About report

For the second time now, the ING Bank Śląski S.A. Group has compiled the annual report in line with the best global practices of integrated reporting. To help readers use the interactive tools, we prepared a user guide with key features. We encourage you to watch a short animated video before reading the report.

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Social area-related policies

In the social area we are active ourselves and through two corporate foundations: ING for Children Foundation and ING Polish Art Foundation.

We put special emphasis on nationwide and sectorial initiatives run to boost financial education and entrepreneurship. We defined these directions in the ING Bank Śląski S.A. Sustainability Strategy. To ensure successful strategy implementation, we collaborate with social partners. Additionally, we support conferences devoted to economy, sustainable growth and entrepreneurship in organisational and content-related terms. Their examples are: European Economic Congress or Open Eyes Economy Summit.

Since 2007, our employees can use the formal and legal solutions facilitating voluntary activity as given in the Labour Bylaw. We warrant our employees 8 hours of work which they can use for voluntary activity. Volunteers carry out undertakings for schools, kindergartens, NGOs and hospitals. They teach basics of finance and entrepreneurship. Together with kids, they refurbish, read, play sports or partake in blood donation initiatives and charity runs. Before Christmas, they prepare Christmas parcels for children at hospitals, community youth centres and children’s homes.

Environmental and social risk management at the Bank has been detailed in the Environmental and social risk manual. The document provides for detailed policies seeking to protect the environment and minimise the social and environmental risks. Further, it lists the types of business which the Bank does not invest in due to the particularly high risk of breach of human rights and the risk of environmental footprint and adverse influence on sustainable growth principles.

We receive many sponsorship offers and proposals as well as donation requests. The Bank has the ING Bank Śląski S.A. Charitable Donations Policy. This Policy sets out the principles of awarding and
transferring charity donations. We also apply the ING Bank Śląski S.A. Sponsorship Policy, further supplemented with detailed provisions of the ING Bank Śląski S.A. Sponsorship Principles.

Policy deliverables

Number of hours earmarked for voluntary activity by employees:

4,214
2016
4,929
2017

More information about our social activities and their effects is available in Chapter “Way of working”.

Employee-related policies

The Group has 8,000 employees. To ensure that we are legally-compliant in business, we apply numerous documents which govern employee aspects.

The ING Bank Śląski S.A. Labour Bylaw which defines the organisational framework and workflow as well as the related rights and obligations of the employer and employee is the key document. Its provisions apply to all employees, regardless of their position, type and work time regime, or the term of the contract of employment. At the Bank, we have more favourable solutions concerning occasional leaves than provided for in the Regulation of the Minister for Labour and Social Policy of 15 May 1996 on the manner of explaining one’s absence from work and granting employees the leaves of absence. Further, parents with disabled children are eligible for extra 5 days off during the calendar year.

Its provisions are supplemented, among others, by the ING Diversity Manifesto which was adopted by all ING Group entities worldwide and the Diversity Policy which defines the areas and lays down the manner of diversity management at our Bank. In ING we believe that everybody has large potential they can make full use of. We expect however that our employees will treat one another with kindness and respect.

The Orange Code is another important element of employee-related aspects. It is a set of Values or promises which we make to the world and Behaviours or commitments which we as co-employees make to one another.

At the Bank we have the Procedure of upgrading professional qualifications which governs the scope of rights and obligations of employees and the employer in the context of upgrade of professional qualifications, understood as studies at various levels, post-graduate and MBA ones included. In the regulation, we set the terms on which employees may obtain tangible privileges due to studying like extra days off or refunds.

The procedure concerning advancement in the command of a foreign language lays down the framework of and the main terms on which funding of the English language course can be obtained; employees and their superiors can choose and are responsible for course realisation.

Based on the Orange Code, we introduced the Business Ethics Standards which apply to employee conduct due to performance of their professional duties; they may also concern their private activities which may negatively affect Bank’s reputation and give rise to a conflict of interest.

Further, employee-related aspects are an element of the ING Bank Śląski S.A. Sustainability Strategy where as employees we undertake to support our business clients and partners in sustainable running of their business.

 

Policy deliverables

Employee-related policies deliverables

2017 2016 Change

2017 / 2016

Headcount (employees) 8,032 8,025 +0.1%
Average length of service (years) 12.2 11.4 +7.1%
Remuneration of the bottom-level employees vis-à-vis the market1 (%) 143% 101% +42 p.p.
Ratio of basic salary of women to men (%) 97.0% 96.1% +0.9 p.p.
Parental leave returns2 (%) 100% 100%
Employee turnover ratio (%) 8.2% 8.5% -0.3 p.p.

1base remuneration vis-à-vis the banking sector;
2save for the persons for whom the temporary contract of employment came to an end or who tendered resignation letters themselves

More information about our employee-related aspects is available in Chapter “Way of working”.

Natural environment-related policies

We are aware of the perils arising from the irresponsible usage of natural resources and we are trying to counteract them. Hence environmental protection and sustainable growth are an important factor whereon a long-term strategy of building the company’s values is based.

Such an approach to environmental aspects is mirrored in the Green Statement of ING Bank Śląski S.A. adopted in 2017 and the ING Bank Śląski S.A. Sustainability Strategy for 2017-2019 approved by the Bank Management Board.

Joining ING Group in implementation of the requirements, we also adopted the ING Group Environmental Approach – the document in which we commit ourselves to reduce our environmental footprint notably in the context of fighting climate changes. We fulfil the above commitments twofold:

  • internally, we are trying to limit the environmental burden which results from the Bank operations,
  • when providing and offering external services, we want to anticipate their potential ecological consequences and strive for proper ecological risk management.

In order to minimise the environmental footprint of our offices, branches, computer centres and business trips, we strive after reducing carbon dioxide emissions by lowering energy consumption. Our car fleet was expanded with hybrid and electric cars. We provided employees with bikes and promote carpooling. We eliminate the number of generated paper documents step by step. We lower water consumption by using green technologies and equipment at break rooms. We run green campaigns among employees which raise their green sensitivity and cement positive habits as well as propagate eco technology and organisational solutions.

In keeping with the ING Bank Śląski S.A. Sustainability Strategy for 2017-2019 approved by the Bank Management Board, we support our business clients and partners in sustainable running of their business. We recognise our role in ecological projects like the ones pursued in the electric power industry; we help clients in energy transformation and switching to low-carbon business. We manage the environmental and social risk of our transactions and of transactions made by our clients. We apply the General principles of environmental and social risk to that end. Our actions comply with business ethics, and we strive for transparent relations with vendors. Our vendors undertake to abode by the Vendors Code of Conduct which promotes human rights, fair market practices, environmental protection and counteracting corruption.

In keeping with our strategy, we support our business clients and partners in sustainable running of their business. We outlined the role of the Bank and the impact on sustainable growth in the Green Statement of ING Bank Śląski S.A. We see our special role in taking initiatives towards designing and offering new products, supporting green ventures, raising environmental awareness and managing environmental and social risk.

Policy deliverables

 Resources consumption 2017 2016 Change

2017 / 2016

Energy consumption (kWh) 31,530,936 33,769,174 -6.6%
Paper consumption (kg)1 554,052 362,982 +52.6%
Water consumption (cubic meters) 55,541 63,483 -12.5%

1higher weight of waste paper is due to the change in operators of the safe document shredding service and another weight conversion factor

More information about our natural environment aspects is available in Chapter “Market and entrepreneurship development support” and in Chapter “Way of working”.

Respect for human rights-related policies

Group activities affect diverse groups of stakeholders like clients, employees and vendors. Representatives of each of these groups may and should expect fair treatment from us. In our business, we commit to respect and promote human rights in respect of all people we collaborate with.

The human rights-related aspects can be found in a few documents. For employees – the provisions of the ING Bank Śląski S.A. Labour Bylaw are fundamental in this regard. It reads that as the employer we undertake to respect the dignity and other personal rights of employees, abide by the principles of equal treatment while establishing and terminating the employment relationship, in relation to terms of employment, promotion opportunities or access to training. Further, we commit ourselves to counteracting mobbing.

The Labour Bylaw is completed by the provisions of the Orange Code, among other documents. In this paper, we clearly describe the values we believe in and the behaviours one can expect from us. The Orange Code promotes integrity, common sense and accountability, for example. It is applied in many banking processes, e.g. in the employee performance evaluation (General Terms and Conditions of the Annual Performance Appraisal Interviews at ING Bank Śląski S.A., General Terms and Conditions of Bonus Award to Employees of ING Bank Śląski S.A.). Further, it is an important element of the recruitment process and corporate culture.

Diversity Policy is another document which supports us in complying with and promoting human rights. The policy is designed to build the awareness of the organisation in which the principles of equal treatment are applied, meaning no discrimination whatsoever, both directly and indirectly, because of: gender, age, disability, lifestyle, form, scope and basis of employment, other cooperation types as well as other triggers of discriminatory behaviours.

All Group vendors represent that they observe the standards set out in the ING Bank Śląski S.A. Vendors Code of Conduct. The observance thereof is a prerequisite for starting and continuing cooperation with the Bank. The key standards include: observing the applicable laws in relations with the employees, including the employees’ rights, as well as respecting their personal dignity, privacy and individual rights. Vendors should also provide their employees with safe and harmless workplace in health terms and consider environment protection by striving for reducing environmental burden as part of their business and they ought to undertake actions leading to environment improvement. Moreover, vendors should observe prohibition of forced labour, child labour, corruption and discrimination.

The ING Bank Śląski S.A. Sustainability Strategy is another document supporting us in promoting human rights. In this strategy pursuit, we engage in financial education by such initiatives as e.g. development of tools and products that help take good financial decisions. We also remove barriers hindering access to our services.

 

Policy deliverables

The Orange Code is an element of the annual performance appraisal process at ING Bank Śląski S.A.

  • In 2017, 100% employees underwent the annual performance appraisal (long-term absences excluded).

We apply the ING Bank Śląski S.A. Vendors Code of Conduct to all suppliers, regardless of their place of business.

  • 100% vendors of ING Bank Śląski S.A. declare to comply with the standards of the Code.

More information about respect for human rights is available in Chapter „About us” under “Ethics, values and compliance” and in Chapter “Way of working”.

Anti-corruption policies

As a public trust organisation, the Bank sees anti-corruption practices as the top priority in its relationships with clients, business partners and among employees. Any and all forms of bribery or corruption are absolutely forbidden. All Group employees are required not to accept any actions suggesting an attempt to commit a crime or of corruption. The Regulations – ING Bank Śląski S.A. Employee Business Ethics Standards which lays down the principles of conduct for each employee in the context of anti-corruption and combatting conflict of interest, information protection and whistleblowing procedure is the formal document regulating those aspects.

The anti-corruption aspects are detailed in the Anti-Bribery and Corruption Policy which all our employees are required to comply with. The Policy provides for the restrictions on taking and giving material and non-material benefits in contact with clients, business partners and public servants as regards:

  • gifts or invitations to events,
  • cash or its equivalents,
  • trip or accommodation funding,
  • hiring a given person by the Bank or offering him or her a traineeship or internship,
  • sponsoring or charity donations by the Bank,
  • business meals,
  • relationships with business partners.

In line with the accepted Policy, the Group follows the rules of integrity and ethics and applies “the zero tolerance rule to unfair behaviour”.

Should an employee take or give gifts or benefits due to the participation in events – such an action always needs to be rationalized in business terms and the worth of such benefits must be proportional to the specific nature of the business relationship. There must be always a legally compliant purpose of taking or giving benefits. No such action can entail a conflict of interest or even imply that such a conflict occurred. The Bank disapproves giving benefits being political donations on its behalf. Staff decisions concerning employee hiring and secondment have to be substantiated with professional and objective criteria and they cannot serve illegal exertion of influence. The policy provides for the amount thresholds on the benefits being gifts and participation in events which can be given or taken by our employees.

Furthermore, the Group maintains a register of benefits. Taken or given gifts, participation in events or business meals – in contacts with clients, business partners and public servants – need to be reported depending on their value.

The above rules are an element of the ING Bank Śląski S.A Anticorruption Declaration which is always enclosed with the agreements made with vendors. As per the Declaration, the Group disapproves of actions which satisfy the criteria of or imply bribery and expects its business partners to comply with the anti-corruption standards. Further, the Group does not cooperate with business partners who do not accept our standards.

All employees are required to report corruption- or conflict of interest-related irregularities. Infringements of the above regulations and laws can be reported in person or anonymously via the whistleblowing procedure set out in the Whistleblowing Policy for Infringements of Law, Internal Regulations and Ethical Standards.

 

Policy deliverables

The Anti-Bribery and Corruption Policy and Regulations – ING Bank Śląski S.A. Employee Business Ethics Standards are among the employee-related documents whose knowledge each employee affirms upon being hired by the Group.

Furthermore, anti-corruption and conflict of interest training courses are conducted. In 2017, the training course on:

  • anti-bribery and corruption was completed by 94% of Group employees,
  • compliance and business ethics was completed by 96% of Group employees.

That the Group’s principles of ethics and the Anti-Bribery and Corruption Policy are implemented is confirmed by the fact that no criminal proceedings were instituted in that regard towards the Group or its employees.

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