 1 January to 15 April 2021.