Equality and diversity in practice
Our priority is to give all employees equal opportunities. That is why all forms of discrimination in the workplace are unacceptable.
The TAURON Group’s Code of Business Ethics takes an abundantly clear stance on this subject: “We embrace the principle of treating employees equally, irrespective of age, gender, religion, sexual orientation, appearance, fitness, experience, skills, talents and diversity of opinions. We are open to diversity and we understand that it is a significant resource contributing to the TAURON Group’s innovation growth. We undertake measures to protect co-workers from discrimination and unequal treatment”. The Ethics Commission operating in each Group company monitors compliance.
In 2015, TAURON ObsługaKlientaimplemented “Rules of counteracting mobbing and discrimination”. Mandatory e-learning training for employees was also developed to facilitate employee identification of mobbing and discrimination symptoms and provide methods for counteracting them. After training employees understand what mobbing
and discrimination meanand are able to distinguish mobbing from team conflict; in addition, they know how to behave in case of suspected mobbing or discrimination. In 2015 we trained 2,754 employees. This training is still available on the e-learning platform so it is possible to refresh your knowledge.
Rules of equality are applicable at each stage of an employee’s organisational development. At the outset, during the recruitment processes, candidates’ knowledge, competence and skills are taken into account. Current employees have equal access to training.We do our best to develop managers and staff members to ensure that employee qualifications at each organisational level correspond to the requirements posed by the company and the market.
Moreover, to enable objective performance assessment and harmonise the scope of responsibilities and pay acrosspositions, Group companiesdid a valuation exercise on jobs and introduced a grading structure.
Diversity also applies to access to allowances and benefits for full-time and part-time employees. The perks we offer include the following:
- Employee Pension Scheme
- Group life insurance
- Multi Sport card for employees and their families
- Discount for electricity purchase
- Free coal supply
- Co-financing of transfers to work
- Lunch subsidy
- Employee loan and benefit fund
Due to the nature of our business (involvingarduous physical labor and technical specialisation), some aspects of diversity management (such as gender aspects) constitute a significant challenge. Men account for 78% of the Group’s headcount, which is driven by our generation segment companies –TAURON Wydobycie, TAURON Wytwarzanie, TAURON Dystrybucja and TAURON Ciepło – where men account for 90%, 83%, 82% and 80% of the staff, respectively. In companies offering office work – TAURON PolskaEnergia, TAURON ObsługaKlienta and TAURON Sprzedaż – one may observe opposite or balanced headcount levels.
TAURON PolskaEnergia implemented this initiative in 2015 to enable pregnant employees to work shorter 6 hour dayswhile retaining the right to full-time pay.
This provision’s insertion into the employment rules at TAURON PolskaEnergia was very well received.Unexpectedly, this led to women taking fewer sick leave days.
|2015||TAURON Polska Energia S.A.||Kopalnia Wapienia „Czatkowice”||TAURON Ciepło Sp. z o.o.||TAURON Ekoenergia S.A.||TAURON Wydobycie S.A.||TAURON Wytwarzanie S.A.||TAURON Obsługa Klienta Sp. z o.o.||TAURON Sprzedaż Sp. z o.o.||TAURON Sprzedaż GZE Sp. z o.o.||TAURON Dystrybucja S.A.||TAURON Dystrybucja Pomiary||TAURON Dystrybucja Serwis||Biomasa Grupa TAURON||Total TAURON Group||Women||Men|
|NUMBER OF EMPLOYEES AUTHORISED TO PARENTAL LEAVE||16||19||35||0||3||3||8||27||35||3||13||16||14||496||510||20||91||111||113||77||190||9||8||17||1||1||2||55||244||299||8||53||61||2||27||29||1||0||1||1 309||250||1 059|
|NUMBER OF EMPLOYEES WHO USED THE PARENTAL LEAVE||16||15||31||0||3||3||8||20||28||3||0||3||11||268||279||24||34||58||103||40||143||9||6||15||1||0||1||51||133||184||8||22||30||2||14||16||1||0||1||792||237||555|
|NUMBER OF EMPLOYEES WHO RETURNED TO WORK AFTER COMPLETING THE PARENTAL LEAVE||8||15||23||0||3||3||7||20||27||1||5||6||9||259||268||12||33||45||46||39||85||5||6||11||0||0||0||28||124||152||5||23||28||1||14||15||0||0||0||663||122||541|
|NUMBER OF EMPLOYEES WHO RETURNED TO WORK AFTER COMPLETING THE LEAVE AND WERE STILL EMPLOYED FOR 12 MONTHS FOLLOWING THE RETURN||10||11||21||0||3||3||4||16||20||0||0||0||0||0||0||8||31||39||43||37||80||6||7||13||1||0||1||36||138||174||1||14||15||0||15||15||0||0||0||381||109||272|
|NUMBER OF EMPLOYEES WHO RETURNED TO WORK AFTER COMPLETING THE PARENTAL LEAVE IN THE PREVIOUS REPORTING YEAR||14||11||25||2||8||10||4||23||27||0||0||0||8||3||11||8||39||47||46||38||84||7||8||15||1||0||1||40||152||192||1||14||15||0||16||16||0||0||0||443||131||312|
|PERCENTAGE OF RETURNS TO WORK||50%||100%||74%||0||100%||100%||88%||100%||96%||33%||0||200%||82%||97%||96%||50%||97%||78%||45%||98%||59%||56%||100%||73%||0||0||0||55%||93%||83%||63%||105%||93%||50%||100%||94%||0||0||0||84%||51%||97%|
|RETENTION RATE AFTER PARENTAL LEAVE||71%||100%||84%||0%||38%||30%||100%||70%||74%||0||0||0||0||0||0||100%||79%||83%||93%||97%||95%||86%||88%||87%||100%||0||100%||90%||91%||91%||100%||100%||100%||0||94%||94%||0||0||0||86%||83%||87%|
The Polish society is aging. The TAURON Group reflects this demographic trend. Only 7% of its employees are under 29. Employees aged 50+ constitute more than one-third of the staff.
|≤ 29||30-50||51 ≤|
|HEADCOUNT BY GENDER||1 666||14 291||7 557|
|Women||308||3 060||1 954|
|Men||1 358||11 231||5 603|
|PERCENTAGE OF EMPOLYEES BY AGE [%]||7%||59%||31%|
|≤ 29||30-50||51 ≤|
|NUMBER OF EMPLOYEES IN MANAGEMENT BOARDS|
|PERCENTAGE OF MANAGEMENT BOARD MEMBERS BY AGE AND GENDER [%]|
Since its advent in 1996, the Czatkowicelimestone mine has organised annual meetings of retired employees to which all former employees are invited to integrate the employee community.
Retired employees eagerly take part in meetings. In 2015, 104 persons participated accounting for 95% of all the employees who retired from 1996 to 2015.
A long period of service (mostlyjust in the energy sector) translates into extensive knowledge and experience. At the same time, it attracts new people to this labour market. To fill the generation gap, TAURON Group companies such as TAURON Wydobycie, TAURONWytwarzanie, TAURON Ciepło, TAURON Dystrybucja and TAURON Ekoenergiacooperate with schools and universities,act as patrons for expert classes, sign agreements with universities and organise internships and placements. These measures are taken to supply a steady stream of new staff members to the organisation with therequisite knowledge and experience to work in Group companies.
Best practice – cooperation with schools, universities, organisation of internships and placementsexpand
In connection with the forthcoming mass retirement at TAURON Ciepło, cooperation with schools and technical universities was established to educate future staff. The company presents itself to pupils, students and young engineers as an attractive employer. Company representatives also participated in the 17th Engineering Fair of Labour and Entrepreneurship at the Technical University in Gliwice, during which they presented the company as an employer and responded to the questions posed by students and graduates. Presentations were prepared for pupils in the Group of Secondary Schools no. 2 in Mysłowice, Group of Technical and General Education Schools no. 2 in Katowice,
District Group of Schools in Lędziny and the Silesian Technical School in Katowice during which individual departments presented information on what they do specifically and which professions will enjoy the greatest demand at TAURON Ciepło in the near future. At the end of meetings in technical schools all pupils participating in presentations received questionnaires to evaluate the company’s presentation as an employer as well as to examine their professional and educational plans and aspects affecting their internship or decision to take a job. In 2015, in total, 31 pupils, students and graduates participated in company internships and placements.
In 2015 practical classes in trades were held every day at tens of jobs in the adit(entrance) to the Janina mine. Every week some 120 pupils and trainees learned about the miner’s trade in aditexcavations.Adit excavations were adapted to run practical training and qualification exams in underground miningof mineral deposits and underground mining techniques as well as instructions on a mine’s current needs.
In the adit, pupils acquire the necessary knowledge and practical skills to perform basic activities and jobs they see in real underground mines. Apart from practical trade classes, several jobs were set up to run the practical portion of the state exam for underground miners. In 2015, 87 pupils took this exam under the supervision of examiners appointed by the Regional Examination Commission.