As of July 1, 2021, the Company complies with a new set of best practices for companies listed on the GPW Main Market – “The Best Practice for GPW Listed Companies 2021”, attached to resolution no. 13/1834/2021 of the Supervisory Board of the Warsaw Stock Exchange dated March 29, 2021.
The Best Practice 2021 was prepared by the Warsaw Stock Exchange and is available on a website dedicated to corporate governance issues https://www.gpw.pl/best-practice-2021.
Every year, together with the annual report, the Company publishes a report on the application of the principles of corporate governance in the given year. Moreover, we publish a report in case any principle from the Best Practice 2021 is incidentally breached by us.
Please see also our EBI reports
Reports on the application of the principles of corporate governance
Information about the Company’s diversity policy applicable to the company’s governing bodies and key managers
Polsat Plus Group adopted the Diversity and Human Rights Policy of Cyfrowy Polsat Group (the “Diversity Policy”) which has the purpose of supporting the pursuit of the Group’s business goals. The policy enables the Group to respond in a better way to the employees’ expectations, make full use of their potential and at the same time help the companies who are part of the Group to adjust to the changes occurring on the labor market. We trust that diversity is one of the sources of our competitive advantage, and competing views, opinions, work styles, skills and experience generate new quality and enable companies to achieve better business results.
The basic principles of Polsat Plus Group’s Diversity Policy include respect for human rights and prohibition of any discrimination due to gender, age, sexual orientation, competence, experience, potential degree of disability, nationality, ethnic and social origin, color of skin, language, parental status, religion, confession or lack of any confession, political views, or any other dimensions of diversity which are defined by valid law.
Within the empowerment of these principles, we have developed separate documents which protect diversity and indicate the basic ethical rules. These include, among others: Personal Policy, Anti-Mobbing Policy, Code of Ethics, Work Regulations, Remuneration Regulations or working time register. The Diversity Policy is implemented, among others, by including diversity-related issues in HR processes and tools, such as organization of training and staff development sessions and recruitment. We expect our leasers to have skills that allow for managing diversified teams and benefit from their diversity in order to fully leverage the potential of employees that make up those teams. An Ethics Ombudsman has been appointed in the Group whose tasks include, among others, the prevention of discrimination and mobbing.
The provisions of Polsat Group’s Diversity Policy apply to all employees, including Management Board Members and Supervisory Board Members. While our aim is to promote gender equality among top managerial positions, our policy is to appoint persons with appropriate competencies, professional experience and education to the Management and Supervisory Boards of the Company. The diagrams below present the gender and age structures of the Members of the Management and Supervisory Boards of Cyfrowy Polsat.
As at December 31, 2022 three men and three women sat on Cyfrowy Polsat’s Management Board while the Supervisory Board included nine men.
Members of the Management Board and the Supervisory Board have education in such fields as management and marketing, law, economy, finance, or technical education as well as rich and diverse professional experience.
Remuneration of women in relation to remuneration of men
In Polsat Plus Group we make efforts to ensure that the conditions of work at our companies do not discriminate against anyone, or in any aspect, including from the point of view of the remuneration. The policy is demonstrated by the high percentage of women at managerial positions and a small, successively decreasing, difference in the level of remuneration offered to women and men holding similar positions, as illustrated in the following table.
Remuneration of women in relation to remuneration of men in the same grading1
| 2019 | 2020 | 2021 | 2022 | 2023 | |
|---|---|---|---|---|---|
|
Ratio of basic salary of women to men |
96.1% | 94.17% | 94.21% | 93.7% | 93.3% |
| Percentage of employees covered by analysis | 95.2% | 96.9% | 96.4% | 92.7% | 91.5% |
1 Data for Polsat Plus Group companies covered by the ESG report for 2023. Ratio pertains to specialized positions
Due to the fact that in various areas of our activity there may be an overrepresentation of one gender (e.g. predominance of men in technical departments), to give more insight into the issue of differences between remuneration of women and men we have presented salary grading for respective positions. This applies to specialized positions. The ratio of the basic salary of women to that of men consistently remains at a very high level and was equal to 93.3% in 2023 (2022: 93.7%). This proves the successful implementation, in practice, of the principles that guide us, namely respect for diversity, equal treatment and remuneration level determined solely on the basis of qualifications, competence and experience.
