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We have been building our bank for 30 years now. We, or a team of over eight thousand employees of ING Bank Śląski S.A. Every day, we constantly create better solutions for clients. We ask what they need to develop their business. We support the enterprising. We help our employees to develop. We value their passion and diversity. We respect their needs and understand the importance of our role in a changing world. I believe that this is our strength – consistency in our actions, adherence to principles and values. This continuous improvement is an inherent part of every day at ING.
Brunon Bartkiewicz
Management Board President
  • [103-1]
    Explanation of the material topic and its Boundary
  • [103-2]
    The management approach and its components
  • [103-3]
    Evaluation of the management approach

Every day, the ING Bank Śląski S.A. brand is created by over 8,000 employees. We hire not only financial advisers. Our modern organisational structure accepts many professions. Our employees have various interests and passions which contribute too increased effectiveness and higher engagement in work performance, striving after development and innovativeness. As much as 68% of the BankBank when capitalised means ING Bank Śląski S.A.Bank when capitalised means ING Bank Śląski S.A. staff are women. Most of them are between 30 and 50 years of age. 52% of managers are women.

As at 31 December 2018, the ING Bank Śląski S.A. Group employed 8,086 persons. There were 54 persons (or 0.7%) more than in December 2018. As at the end of December 2018, ING Bank Śląski S.A. hired 7,665 employees that is 4 persons more than in December 2017.


As at 31 December 2018, the headcount in the ING Bank Śląski S.A. Group was 8,034 FTEs. There were 54 FTEs (or 0.7%) more than in December a year earlier. As at the end of December 2018, the number of FTEs at ING Bank Śląski S.A. totalled 7,616, down by 3 FTEs from December 2017.

8 086

Total bank employees

7 665

Total group employees

  • [102-7]
    Scale of the organization
  • [102-8]
    Information on employees and other workers
2018 2017 Change y/y
Head Office in Katowice 3,085 2,990 3.2%
Head Office in Warsaw 729 725 0.6%
Branches 3,851 3,946 -2.4%
Bank Total 7,665 7,661 0.1%
ING Lease (Polska) Sp. z o.o. 227 208 9.1%
ING Commercial Finance Polska S.A. 110 105 4.8%
ING Bank Hipoteczny S.A. 30
Solver Sp. z o.o. 2 3 -33.3%
ING Usługi dla Biznesu Sp. z o.o. 49 52 -5.8%
Nowe Usługi S.A. 3 3 0.0%
Subsidiaries    421 371 13.5%
ING Bank Śląski S.A. Group 8,086 8,032 0.7%


2018 2017 Change y/y
Female 5,506 5,531 -0.5%
Open-ended 5,259 5,283 -0.5%
Temporary 247 248 -0.4%
Male 2,580 2,501 3.2%
Open-ended 2,399 2,328 3.0%
Temporary 181 173 4.6%
Total 8,086 8,032 0.7%
Open-ended 7,658 7,611 0.6%
Temporary 428 421 1.7%

2018 2017 Change y/y
Head Office in Katowice 3,085 2,990 3.2%
Open-ended 2,929 2,843 3.0%
Temporary 156 147 6.1%
Head Office in Warsaw 729 725 0.6%
Open-ended 676 688 -1.7%
Temporary 53 37 43.2%
Branches 3,851 3,946 -2.4%
Open-ended 3,663 3,729 -1.8%
Temporary 188 217 -13.4%

*applicable to the bank only

2018 2017 Change y/y
Female 5,506 5,531 -0.5%
Full-time employment 5,383 5,406 -0.4%
Part-time employment 123 125 -1.6%
Male 2,580 2,501 3.2%
Full-time employment 2,540 2,456 3.4%
Part-time employment 40 45 -11.1%
Total 8,086 8,032 0.7%
Full-time employment 7,923 7,862 0.8%
Part-time employment 163 170 -4.1%
  • [102-41]
    Collective bargaining agreements

The percentage of total employees covered by collective bargaining agreements was:





  • [202-1]
    Employment terms and conditions

Our employees are offered marked-to-market and stable employment conditions. The remuneration of the bottom-level employees – vis-à-vis the minimum wage – is shown below.

Remuneration of the bottom-level employees (split into male and female staff) vis-à-vis the minimum wage
2018 2017 Change y/y
Female 190% 200% -10 p.p.
Male 190% 200% -10 p.p.

During the recruitment process as well as when taking promotion-related decisions, the candidates’ salaries are consulted with individual business partners. The practice is intended to counteract the unjustified remuneration differences. At the same time, there is a simplified management structure with the expert career path aimed at expanding the employee development options. It enable systematic promotion of employees and remuneration increase.

Remuneration of the bottom-level employees vis-à-vis the market*
2018 2017 Change y/y
Bank/Market 125% 143% -18 p.p.

*base remuneration against the banking sector

  • [401-2]
    Benefits provided to full-time employees that are not provided to temporary or part-time employees
pracow pracow

Sound base salaries are complemented with an attractive fringe benefits package like:

  • extra days off due to child birth or wedding (more days off than provided for by the state law),
  • 5 extra days off a year for the parents of children with the certificate of disability,
  • extra 2 days off for employees taking care of the disadvantaged family members,
  • the possibility of using the sabbatical (a longer break in work for recuperation or training),
  • option to work from home,
  • option to use 8 hours every year for voluntary service activity,
  • medical care, employee pension programme and group insurance schemes, and
  • cafeteria plan.

Cafeteria plan

From January 2018, we introduced a cafeteria plan whereunder we offered access to sports cards and a flexible offer of benefits. All employees are covered by the cafeteria plan and the number of points awarded depends on the employee’s remuneration level.

Employees can choose in the online system from a wide range of products such as cinema or theatre tickets, weekend or annual vacation, they can also shop in sports stores or bookstores. The offer on the platform is constantly developed, and employees can themselves report potential suppliers whose products they would like to see in the system.


As of January 2018, we have the Sabbatical program aimed at enabling employees to rest from work. Employees make take advantage of the programme:

  • one month – every 3 years,
  • three months – every 5 years and
  • six months – every 7 years.

After returning from Sabbatical, the employee is guaranteed a return to the current position with the current remuneration. Throughout the year 2018, 10 people have already used the programme.

A package of disability-related benefits

The Bank’s Management Board made the decision to introduce in 2019 monthly permanent supplements financed from the in-house social benefits fund for employees with a moderate or severe disability certificate and raising children with a disability certificate. The first payouts will be effected in January 2019.

In addition, we offer the opportunity to take advantage of an additional 2 days off from work for employees with a slight degree of disability and taking care of the closest relatives (spouse/partner, parents, parents-in-law, and grandparents) with a certain degree of disability.

Employee Referral Programme

We have introduced the Employee Referral Programme in our BankBank when capitalised means ING Bank Śląski S.A.Bank when capitalised means ING Bank Śląski S.A. because we want to use the network of our employees’ contacts and together build the future of ING.

The BankBank when capitalised means ING Bank Śląski S.A.Bank when capitalised means ING Bank Śląski S.A. is primarily people. We want employees to be able to shape our workplace and influence who we work with. We care primarily about the knowledge and experience of people who work here. By launching the program in mid-2018, we hired 31 people on employees’ recommendations.

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