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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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Integrated Annual Report
of ING Bank Śląski S.A. 2019

Diversity and equal chances

“At ING we promote diversity – not only because it is proper to do so. We promote diversity because we cannot deliver on our strategy without it.” – so starts the ING Diversity Manifesto which we adopted in 2016. We believe that taking various perspectives drives innovativeness, boosts growth and helps one in taking proper decisions and achieving better results.

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With this Manifesto, we want to show that we are open and responsible and that our intention is to stimulate creation of culture that is based on mutual respect. We want to be a workplace where all can feel themselves. The experiences stemming from, inter alia, the gender, age, origin or religion differences enable us to face up to challenges.

In 2016, we approved the diversity strategy for the years 2017-2019 which covers the care of diversity in terms of gender, experience, education, employment of women in managerial positions. In 2019, we focused, inter alia, on promoting effective management of different generations in the organisation and raising employees’ awareness of diversity and inclusion. We organized Diversity and Inclusion Week under the motto “Everyone is welcome here as they are. Consider this as our promise.” During the event, we focused on topics related to many dimensions and aspects of diversity, including disability, unconscious bias, generations and parenting. Workshops with inspiring people, lectures, articles and competitions were waiting for employees. One of the meetings was moderated by Jasiek Mela who told his story including how to overcome one’s own limitations and convinced the participants that ” ‘it is impossible’ is just an excuse”. Additionally, there were lunch&learn sessions, which are an open forum to share knowledge and experiences related to diversity.

ING is consistently implementing the adopted Diversity Strategy. The confirmation of good practices in this respect is the fact that ING Bank Śląski joined the group of signatories of the Diversity Charter. The Diversity Charter is a written declaration signed by employers undertaking to implement equal treatment policies and diversity management at work. To date the Charter has been signed by 250 organisations – companies, town halls and universities The Diversity Charter is an international initiative supported by the European Commission. The Responsible Business Forum in the co-ordinator of Charter-related activities in Poland.

The Bank was also included in the first edition of Diversity&Inclusion Rating. Diversity&Inclusion Rating is a new initiative of Responsible Business Forum, which was developed jointly with Deloitte experts. It brings together actors who draw strength from different dimensions of diversity, allows the assessment of a company’s level of maturity in diversity management and an inclusive organisational culture, and is also a summary of activities in this area. The questionnaire that was completed by the companies consisted of 4 parts: the rudiments of management, Programmes and activities, commitment building and performance indicators.

  • [405-1]
    Diversity of governance bodies and employees
  • [405-2]
    Ratio of basic salary and remuneration of women to men
Headcount structure and ratio of basic salary of women to men
Female Male Salary ratio
Senior management staff 9 25 113%
Management staff 225 202 95%
Junior management staff 159 160 94%
Specialists 4,903 2,212 97%
Other employees 184 56 100%
Senior management staff 10 26 108%
Management staff 221 194 100%
Junior management staff 188 166 95%
Specialists 4,964 2,150 92%
Other employees 123 44 100%
Senior management staff 10 22 98%
Management staff 227 197 95%
Junior management staff 180 159 97%
Specialists 4,969 2,091 97%
Other employees 145 32 100%


One of the elements of the strategy defined for the years 2017-2019 in the diversity policy is to take measures to eliminate the gender pay gap. The basic assumption in this aspect is to conduct a transparent remuneration policy that ensures equal treatment for all employees. In 2018, we conducted an in-depth analysis of employees’ remuneration in the context of gender, which included criteria such as pay grade, absences related to parenthood, seniority, evaluation and results achieved, and the number of promotions. The analysis showed no statistically significant differences in the remuneration of women and men.

  • [405-1]
    Diversity of governance bodies and employees
Total workforce by gender and age group
2019 2018 2017
Senior management staff 34 36 32
Below 30 years of age 0 0 0
From 30 to 50 years of age 20 24 25
Above 50 years of age 14 12 7
Management staff 427 415 424
Below 30 years of age 0 0 3
From 30 to 50 years of age 342 344 359
Above 50 years of age 85 71 62
Junior management staff 319 354 339
Below 30 years of age 3 4 5
From 30 to 50 years of age 254 294 280
Above 50 years of age 62 56 54
Specialists 7,115 7,114 7,06
Below 30 years of age 987 992 1,023
From 30 to 50 years of age 5,121 5,178 5,122
Above 50 years of age 1,007 944 915
Other employees 240 167 177
Below 30 years of age 137 78 78
From 30 to 50 years of age 86 74 79
Above 50 years of age 17 15 20
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Parents at work

  • [401-3]
    Parental leave

We attach particular importance to special protection of permanent employment of the employees returning from the parental leave. We also support those who become parents in their new role. At the beginning, we provide them with information about the rights and privileges they are entitled to, and then we pay out a one-off newborn allowance. Male employees of our Bank use a paid two-week paternity leave. They can do so until their child becomes 2 years of age.

Parental leave returns

Retention ratio for employees returning from the parental leave (percentage of persons eligible for parental leave who returned after the parental leave and continued to work for at least 12 months afterwards)*
Female Male Total
2019 99.0% 98.4% 98.9%
2018 99.7% 100.0% 99.7%
2017 98.0% 100.0% 99.0%

* Save for the persons for whom the temporary contract of employment came to an end or who tendered resignation letters themselves.

Parental leave returns

The Employee Pension Programme is a solution whereby the Bank enables employees to jointly and voluntarily accumulate extra funds for future pension.

The programme is designed for all employees who have been hired for the period of at least 3 months. You just need to file a participation declaration. The Bank finances the basic premium of those employees who decided to enrol for the Programme; the premium is invested in selected mutual funds. With the programme, one can also systematically invest additional own funds. The account balance can be viewed via the online application. Upon acceding to the Employee Pension Programme, ING Bank Śląski S.A. each month pays in to an individual employee register the premiums which build up extra capital for the future pension.

We aim to keep the employee participation in the Employee Pension Programme at over 60%. The target performance was as follows:

  • in 2017: 70% of employees participated in the Employee Pension Programme,
  • in 2018: 77% of employees participated in the Employee Pension Programme,
  • in 2019: 77% of employees participated in the Employee Pension Programme.

Under this form of saving for future pensions, the Bank finances for the employees, who have joined the scheme, the basic contribution of 3.5% of their salary. Due to the rules of the EPP Programme, which were beneficial for the employees, the bank did’t need to launch the Employee Capital Plans Programme.

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