Diversity policy

In 2021, the Diversity Policy was adopted at PKN ORLEN S.A. by way of an internal regulation. The document formalises the Company’s long-standing commitment to promoting the idea of diversity.

GRI Disclosures:


  • Goal 5
  • Goal 10


  • 103-1
  • 103-2
  • 103-3

By pursuing numerous diversity projects, the Company reaffirms its commitment to openness while recognising the inherent potential of diversity. However, there is no formal document governing diversity at the level of the PKN ORLEN Management Board and Supervisory Board. The Company presents the diversity indicators for the supervisory and management bodies within the Group on an annual basis.

At PKN ORLEN, matters related to diversity management are additionally governed by the following documents applicable at the Company:

  • PKN ORLEN Work Rules;
  • The ORLEN Group Code of Ethics ;
  • Collective Bargaining Agreement of PKN ORLEN,
  • ORLEN Group Human Resources Management Policy,
  • CSR Strategy for PKN ORLEN (where it pertains to development and diversity management),
  • PKN ORLEN’s Disability Employment Policy,
  • Policy for Supporting Employees in Difficult Personal Circumstances;
  • PKN ORLEN’s well-being policy,
  • Separate internal organisational document on the Family Friendly Employer programme.

Objectives of the diversity management include:

  • equal treatment in employment and non-discrimination,
  • respect for diversity,
  • management of cultural differences,
  • readiness to employ people facing social exclusion or threatened with marginalisation on the labour market, facilitating their employment in ORLEN Group Companies and thus increasing the employment rate of the people with disabilities,
  • supporting employee initiatives related to labour equality practices,
  • remuneration and bonus policy,
  • standards of employment and remuneration of seconded workers, i.e. expats and inpats,
  • adapting the workplace to the needs of employees (e.g. people with disabilities, breastfeeding mothers),
  • supporting people in a difficult life situation,
  • work-life balance programmes.

In addition, the diversity policy of PKN ORLEN is also implemented through:

  • provision of training in diversity management,
  • awareness raising campaign about disability in the workplace, including information and consultation meetings for employees of PKN ORLEN and other Group companies, and an expert consultation service, employee volunteering,
  • considering diversity aspects in HR processes and tools (e.g. recruitment, training and development, remuneration) and in shaping the organisational culture,
  • workshops for expats in cultural differences management,
  • regularly surveying employees on job commitment and satisfaction,
  • appointment of a team tasked with coordinating efforts to counteract workplace harassment and bullying (Anti-Harassment Committee appointed by the employer to consider grievances related to workplace harassment and bullying),
  • appointment of the Ethics Officer for reporting breaches of the ORLEN Group Code of Ethics (also regarding discrimination, harassment and bullying),
  • appointment of the Human Capital Committee to give opinions, approve/submit for approval by the PKN ORLEN Management Board and monitor the observance of the ORLEN Group Code of Ethics, and in particular to examine material breaches, take corrective actions, issue guidelines and consider important ethics-related issues.
  • signing a declaration of cooperation between the State Fund for Rehabilitation of Persons with Disabilities and PKN ORLEN, which initiated activities aimed at employing people with disabilities in the Group.
DBB_4352 DBB_4352

Composition of governance bodies and breakdown of employees

2021 2020
Management Boards of ORLEN Group
companies by gender, including:
Women [%] 14 15
Men [%] 86  85
Supervisory Boards of ORLEN Group
companies by gender:
Women [%] 31 36
Men [%] 69 64
Management Board – age structure,
below 30 [%] 1 1
30-50 [%] 66 70
over 50 [%] 34 29
Supervisory Board – age structure, including:
below 30 [%] 3 1
30-50 [%] 69 70
over 50 [%] 28 29
Employees – employment structure by age, including:
below 30
Managers [%] 1 1
Non-managers [%] 99 99
Managers [%] 12 12
Non-managers [%] 88 88
over 50
Managers [%] 11 11
Non-managers [%] 89 89
Employees – employment structure by gender, including:
Managers [%] 9 8
Non-managers [%] 91 92
Managers [%] 11 11
Non-managers [%] 89 89

See also

Search results