Responsible organisation 3.1 Diversity and inclusion

    organisational culture in Zabka group - learn more about diversity and inclusion in our company

    Why is this important?

    Polish employees are ever more frequently looking for a workplace at which their authenticity is appreciated and where they will be able to grow without compromising on their own identity. In 2020, Poland was only 24th on the EU’s Gender Equality Index, which is significantly lower than the average of other EU members.. This change requires initiatives and involvement from many sides, including business, which can counteract social inequality by building an inclusive organisational culture. Ensuring equal opportunities and managing diversity at the workplace translates into effectiveness of activities, attracts talent and contributes to additional value for the organisation and its stakeholders. At the Żabka Group, we respect the individual nature and uniqueness of each employee, and we perceive diversity as an opportunity to develop and strengthen the advantages of our company.

    Our contribution

    As a large organisation operating in all regions of Poland, we have an impact on the everyday lives of thousands of workers We employ more than two thousand people directly and maintain more than 45,400 indirect jobs throughout the country. We build an organisational culture that is based on values and on the engagement of employees. By relaying on our diverse experience and competence, we are able to meet the ambitious business challenges we face. In order to achieve the strategic goals and develop the solutions we offer as part of the convenience ecosystem, we need people who are focused on identifying solutions and who are driven by curiosity – they must be innovative and open to the needs of modern consumers. We are also engaged in partnerships promoting diversity and inclusiveness in the workplace. The Diversity Charter is one of such undertakings. It is an international initiative under the auspices of the European Commission, obliging us to promote diversity and build an inclusive organisational culture. By joining the partnership in 2021, we declared we would combat discrimination in the workplace and promote a culture of diversity among our employees and co-workers. We create diverse teams promoting ingenuity and a fresh approach. By relying on creativity, cooperation and commitment, we create unique solutions for our customers.

    What have we done so far?

    In 2021, we implemented the Equity Policy defining our approach to strengthening diversity and building an inclusive organisational culture. Our commitment to promoting diversity is manifested, among other things, in ensuring equal access to training in order to boost competence and, consequently, careers. Our approach to equality requires also that the gender pay gap be bridged. We commenced the EQUAL-SALARY certification process by passing the quantitative analysis stage. We have also been working on developing a flexible and efficient working model that takes into account the needs and opportunities related to remote work and work in the office. We have invited our employees to participate in the “Remote Team Scan” study based on which our hybrid work model was established. This is an important change that opens up new opportunities for growth, for changing the existing organisation of the office, for attracting new, talented workers and for increasing the diversity of the team. We have also continued the tradition of Praising Days — exceptional days during which we praise each other, in a creative and funny manner, and thank ourselves for our daily work and support. We appreciate our achievements on a daily basis, but we also know how important it is to appreciate our joint efforts, commitment and the work required to turn our objectives into reality. These activities allow us to support the achievement of the strategic objective — increasing the level of our employees’ engagement. In the 2021 Gallup study, we achieved a score of 4.30 that was 0.06 higher than the one obtained the year before. The engagement score reflects the degree to which the staff identify with the organisation, its values and mission. In a dynamically changing environment, such as the Żabka Group, we regularly survey the experiences of our employees by means of pulse studies. The score from the last survey conducted in 2021 equalled 59 points and was 1pp higher than the year before.

    „As an organisation, we perceive the people we hire, or we already have in our ranks, taking into account 3 elements: motivation to develop, competence, and experience. However, it must be remembered that these are only some of qualities required to build equality and inclusiveness. In order for our approach to be complete, we must look at humans as a whole, and not just as employees. That is what this entire area is actually dedicated to. In other words, it can be said that by creating an equal and inclusive organisational culture, we are answering the question of whether our people can devote their entire personalities to the organisation, whoever they are.”

    Katarzyna Zabratańska
    Equity and Inclusive Organisational Culture Manager

    „In the Żabka Group, we make sure that all employees, regardless of their gender, are equally compensated for the same work. In 2021, we implemented the Equity Policy to support equal opprtunities regardless of gender. In order to validate our approach, we have applied for an external EQUAL-SALARY certificate. Its purpose is to verify whether individuals working at Żabka receive the same pay regardless of gender. We have successfully completed the quantitative analysis stage. We are now facing the qualitative analysis, after which we will obtain the certificate.”

    Paweł Brzóskowski
    Rewards Manager

    Selected activities

    Our Policies in this area

    Equity Policy
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    Responsibility Report 2021