When deciding on the composition of the Management Board, the Supervisory Board makes every effort to ensure its diversity, especially in terms of age, education, professional experience and participation of women.
The basic elements of the diversity policy have been incorporated in our HR policy for many years. Moreover, elements of the diversity policy are present in various other regulations, procedures and processes.
mBank treats people equally regardless of their sex, age, material status, family background, physical abilities, nationality, country of origin, sexual orientation, and political and religious beliefs. We take into account all factors which can give rise to direct or indirect discrimination. We offer a workplace that helps the staff make use of and develop their unique features and skills, e.g. through participation in training activities and clubs that bring together people with similar interests. Diversity management contributes to the creation of an organisational culture based on tolerance, where everyone is offered career development opportunities.
We strive to ensure equal participation of both sexes in external and internal recruitment and when planning succession in key positions. We observe the equal treatment principle when hiring new employees. Our recruitment process involves a selection method that ensures objective assessment of candidates’ skills. Each employee of the bank can be promoted to a managerial position, if they have a relevant professional track record. Evaluation of job positions is based on objective criteria, which prevents discrimination. We apply the Policy for the Assessment of Qualifications (Suitability) of Members of the Supervisory Body, Management Body and Key Function Holders at mBank S.A. (Suitability Policy) with respect to the Management Board and the Supervisory Board.
The Suitability Policy lays down criteria for appointing persons having appropriate knowledge, skills, experience, qualifications and reputation to key positions. The policy includes a separate chapter dedicated to the diversity policy.
mBank takes into account diversity when selecting Members of the Management Board and proposing candidates for Members of the Supervisory Board:
The age structure of the Supervisory Board should be diverse. Moreover, we aim at ensuring that its members have diverse educational background and professional experience. We also want to ensure appropriate participation of women.
Supervisory Board of mBank
At the end of 2020, there were four women among eight Supervisory Board Members, which means women accounted for 50% of the total composition of the Supervisory Board.
| Supervisory Board of mBank | ||||||||
|---|---|---|---|---|---|---|---|---|
| 31 Dec 2017 | 31 Dec 2018 | 31 Dec 2019 | 31 Dec 2020 | |||||
| number of members | % | number of members | % | number of members | % | number of members | % | |
| Women | 2 | 17% | 2 | 17% | 2 | 10% | 4 | 50% |
| Men | 10 | 83% | 10 | 83% | 8 | 80% | 4 | 50% |
| Total | 12 | 100% | 12 | 100% | 10 | 100% | 8 | 100% |
Management Board of mBank
Until October 22, 2020 there was one woman in the seven-member Management Board of mBank. After this date there have been only men sitting on the Management Board.
| Management Board of mBank | ||||||||
|---|---|---|---|---|---|---|---|---|
| 31 Dec 2017 | 31 Dec 2018 | 31 Dec 2019 | 31 Dec 2020 | |||||
| number of members | % | number of members | % | number of members | % | number of members | % | |
| Women | 1 | 14% | 1 | 14% | 1 | 14% | 0 | 0% |
| Men | 6 | 86% | 6 | 86% | 6 | 86% | 7 (6*) | 100% |
| Total | 7 | 100% | 7 | 100% | 7 | 100% | 7 (6*) | 100% |
* As at January 2021
By 2028 women will account for at least 30% of the Management Board and the Supervisory Board Members.
In 2018 we signed the Diversity Charter, an international initiative for social cohesion and equality launched in Poland by the Responsible Business Forum. As signatories of the Charter, we have undertaken to support diversity and counteract workplace discrimination.
Counteracting workplace harassment
We wish to encourage positive employee relations and build friendly work environment. As an employer, mBank strives to create a work environment free of mobbing, discrimination, and other forms of violence caused by superiors and colleagues. In 2020 we have implemented mBank Policy on preventing mobbing, discrimination and other unacceptable behaviours. It extended the scope of the previous Anti-mobbing Policy.
The key focus of the policy is as follows:
- mBank does not tolerate mobbing, harassment, sexual harassment and any other form of discrimination, behaviour which is illegal, unethical or violating the rules of social conduct. Such actions fall under the category of unacceptable behaviour.
- All Employees, including managers and Management Board Members, must refrain from taking any unacceptable behaviour against other employees, colleagues, clients and suppliers.
- Anyone who creates conditions that encourage unacceptable behaviour or resorts to it, violates the fundamental employee obligations. In that case, as an employer, mBank may impose sanctions under the labour law and mBank’s work rules.
Moreover, the Policy defines the unacceptable behaviours (introduces clear procedure to be followed in the case of materialization of such actions).
Any employee who claims to have experienced unacceptable behaviour reserves the right to report it. The employee is given the choice to report it anonymously or not. Complaints are reviewed by the Unacceptable Behaviours Committee comprised of directors or their substitutes from the Employee Development and Organisational Culture Department, the Compliance Department, the Legal Department, the Marketing Communication Department, mBank’s Ethics Officer, and personal data inspector. Anyone whose legal or factual relationship with the complainant could affect the objectivity and impartiality of the Committee is excluded.
The Committee received 4 reports in 2020. None of them were confirmed as mobbing or discrimination. However, the Committee confirmed that other unaccepted behaviours occurred. Adequate actions were taken in regards to affected employees.
In 2020 we have trained 209 employees. At the end of 2020 we have started the obligatory e-learning training for all employees and managers at the bank. The programme is comprised of theoretical part and awareness part. It strives to educate on avoiding the unacceptable behaviours and on dealing with them at the team. The programme will be continued in 2021.