From January 1, 2016 until June 30, 2021 Cyfrowy Polsat S.A. complied with the corporate governance principles described in the document "Code of Best Practice for WSE Listed Companies 2016" attached to resolution no. 26/1413/2015 of the Supervisory Board of the Warsaw Stock Exchange dated October 13, 2015.
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.
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
In relation to principle I.Z.1.15 of the Best Practices of GPW Listed Companies 2016, we inform that Polsat 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 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, 2020 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
Social and employee issues are key for the organizational culture of Polsat Plus Group, which is described in detail in the corporate social responsibility reports published since 2017. For years, we have been putting emphasis on ensuring gender equality, proper working conditions, respect for diversity and employee rights, the effect of which is i.a. equalization of remuneration.
Remuneration of women in relation to remuneration of men in the same grading1
Ratio of basic salary of women to men
|Percentage of employees covered by analysis||93.1%||93.4%||95.2%||96.6%|
1 Data refer to Cyfrowy Polsat, Polkomtel and Polkomtel Infrastruktura. The ratio applies to specialist positions.
Due to the specific nature of our operations in which there is a high percentage of engineering and technical positions occupied mainly by men, in order to better illustrate the issue of differences in remuneration of women and men we presented the ratio of salaries for various grading of individual positions. This apples to specialist positions. According to our principles of equal treatment and remunerating based only on skills, competence and experience, this ratio for 2020 was at a very high level of 96.5% and it has been growing for the last few years.