PL

Diversity policy

Capitals:
sdgs:

ORLEN adopted the Diversity Policy in 2021 through an internal policy document. The document formally outlines the Company's longstanding efforts to promote diversity. 

Through various initiatives, the Company reaffirms its commitment to openness and recognises the inherent value of diversity. However, there is currently no formal diversity policy for the ORLEN Management Board and Supervisory Board. The Company annually discloses diversity metrics for its supervisory and management bodies within the Group.

ORLEN's diversity management is governed by the following documents applicable to the Company:

  • ORLEN Work Rules,
  • The ORLEN Group Code of Ethics,
  • Collective Bargaining Agreement of ORLEN,
  • ORLEN Group Human Resources Management Policy,
  • Sustainable Development Strategy (provisions on development and diversity management),
  • ORLEN Disability Employment Policy,
  • Policy for Assisting Employees During Crises
  • ORLEN Well-Being Policy,
  • ORLEN Group’s Human Rights Policy,
  • Separate internal policy document on the Family Friendly Employer programme.

Objectives of the diversity management include:

  • equal treatment in employment and non-discrimination,
  • respect for diversity,
  • management of cultural differences,
  • readiness to employ people facing social exclusion or threatened with marginalisation on the labour market, facilitating their employment in ORLEN Group Companies and thus increasing the employment rate of the people with disabilities,
  • supporting employee initiatives related to labour equality practices,
  • remuneration and bonus policy,
  • standards of employment and remuneration of seconded workers, i.e. expats and inpats,
  • adapting the workplace to the needs of employees (e.g. people with disabilities, breastfeeding mothers),
  • supporting people in a difficult life situation,
  • work-life balance programmes.

In addition, the diversity policy of ORLEN is also implemented through:

  • provision of training in diversity management,
  • considering diversity aspects in HR processes and tools (e.g. recruitment, training and development, remuneration) and in shaping the organisational culture,
  • oorganisation of the Diversity Festival, which encouraged employees to participate in various activities aimed at providing a comprehensive understanding of diversity issues within the organisation,
  • one-on-one meetings with expats on managing cultural differences,
  • regularly surveying employees on job commitment and satisfaction,
  • appointment of a team tasked with coordinating efforts to counteract workplace harassment and bullying (Anti-Harassment Committee appointed by the employer to consider grievances related to workplace harassment and bullying),
  • appointment of the Ethics Officer for reporting breaches of the ORLEN Group Code of Ethics (also regarding discrimination, harassment and bullying),
  • appointment of the Human Capital Committee to give opinions, approve/submit for approval by the ORLEN Management Board and monitor the observance of the ORLEN Group Code of Ethics and in particular to examine material breaches, take corrective actions, issue guidelines and consider important ethics-related issues,
  • participation in the meeting of signatories of the Partnership for Accessibility organised by the Ministry of Development Funds and Regional Policy (November 18th 2022).

Human Rights Policy

Considering that:

  • The funding of the ORLEN2030 Strategy necessitates the implementation of a comprehensive sustainability strategy that ensures ESG management across all business areas, including the protection of human rights within the organization,
  • This year's bonus goal plan includes sustainability goals for all Directors who report to Board Members within their assigned areas of responsibility,
  • The market environment, particularly the rating agencies and multinational corporations with whom we collaborate on key projects, highlights the need for a Policy document that would clearly present the Group's position on human rights protection, in line with global standards.

In 2022, the ORLEN Group Human Rights Protection Policy was developed and published. The Policy outlines the key standards for conduct, behaviour and regulations applicable at the Group, which are directly or indirectly related to the protection of human rights within the organisation and in relations with external stakeholders.

The Policy was developed on the basis of:

  • internal regulations of the Group,
  • national legislation,
  • international standards and guidelines, in particular on the basis of:
    • Universal Declaration of Human Rights,
    • Declaration by the International Labour Organisation concerning the fundamental principles and rights at work, i.e. on the basis of the key conventions of the International Labour Organisation,
    • UN Business Guidelines, i.e. the United Nations Framework Document 'Protect, respect and repair',
    • Guidelines of the Organisation for Economic Cooperation and Development (OECD) for Multinational Enterprises,
    • International Finance Corporation (IFC) standards,
    • Ten Principles of the United Nation Global Compact.

Scope of the Policy:

  • Fostering human rights at the ORLEN Group with respect to our employees:
    • Building an open and tolerant work environment,
    • Occupational health and safety,
    • Well-being of employees,
    • Equal employment opportunities,
    • Freedom of association and cooperation with trade unions,
    • Child and forced labour,
    • Preventing discrimination, bullying and any form of misconduct at the workplace,

  • Protection of human rights in the supply chain and in relations with stakeholders,

  • Reporting and handling cases of misconduct,

  • Reporting mechanisms for cases of violation and misconduct, zero tolerance for threats, intimidation, retaliation or attacks, mitigating the consequences of violations, reporting and remedial action,

  • The Group’s commitments and monitoring compliance with the commitments,

  • Due care / monitoring / quantitative and qualitative indicators / and employee training.

Promoting respect for human rights / ORLEN Group Supplier Code of Conduct/ awareness-raising among suppliers, offsetting the impact of business activities on local communities, resolving conflicts in an amicable way, physical security management.

Read also:

Employee matters and respect for human rights

Key policies and internal acts

Short-cuts:

ORLEN Group 2022 Integrated Report

You can also download the report in PDF format

Download pdf