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In accordance with TAURON Group’s Diversity Policy (hereinafter: Diversity Policy) adopted in 2017, diversity and openness are an integral part of business operations. The Group applies the policy of equal treatment and seeks to ensure diversity in terms of gender, educational background, age and professional experience in relation to all employees. The Diversity Policy is also applied in the cooperation with the external partners of the Group, i.e. companies, universities, schools or other business entities.

Due diligence procedures and internal regulations

The due diligence procedures in place under the Diversity Policy include first and foremost activities aimed at:
  • developing the work environment based on respect, openness, reliability (integrity) and fairness (justice),
  • respecting diversity, in particular in terms of gender, education, age and professional experience,
  • building organizational culture open to diversity, based on the corporate values: Partnership, Development and Boldness (PRO),
  • preventing discrimination by fostering adequate work atmosphere as well as building and strengthening positive relationships among the personnel.
  • supporting employee initiatives related to equality practices at the Group’s Subsidiaries,
  • activities that support work-life balance,
  • equal treatment of employees in the hiring process and prohibition of discrimination.

As part of the employee related issues, supporting the implementation of the directions set by the Diversity Policy, in combination with the strengthening of the culture of equal treatment irrespective of age, gender, appearance, disability, views or beliefs and ensuring equal opportunities in terms of compensation or professional development, there are regulations in place ensuring fairness and objectivity with respect to work organization and compensation, e.g.

  1. TAURON Group’s Policy of Compliance with the Principles of Ethics and Counteracting Mobbing and Discrimination,
  2. Policy of Respect for Human Rights defining the principles of respect for human rights and actions taken to prevent the violation thereof and promote an atmosphere of dignity and mutual,
  3. training and competence development programs that encourage and support the creation of an atmosphere for the development of each employee,
  4. regulations to ensure fairness and objectivity in the organization of work and compensation, including, among others:
    • TAURON Group’s Compensation Principles,
    • TAURON Group’s Human Capital Management Policy,
    • regulations with respect to benefits (entitlements),
    • flexible forms of work time and ability to work remotely, as well as solutions dedicated for women, ensuring equal opportunities for them and support in combining professional life with private life, e.g. reduced working time for pregnant women.
  5. TAURON Group’s Recruitment Principles,
  6. TAURON Group’s Competence Model.

Actions taken and results achieved

By implementing its Diversity Policy TAURON Group is seeking to provide the work environment based on respect and fairness (justice), within which each employee may fully realize his or her individual potential. TAURON is building a culture of respect for diversity and the independence of each employee. This goal is achieved through the implementation of numerous training programs that foster the development of each employee’s competencies, as well as a number of initiatives to strengthen the physical and mental condition of the employees.

The most important among them include:

  • promoting the passions of TAURON Group’s employees as part of displaying respect for human rights, respect for diversity and counteracting discrimination. Since June 2022, a special supplement has been published weekly in the regional newspapers and on the Intranet, describing the activities, passions, experiences as well as a lifestyle and life philosophy of selected Group’s employees – the effect of the initiative is an increase of the integration and a sense of identity with the company,
  • the „Mom Works” program, which is targets women employed by TAURON Group whose children are under the age of six and pregnant women. Those who join the program have the opportunity to undertake work duties outside of their work place. In addition, for the period of pregnancy, a woman can shorten her working hours by two hours a day, while maintaining her salary. There is also a possibility of taking advantage of an individual work time schedule, depending on the nature of the tasks performed in the given position. Moms who are still on a parental or child rearing leave receive a newsletter containing information on the life of the company, allowing them to stay in touch with the work place. The goal of the program is to increase the work comfort level of the future and current mothers and facilitate their return to active professional work. The program is expected to increase the number of women returning to work after child birth, allowing them to adjust their working hours more flexibly to their needs. It is also intended to ensure that women do not lose touch with the organization during their absence due to a maternity or child rearing leave. The percentage of women returning to work after a parental leave, as well as the retention rate, is presented in Table no. 68.
  • Manager Forum at the TAURON Obsługa Klienta (Customer Service) subsidiary. The activity was dedicated to the representatives of the management staff at all levels of management. The goal of the initiative was to expand knowledge, develop skills and strengthen attitudes aimed at appreciating the potential of diversity in a team work. Leaders were invited to participate in the webinars and workshops covering such topics as dealing with difficult emotions in a team, how to build psychological (mental) safety in a team, important aspects of strengthening employee engagement in remote work, building mental toughness, managing people in a VUCA and BANI world. The key message of the initiative was to highlight and appreciate the potential of diversity in a team work – with a special focus on such aspects of diversity as age, knowledge or experience,
  • bridging the gaps in access to the profession – more and more traditionally male jobs are being performed by women,
  • social dialogue and active cooperation with the trade unions, as well as the Agreement on the Cooperation as part of the Social Dialogue dated September 13, 2016 in force, concluded with TAURON Capital Group’s Social Council. The number of meetings with the trade union organizations at the Group’s subsidiaries and the percentage of employees covered by the collective bargaining agreements are presented in Table no. 69,
  • meetings with managers, related to the knowledge and age management, were held at TAURON Polska Energia. The meetings were aimed at discussing the issue of competence management with respect to the needs of the changing energy industry and business areas. The effect of these meetings was to provide the managers with a matrix for diagnosing competencies in teams, which will allow them to respond on an ongoing basis to the challenges of the economy and labor market, taking into account such megatrends as silver economy and industry 4.0.

343 persons took advantage of the internship and apprenticeship programs organized at TAURON Group in 2022. As part of the implementation of the Diversity Policy, several foreigners were among the interns. The detailed description of the above activities and projects is provided in section TAURON Capital Group’s Human Capital Management Policy.

Risks that may have an adverse impact on the application of the Diversity Policy related to TAURON Group’s operations:

The risk areas related to non-compliance with the principles of the Diversity Policy include:

  • occurrence of the cases of mobbing and discrimination, in particular due to age, gender, education, origin, race, in particular with respect to the equality of the rules of compensation and promotion, as well as equal opportunities with respect to access to training,
  • increase in the social unrest related to the unequal treatment,
  • increasing employee turnover,
  • occurrence of a competence gap,
  • loss of the external image and trust in the TAURON brand.
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Parental leave at TAURON Capital Group in 2022

TAURON Group’s


Women Men
Percentage of returns to work 82% 46% 94%
Retention rate following a parental leave 81% 76% 82%
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Number of meetings with the trade union organizations functioning at the Group’s subsidiaries and percentage of employees covered by the collective bargaining agreements

Results achieved 2022 2021 2020
Number of meetings with the trade union organizations functioning at the Group’s subsidiaries 291 315 334
Percentage of employees covered by the collective bargaining agreements 95.3% 95.7% 95.6%

Being aware of the positive impact of a diverse work environment on the knowledge and experience sharing processes, the breakdown of the workforce and the management board of TAURON Group by age and gender is presented in Tables no. 70 and no. 71.

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 ≤ 30 i.e. up to 30 years (inclusive)  above 30 up to 50 years (inclusive)  above 50 years <  ≤ 30 i.e. up to 30 years (inclusive)  above 30 up to 50 years (inclusive)  above 50 years <  ≤ 30 i.e. up to 30 years (inclusive)  above 30 up to 50 years (inclusive)  above 50 years <  ≤ 30 i.e. up to 30 years (inclusive)  above 30 up to 50 years (inclusive)  above 50 years <  ≤ 30 i.e. up to 30 years (inclusive)  above 30 up to 50 years (inclusive)  above 50 years <
Number of employees 185 2 535 9 641 13 379 25 740
0 80 105 35 1 328 1 172 894 5 186 3 561 1 383 6 596 5 400 2 312 13 190 10 238
women 0 28 16 6 289 149 462 2 606 1 506 33 277 354 501 3 200 2 025
men 0 52 89 29 1 039 1 023 432 2 580 2 055 1 350 6 319 5 046 1 811 9 990 8 213
(in reference to all of the company’s employees)
1% 10% 37% 52% 100%
Share in percentage (in reference to the number of employees in the given employment category)
TOTAL 0% 43% 57% 1% 53% 46% 9% 54% 37% 10% 49% 41% 9% 51% 40%
women 0% 15% 9% 0% 12% 6% 5% 27% 16% 0% 2% 3% 2% 12% 8%
men 0% 28% 48% 1% 41% 40% 4% 27% 21% 10% 47% 38% 7% 39% 32%

 ≤ 30 i.e. up to 30 years (inclusive)  above 30 up to 50 years (inclusive)  above 50 years <
Number of Management Board employees 54
TOTAL 0 25 29
women 0 2 3
men 0 23 26
Composition of the Management Board in percentages broken down by age and gender [%]
(percentage share versus entire Management Board) total 0% 46% 54%
(percentage share versus all women in the Management Board) women 0% 40% 60%
(percentage share versus all men in the Management Board) men 0% 47% 53%

Diversity policy with respect to the Management Board and the Supervisory Board

The Company does not have in place a diversity policy with respect to the Management Board and the Supervisory Board in terms of the minority participation in the given body at a level of not less than 30% (according to the Set of Best Practices for the Companies Listed on the Warsaw Stock Exchange 2021).This is due to the solutions in accordance with the Act of December 16, 2016 on the Principles of State Assets Management according to which the appointment of the members of the Management Board is possible after completing a qualification (recruitment) procedure, the purpose of which is to check and evaluate the qualifications of the candidates and select the best one. In the case of appointing the members of the Supervisory Board, the minister responsible for exercising the rights of the State Treasury shares has the statutory right to appoint a majority of the Members of the Supervisory Board.

The General Meeting, aiming to strive to ensure the diversity with regard to women and men in the composition of the Supervisory Board, has adopted the amendments to the Regulations of the Company’s General Meeting by, among other things, adding in § 24, section 5 that reads: „The persons making the decisions with respect to the election of the members of the Supervisory Board should ensure the comprehensiveness of the body by electing as its members persons who ensure diversity, allowing, among other things, for the achievement of the target ratio of the minimal minority participation set at not less than 30%”.

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