Our approach
Reinforcing the organisational culture
We are constantly evolving and introducing new initiatives to increase the level of our employees’ engagement. To measure our progress, we conduct a Gallup Q12 survey that includes all our employees and co-workers. The engagement score reflects the degree to which the employees identify with the organisation, its mission and values. In this year's edition, we decided to combine the engagement survey with the inclusivity survey, as we want to look after the area of organisational culture in a comprehensive way. Each year following the annual engagement survey, all managers, together with their direct reports and supported by a dedicated HR team, analyse team results and identify specific Q12 survey items for discussion and action. The team report serves as a road map for managers to plan the conversations they need to have with their teams and understand the meaning behind the numbers. Gallup’s questions create a framework that helps us understand what should be done to create a more conducive work environment where everyone can develop their talents and work with passion.
ESG reporting and communication with stakeholders
How do we improve our ESG reporting?
Why does implementing our Responsibility Strategy pay off?
Why is transparent communication important?
We base our non-financial reporting processes on the latest technologies and best international standards. This is because the credibility and transparency of all information we disclose are key strategic aspects of our stakeholder communications. ESG performance has an increasingly important influence on cooperation with financial institutions who are seeking to allocate their capital to companies that are driving their businesses in a sustainable manner.
Securing our digital operations
Responsibility is permanently inscribed in the DNA of the Żabka Group. The third pillar of our Responsibility Strategy, which is the Responsible Organization, sets our direction of action in terms of data security and regulations implemented in this area. Ensuring cybersecurity is a key aspect of our digital transformation - a process of critical importance to us, our customers, and also business partners.
Highest standards from the beginning
Caring for the security of our ecosystem's customer data starts at the stage of developing our systems and applications, such as Żappka, Maczfit, Dietly, Jush, and Delio. We create them exclusively based on the highest standards, and each product undergoes rigorous security testing before being launched into production. As the first retailer in Poland, we also implemented a Bug Bounty program, ensuring that our systems and applications are continuously tested by a global community of security researchers.
Within the Żabka Group, we have adopted a uniform approach to monitoring the security of our infrastructure, key systems, and the safety of our employees. We use the best tools available on the market, and active monitoring is carried out by a dedicated Security Operations Center (SOC) team, which operates continuously.
The aim of the Information Security Policy, which we implemented in 2023, is to ensure that employees and IT service and equipment suppliers, who have access to our systems and infrastructure, consistently understand the rules and procedures for using information technology, taking into account data security principles. We understand security as maintaining the appropriate level of three key attributes, which are confidentiality, integrity, and availability. By defining the basic principles and guidelines for data security in our IT ecosystem, we minimize the risks associated with their leaks.
Education and engagement
We care about a deep and common understanding of the importance of data security, therefore, since 2022, we included cybersecurity training in the catalogue of mandatory training at Żabka Polska. In the following years we also implemented this approach in Maczfit and Dietly, with the intention of extending it to the entire Group in 2025. We want all our employees to be aware of the high importance of data security in our IT ecosystem, so we set ourselves the goal of training 100% of our Żabka Polska employees in this area - so far, 99% of them have completed the training. Cybersecurity education includes methods of protection against computer and social engineering attacks, data storage security on external readers, safe use of Wi-Fi and remote access to company resources, as well as IT security requirements in the organization.
Additionally, besides training, we have introduced a range of other activities, including events during the security month. In 2024, we communicated best practices in security and mechanisms functioning in this area within the company and organised a contest with prizes. The highlight of the security month was a webinar conducted by an expert from Microsoft, who discussed the risks associated with AI.
The next step to increase security levels and raise employee awareness was the implementation of a mechanism for reporting suspicious emails and measuring employees' susceptibility to social engineering attacks. Thanks to our efforts and employee engagement, we managed to reduce the susceptibility rate to such attacks to nearly 6%. Currently, this system operates within Żabka Polska, Maczfit, and Dietly, and soon it will also include, Lite, Froo Romania, and DRIM Daniel Distribuţie.
We also take care of proper data security, using a system compliant with the ISO27001 standard, concerning the creation, maintenance, and development of information security management systems. The certificate confirming its compliance is already our fifth ISO certificate, next to those previously obtained for ISO 9001, ISO 14001, ISO 22001, and ISO 50001 standards, which together form an Integrated Management System.
Occupational safety and health at Żabka
At Żabka, we prove every day that taking preventative action is the best basis for creating a safe working environment. In the words of Żabka Group’s Health and Safety Director Robert Żmudzki, ‘We consistently focus on proper education and prevention. Therefore, in 2024, we have continued to implement initiatives that, through employee awareness and prevention, support us in our overarching goal of minimising workplace accidents.’
We have always taken this subject very seriously. All employees of Żabka Polska, Żabka Property Fund, Żabka Automatic Logistics, and Żabka Nano, as well as all individuals employed through temporary employment agencies, interns, trainees hired under civil law contracts, and students engaged under vocational training agreements, undergo health and safety training during the onboarding phase for their respective positions.
Our OHS Committee meets on a regular basis and is attended by the Management Board member responsible for our People Strategy. Topics discussed include issues around the company’s internal safety and hygiene management system. The meetings primarily focus on analysing working conditions and collaborating on the fulfilment of responsibilities related to ensuring occupational health and safety. Committee sessions are held at least once per quarter and are attended by health and safety employee representatives from each location.
2024 is also the year in which we underwent another recertification of our management systems, including the ISO 45001 Occupational Health and Safety Management System. Continuous process improvement and building awareness among employees and supervisors to minimize the risk of accidents is our primary mission.
Consistent education
In 2024, we continued our existing approach in our most mature organizational unit, Żabka Polska, and regularly surveyed employees undergoing training to tailor the educational materials to their needs. After completing general health and safety training, supervisors of newly hired employees receive our ‘OHS Starter Kit’, which serves as the basis for conducting dedicated on-the-job instructions. To ensure continuous access to health and safety information, employees also have access to the ‘OHS Knowledge Compendium’ tab on the intranet, which contains all necessary procedures and instructions. Additionally, as part of the 'ZDROwiedzący' (Health Knowledge) project in 2024, we published further educational materials on the intranet for employees, covering topics such as safety during cold water swimming and procedures in case of choking.
Żabka Polska employees underwent 1,633 occupational health medical check-ups during the year. To make sure they can take the best possible care of their health, we also provide them and their families with access to subsidised private medical services. Close to 2,000 employees took advantage of this opportunity in 2024.
To ensure immediate assistance in the event of an accident in the workplace, we regularly organise on-site training courses on first aid. The training sessions totalled 1,128 hours, with 284 members of rescue teams trained as a result.
Because we understand that supervisors shoulder a great deal of responsibility for safety at work, we have developed a project called Świadomy Przełożony (Aware Supervisor), in which we make sure they have the training, support, advice and additional materials they need.
And, to protect mental health of employees and their families, we have created the Employee Assistance Programme (EAP). This goes far beyond psychological support and includes advice on financial and legal matters too. People can get help via a dedicated helpline and app, with no restriction on number of times they may use it. During the last year, 3% of eligible employees have benefited from the programme.
Efforts to minimise accidents
At Żabka Polska we recorded 24 accidents at work in 2024, accounting for 5.6 lost time injury frequency rate (LTIFR) which is higher than last year's rate of 5.42. We identified the most common cause as being employees paying too little attention to the tasks underway. Preventative actions following our detailed analysis have included appropriate technical solutions as well as additional training. We have made every effort to keep our employees safe, not only by constantly improving mandatory health and safety trainings, but also through numerous measurements of working environment factors.
Focus on franchisees
Our focus at Żabka Polska wasn’t exclusively on employees. As Robert Żmudzki puts it, ‘The Franchisee's Handbook, which is a valuable compendium of knowledge for Żabka franchisees, also contains all the most necessary information regarding health and safety at work and First Aid’.
Other actions to support franchisees in 2024 included the development and update of multiple items, ranging from health and safety instructions and occupational risk assessments to an occupational disease register and an accident register, a list of equipment for first aid kits and a workwear allocation card. Instruction templates were placed on our development platform and intranet for franchisees. This ensures not only compliance with formal requirements but also raises awareness – and consequently – improves safety. All in line with the motto we follow every day: ‘Aware = Safe’.
Quality management in the value chain
ISO compliant standards
To uphold the highest standards within our most mature business unit, Żabka Polska, we have implemented and continue to maintain management systems aligned with ISO 22000 (since 2015), ISO 14001 (since 2018), ISO 45001, and ISO 50001 (both since 2019), covering food safety, environmental protection, occupational health and safety, and energy management. The procedures and solutions implemented as part of the Integrated Management System guarantee our effectiveness in the areas covered by the standards mentioned above, which was confirmed in 2024 by over 90 internal audits.
We expect our suppliers to implement and certify quality and food safety management systems. A business partner who has not implemented such a system or is a supplier of own brand products shall be qualified, in accordance with the Quality Qualification Manual in place, as a high-risk supplier and may cooperate with us only after undergoing a qualification audit whose assessment criteria are equivalent to the requirements of international standards for quality management and food safety. In the case of suppliers of own brand products who have implemented their own quality procedures, we shall audit their effectiveness before establishing a business relationship.
In 2024, we conducted 32 qualifications audits among own brand suppliers. Four of them received a negative result, but they committed to implementing the improvements we required, which was confirmed by successfully completed subsequent audits. We also periodically verify compliance with quality standards by means of announced and unannounced verification audits — in 2024, we carried out 72 audits of this nature. We are also conducting qualification audits with regard to suppliers of producers’ brand products, which in 2024 showed that two out of 14 verified suppliers did not meet the required quality standards, resulting in the decision not to establish cooperation with them.
Reporting of complaints
If any complaints are submitted or improper product quality is reported, we perform intervention audits at our business partners – in 2024, five such audits were conducted among suppliers, all of which involved own brand suppliers. Additionally, we regularly monitor the production processes of own brand suppliers. In 2024, there were 128 production supervisions. The introduction of additional controls is a response to the challenge of ensuring the highest quality of the food produced and is intended to reduce the number of recalls caused by quality defects. In 2024, we recorded two such events, one of which involved own brand products.
Safety and Hygiene+ certification
In 2024, we maintained the Safety and Hygiene+ certification system in our stores and distribution centres, which we had created as the first chain of stores in collaboration with TÜV Nord Poland. The system also covers suppliers of our own brands and franchisees operating stores under the Żabka brand. During the verification process, such areas as approach to safety and hygiene management in production processes, the organisation’s crisis management, requirements for subcontractors, infrastructure and the environment were verified. Conformity assessment was performed by auditing documentation, as well as production and storage premises, in order to verify the implementation of processes and to introduce crisis management procedures. The level of the employees’ awareness and their attitude were evaluated as well. In 2024, such reassessment and certification were performed at 38 of our own brand suppliers.
Data security
To ensure that we properly secure data in the organization, we decided to implement the ISO 27001 standards – an international standard regarding the requirements for creating, maintaining and developing information security management systems. Being aware of the importance of the information used and processed by the Company, we implement organizational and technical safeguards to ensure its protection. At the same time, being open to new solutions, we believe that ISO27001 certification naturally fits into our company's policy of maintaining credibility towards our clients, franchisees and contractors.
Our Policies in this area
ESG Data Collection Procedure describes the process of collecting and approving ESG data.
Human Rights Policy presents the internationally recognised human rights principles we expect our own workforce to acknowledge and comply with.
The Code of Conduct and Ethics for Employees is a tool that can support you when you are faced with a choice and want to make sure you are making the right one. The standards and guidelines set forth in the Code are to facilitate your everyday work and be a signpost for appropriate and ethical behavior, in line with Żabka’s values.
Given our values: Ambition, Openness, Responsibility and Credibility, Żabka Polska adopts this Equity Policy as its commitment to implement an equal opportunity culture. We recognize diversity and an inclusive organizational culture to be one of the strategic areas present in the Responsibility Strategy of Żabka Polska and its Responsible Organization pillar.
Selected activities
Taking action for a positive impact
Taking action for a positive impact
Launched in May 2024, Żabka’s ‘My Impact’ internal, educational campaign has not only made a significant contribution to employees’ awareness and understanding of the Responsibility Strategy that’s been integral to our wider business strategy for close to five years.
It has also encouraged them to participate in a wide range of activities that support implementation across its four central pillars: Sustainable Lifestyle, Mindful Business Impact, Responsible Organisation and Green Planet.
As Malwina Frydrychowicz, ESG Manager at Żabka, explains, ‘By implementing our Responsibility Strategy, Żabka as a whole and our employees within it can create value in economically, socially and environmentally sustainable ways that are soundly based on ESG principles. My Impact exists to make each employee aware that their work contributes to the Responsibility Strategy.’
Since My Impact’s launch, the company has engaged employees across its HQ, logistics centres and ‘Twoja Żabka’ intranet. Competitions were held based on the four pillars to attract attention and involvement, with attractive prizes at stake in the form of unique sweatshirts featuring prints of each pillar, for the winners to choose.
Gardening for good
Additional activities were also organised under each pillar to enable employees to actively support the Responsibility Strategy. Under Green Planet, for example, our people volunteered to clean the gardens of a social welfare home, while under Responsible Organisation we encouraged employees to compete to be recognised as the most bicycle-friendly company in Poznań.
When it came to Mindful Business Impact, employees helped to organise a picnic for children from two orphanages in Poznań, while under Sustainable Lifestyle they participated in workshops on how to prevent food waste.
In relation to sustainability, we aim to involve more than just our employees alone. Żabka’s over 9,000 franchisees also have a very strong role to play in implementing our Responsibility Strategy. As well as enabling them to read about their positive impact on delivering it in ‘Razem’ magazine, we’re focused on getting them directly involved through initiatives like our franchisee energy-saving challenge, our Naturally Together programme and the Żabka Entrepreneurship Academy.
Żabka Group: the second most-loved workplace on Planet Earth
Żabka Group: the second most-loved workplace on Planet Earth
Right across the world, there is only one workplace whose employees love it more than our people love Żabka Group. This is a key finding of a survey undertaken by Newsweek, one of the world’s most admired and respected media, in partnership with leadership development and research firm, the Best Practice Institute (BPI).
The Top 100 Global Most Loved Workplaces® 2024 brings together into a single list those companies across the world who score highest among their employees for placing respect, care and appreciation for their people at the heart of their business models. The ranking is based on the results of employee satisfaction surveys covering more than 2 million people working for companies with between 30 and 10,000+ employees.
In its write-up on the reasons for Żabka’s second place in last year’s listing, Newsweek stated: ‘Żabka Group believes that employee engagement drives company success, so there is a focus on keeping employees highly involved in decision-making and driving the future of the company. They've built a listening strategy around collaboration and idea sharing.’
One of the world’s best places to work…
Reflecting on the survey findings, Żabka Group Organisational Culture Manager, Judyta Pastuszka commented, ‘After six years of cooperation with the Gallup Institute on making our organisation one of the best places to work in the world, such a high position in the ranking fills us all with special pride. A place on the podium is a tribute to all of Żabka's employees, who create every day this most-loved workplace!’
This ‘silver medal’ builds on Żabka Group’s strong performance in the Gallup Exceptional Workplace Award 2024, when it was placed among the top 26% of the world’s companies in terms of creating and fostering an engaging workplace. As Judyta Pastuszka continued, ‘Our organisation is made up of people who want a role to play in shaping the world around them, and it’s this commitment that’s most clearly reflected not only in this result but also in our high position in the Polish and European convenience-store sector.’
‘Today and every day, we strive to build and strengthen a working environment that’s based on respect, collaboration and sharing experiences, meaning we can create innovations on an international scale.’
Commenting on the 2024 ranking, Newsweek Global Editor in Chief Nancy Cooper said: ‘As workplaces continue to shift, it’s clearer than ever that fostering collaboration, embracing a positive outlook, and aligning values are essential. The companies celebrated on the 2024 Global Most Loved Workplaces® list truly embody these principles. They show us that by championing respect and team-oriented outcomes, they’re not just building great workplaces, they’re shaping a brighter future for all.’
Running, jumping, peddling – how Żabka is a winning team
Running, jumping, peddling – how Żabka is a winning team
Everybody knows that regular exercise is essential for us all to be fit and healthy, making participation in sport an important way of supporting our physical and mental wellbeing. That’s why at Żabka Polska we believe in giving our employees every opportunity to get involved in a range of sports events.
In 2024 Żabka Sport Team took part in a series of public running events, including the global Wings for Life World Run. In this amazing event, all participants set off at the same moment, no matter where they are in the world. There is no finishing line: instead, at every site a driver sets off in a ‘Catcher Car’ 30 minutes after the start, overtaking runners and wheelchair athletes who drop out as they are passed.
Funding new treatments
All entry fees go to fund research into new treatments for spinal cord injuries, and with 200 entrants – including employees, franchisees and friends – we fielded one of the largest teams running in the Poznań event. And, by collectively running more than 1,400km, our team came 58th worldwide.
We were also a sponsor of the 16th running of the Poznań Half Marathon, providing provisions for 1,000 volunteers as well adding healthy snacks to children’s provisions and supplying fruit to help fuel the runners. We had 30 runners in the main event, as well as 30 children of our employees taking part in the Pho3nix Kids Run that was held in parallel with the main event.
More than 250 of our people also participated in the 2024 Poland Business Run, comprising 53 teams across eight events (in Poznań, Wrocław, Gdańsk, Gliwice, Radzymin, Zakopane, Romania and Greece). This was collectively the largest representation of any of the 1,700 companies who took part this year, all committed to raising money for people with mobility issues or who need support following a mastectomy.
Pedal power
Not all the events we supported during the year involved running. For example, we are now officially the Most Bike-Friendly Company in Poznań, following a competition sponsored by the city authority. Sixty of our employees took up the challenge and triumphed over more than 20 other Poznań-based companies to claim the title. We also came second in overall team classification in Poznań.
Finally, a team from our Logistics Centre in Radzymin came third out of 14 teams to win Bronze in the first-ever Charity Beach Volleyball Tournament. This was held in support of the Independent Robinsons Foundation, which works to empower young people at risk of social and professional exclusion.
Building engagement for a better business – for everybody!
Building engagement for a better business – for everybody!
At Żabka Group, we have understood for many years that if you have an engaged team at every level of the business, you’re more than halfway towards achieving all the success you’re looking for.
That’s why we are so committed to doing everything necessary to create an all-embracing sense of community that empowers us all to work together towards shared goals. Even better when we can combine such activities with physical exercise that has a positive impact on our wellbeing. And most importantly, by acting together, we can make a positive contribution to the communities around us.
Winning by collecting kilometres
An excellent example of the kind of engagement-building initiative is the kilometre-collecting campaign run by the team from Dietly, our online service that helps customers find the very best solutions to their dietary needs.
In June 2024, more than half of the 100 Dietly team members started ‘collecting’ kilometres by walking, running and cycling. Every kilometre covered was then converted into money for the SYNAPSIS Foundation, a wonderful organisation dedicated to helping autistic children and adults and their families.
According to Dietly’s Head of HR Dorota Daniuk, ‘We are so proud of what we achieved, and so happy to have been able to help such a great cause. Almost incredibly, our amazing people covered a total of 10,000 km under their own steam, with 30 individuals covering more than 100km to win a commemorative Dietly T-shirt. One person really smashed it, breaking the 1,000 km mark!
This was a brilliant example of the kinds of initiative that not only do so much to help those in need – it also embodies one of our values - collaboration. I cannot overstate the importance of such an approach: it’s an essential part of what we do.’
Why do we value equality and diversity at Żabka?
Why do we value equality and diversity at Żabka?
In the teams that make up our organisation, we value the ingenuity and fresh perspective that diversity of experience and skills brings. This allows us to meet the ambitious business challenges we set for ourselves. Our words are followed by specific actions. In 2021, we implemented an Equality Policy. Each year, we conduct an equality and inclusivity survey called the Inclusion Index. We ask people how they feel in the organisation in terms of gender, nationality, or length of service, which allows us to draw conclusions from what we have already done and plan even better actions for the future.
Our adopted pay policy ensures that everyone’s remuneration depends solely on their skills, achieved results, and impact on the organisation. As the first Polish company, in 2022, we obtained the Equal Salary certificate, confirming that our salaries are gender-neutral. We invest in education because without it we would not understand the directions in which we want to grow. Therefore, we give people the power to be part of this change.
Our actions are recognised worldwide. In the Diversity Leaders 2024 ranking published by the Financial Times, we ranked 21st, but that’s not all. We engage in various external initiatives such as the Diversity Charter and Target Gender Equity. We want to create a workplace where everyone feels good, uses their strengths, has the opportunity to grow and learn, and feels part of the team and the organisation. At Żabka, we believe that diversity is a force that drives our development and allows us to create better workplaces for everyone.
Becoming a leader among Europe’s most inclusive companies
Becoming a leader among Europe’s most inclusive companies
Żabka is officially one of Europe’s most engaging companies. And, according to the Manager for Corporate Culture, Judyta Pastuszka, now it has also been recognised as one of the most inclusive.
‘We feature in the top third of the list of 850 companies that made it on to the Diversity Leaders 2024 ranking by the Financial Times and Statista, which involved a survey of more than 100,000 employees across 16 European countries’ she says. ‘And of the 19 Polish companies that made the list, we ranked fourth – comfortably inside the top 25%.’
An inclusive culture
This builds on the company’s achievement of becoming the first in Poland to obtain Equal-Salary certification that proves that we support and practice equal pay in the workplace. As Paweł Brzóskowski, Rewards Manager emphasis ‘Diversity and having an inclusive organisational culture are key strategic areas for us at Żabka, meaning our daily decisions are guided by an approach to equality that’s based on objective, fair and unbiased evaluation.’
This extends far beyond gender alone. ‘We have an ongoing commitment to ensuring that everybody feels respected and appreciated, regardless of their age, gender, family situation or economic stats,’ Paweł adds. ‘To make this happen, we operate a wide-ranging programme of courses and events, including quality-inclusive training for all employees, anti-discrimination webinars, and inclusive leadership training for male and female leaders.’
Increasing everybody’s potential
The company is also involved in several external initiatives, including the Diversity Charter – an initiative of Responsible Business Forum that we engaged to by committing to put in place equal treatment policy and diversity management, as well as proactively preventing discrimination and harassment in the workplace – and Target Gender Equity – programme to support the development of gender equality targets and action plans. As Judyta Pastuszka explains, ‘All these efforts are aimed at creating and sustaining an organisational culture that recognises and increases everybody’s potential, all while building an environment that’s based on collaboration and shared experience.’
This is a great honour to be included in Diversity Leaders 2024, but we are aware that there is still room for improvement. As Judyta adds, ‘Now we have a challenge to move further up the table in 2025 and during the years ahead: that’s in line with our determination to continue improving yet further in every aspect of diversity leadership.’
Transparent communication of our ESG progress
Transparent communication of our ESG progress
New policies for suppliers
New policies for suppliers
We want the process of making products to have no negative impact on forests, soils, waters or animals, and that those employed in production are treated in a way that respects human rights by providing decent working conditions and preventing child labour.
We have taken steps to minimise the ecosystem impact of our own brand products, including coffee, tea, cocoa, soya, fish and seafood across our own brands ranges. Therefore, we implemented an Animal Welfare Policy and Policy of Sustainable Harvesting of Plant Raw Materials and Sustainable Fishing of Fish and Seafood. We have eliminated palm oil from our own brand products and in accordance with our Sustainable Palm Oil Policy - from 1 January 2023, 100% of producers brand products contain only palm oil from certified sources. We implemented Water Policy that sets out the rules relating to the reduction of water use and the protection of water resources and Waste Management Policy, by which we aim at reducing the amount of waste that is sent to landfills. We are conducting an analysis of our own operations to limit the risks of operational activities in areas in close proximity to critical biodiversity of global or national importance, which will See our policies conclude as Biodiversity Policy in 2023.
Our "Convenient and Responsible" report among the best sustainable development reports in the world
Our "Convenient and Responsible" report among the best sustainable development reports in the world
The "Convenient and Responsible" report for the year 2022 is already our fifth Responsibility Report prepared by us. The information found within presents a summary of selected actions implemented by the Żabka Group as part of our Responsibility Strategy. The report has been prepared in accordance with the latest non-financial reporting standard, the Global Reporting Initiative (GRI Standards), Sustainability Accounting Standards Board (SASB), and has undergone independent external verification.
The competition that assesses sustainable development reports is organized by Hallbars, an international organization that brings together talents from Europe and Asia, focusing on promoting readership of such reports. Over 1,500 sustainable development reports were submitted by companies and organizations from 94 countries. In 2023, particular emphasis was placed on the food and beverage sector. Out of 294 submissions from 51 countries, the best reports in the world were selected. The reports were evaluated based on their content, readability, and production quality.
We are the first Polish organization to receive the Gallup Exceptional Workplace Award
We are the first Polish organization to receive the Gallup Exceptional Workplace Award
The Gallup Institute is the world's oldest institute for public opinion research. The award is preceded by a comprehensive analysis that includes data from over 2 million employees employed in 276 organizations across 54 industries and 96 countries. Award recipients are organizations that create exceptional workplaces. According to institute data, as many as 72% of employees in award-winning organizations are engaged, while the global average reaches only 21%.
For the past five years, we have regularly measured the engagement and satisfaction of our employees. According to the latest Gallup Institute survey results, Żabka is among the top 23% of companies worldwide with the most engaging organizational culture, ranking at the 77th percentile among companies worldwide.
Engagement drives concrete business indicators. According to Gallup, organizations with high engagement also experience 41% less absenteeism, 59% lower employee turnover, and 10% higher customer engagement scores. Engagement levels also impact workplace safety. Companies that maintain high levels of engagement report up to 70% fewer safety-related incidents.
The Gallup survey is anonymous and includes all employees and associates of Żabka. The participation rate in the latest survey reached a record-breaking 92%.
Measuring engagement and inclusivity across the group
Measuring engagement and inclusivity across the group
According to Gallup Institute, our employee’s engagement level is five times higher than the average Polish company.
Behind our business success are several thousand committed employees, and franchisees. Together we have created an organisation based on standards of equal treatment and transparency, where every employee, co-worker and franchisee has equal opportunities and can openly talk about and implement their ideas. Achieving this requires an appreciation of many different needs and points of view, which is why we conduct the Gallup Q12 (measuring engagement level of employees) and Gallup Inclusion Index survey.
The Gallup questions are a framework for us to know how to create and improve our working environment. We analyse the data and prepare action plans to address issues that have impact on engagement and inclusion of our employees. As a result, we create a unique organisational culture, able to recognise the potential of everyone, while creating an environment for open collaboration and sharing experiences.
Żabka with EQUAL-SALARY certification
Żabka with EQUAL-SALARY certification
Żabka has become the first Polish company to receive certification from the EQUAL-SALARY Foundation, confirming that gender has no role to play in determining how much employees are paid.
The certification is based on UN guidelines and recognised by the EU. The awarding body is the Swiss EQUAL-SALARY Foundation, an independent non-profit organisation formed in 2010 to take a science-based approach to the inspection and certification of organisations’ payroll policies. As well as auditing salary data, the inspectors ran focus groups where employees could openly discuss their perceptions of equal pay. The certification therefore confirms the Żabka’s credibility in the eyes of the workforce as a true equal-pay employer. Żabka is naturally pleased with this recognition, as its values-based Payroll Policy is designed to ensure that employee remuneration depends entirely on an individual’s skills, the results they achieve and their impact on the organisation. The requirement for certification to be renewed after three years means the Group needs to continuously monitor and improve its salary processes.
We have received two CSR Leaves of a magazine “Polityka” and an award for good practices
We have received two CSR Leaves of a magazine “Polityka” and an award for good practices
For another consecutive year, the weekly magazine "Polityka" has awarded us the Golden CSR Leaf. Żabka has also received the Green CSR Leaf for the second time, which has been awarded since last year to companies whose key actions focus on reducing their negative impact on the climate. We were also recognized for our good practices in stores related to closing the resource loop. Only 5 organizations, including Żabka, out of 127 submissions, received all three awards combined.
The organizer once again appreciated the fact that we actively and consistently strive to minimize our negative impact on the environment by working on reducing the energy intensity of our operations, seeking low- and zero-emission energy sources, testing innovative green technologies, and encouraging consumers to make planet-friendly choices.
The Golden, Silver, and White CSR Leaves by "Polityka" have been awarded for the twelfth time based on the analysis of a survey filled out by companies, developed according to the guidelines of the ISO 26000 standard on the basic principles of social responsibility, and in reference to the European Standards for Sustainable Development Reporting and the latest ESG trends.
ESG-linked financing
ESG-linked financing
Modern business must be credible and transparent in its operation, and responsibility and trust are currently the most valuable assets.
Our goal is to plan the development of our entire organisation in a responsible manner. We have already signed six agreements related to sustainable finance instruments, and we are actively cooperating with other market participants in this matter. Financial instruments based on ESG goals are an additional motivation for us to meet our commitments and proof that we take these commitments seriously. All agreements contain the company’s commitments related to the implementation of selected, measurable ESG goals, consistent with the Responsibility Strategy announced by Żabka Group in 2021. The first aspect is decarbonisation with goals validated by Science Based Target Initiative, the second one related to good nutrition area, where we support our customers to make more informed choices. The progress in achieving the objectives set out in the agreement will be verified after the end of a given financial year by an independent assurance provider. If we fail to achieve specified targets within an agreed timescale, we will provide additional funding for activities supporting United Nations Sustainable Development Goals (SDGs).
Our commitment to transparent reporting
Our commitment to transparent reporting
Reporting on our ESG performance is a key aspect of our stakeholder communications and an essential way of building the credibility of the Żabka Group.
To ensure the highest standards of disclosure, we have prepared this, our fifth Responsibility Report, according to the latest Global Reporting Initiative Standards and the requirements of the Sustainability Accounting Standards Board (SASB). To ensure compliance and data reliability, we have procured an independent external verification in accordance with ISAE (International Standard on Assurance Engagements) 3000.
Having in 2020 become one of the first companies in Poland to publish a Climate Report, we have included this as part of this Responsibility Report, setting out our decarbonisation plan and reporting on progress against our science-based targets. Our approach has been rewarded in the past by prestigious awards. Our 2021 report was selected in the Hallbars Awards 2022 as one of the five best such disclosures in Central Europe.
Verification and certification of ESG activities
Verification and certification of ESG activities
In 2021, we underwent the external EcoVadis certification process again. After receiving the medal last year, we developed a remediation plan aiming to make our undertakings more professional. The said plan has been successfully implemented throughout the organisation. It has resulted in a significant increase of scores in all areas subject to assessment. Twenty-one criteria divided into four categories are taken into consideration during the certification process: human and employee rights, the environment, ethics and sustainable procurement. As a result of the assessment, we have received the highest possible distinction — a platinum medal. This ranked us among 1% of companies globally that are most successful in integrating ESG aspects into their strategies and operations. Additionally, we received the highest possible score (“best in class”) for managing our carbon footprint. This was possible thanks to implementing a system for measuring, monitoring and reporting emissions and thanks to setting reduction targets approved by SBTi.
Promoting equity
Promoting equity
The commitment to implement a culture of equal opportunities and an inclusive organisational culture is expressed in the Equity Policy we have adopted. Its implementation, communication and monitoring are the responsibilities of the Equity and Inclusive Organisational Culture Manager. That is how we guarantee that decisions are taken without prejudice, based on competence, experience and the work results achieved. The Żabka Group is open to people with different identities, experiences, competences and prospects, and that is the spirit we desire to build our teams on. The positive results of our activities are confirmed by the outcome of the pulse survey. This year, its scope was expanded to include questions about diversity and inclusive organisational culture: “the company is open to diversity among employees” and “I am treated equally in the company, regardless of who I am”. The aim of those questions was to verify whether employees have a sense of equal treatment and whether the Żabka Group, as an organisation, is open to diversity. The study participants assessed both statements as highly accurate: on a scale from 1 to 10, the score regarding the first question equalled 8.7, and in the other, it amounted to 9.1.
Caring for our employees’ growth
Caring for our employees’ growth
Żabka Academy is a platform offering a series of training programmes and development activities tailored to the needs of employees, as well as our co-workers and franchisees. We offer on-boarding, specialist and managerial training. The Academy also conducts unique projects designed in cooperation with schools or universities, such as doctorate theses implementing specific solutions. All employees can also benefit from subsidies for English language courses — group or individual classes are offered, and the courses are supplemented by access to an e-learning platform. In 2021, a new module Logistics Manager Academy was introduced in response to the development needs of personnel performing logistics-related tasks. We have also ensured that managerial competences were strengthened. The management staff commenced a dedicated Senior Leader Development Programme. The most experienced managers participate in a diagnostic programme leading to the development of growth programmes tailored to their individual needs. The most talented in the organisation are able to boost their qualifications through training sessions organised by INSEAD, Stanford University, Yale and other institutions. All those activities gradually bring us closer to achieving the strategic objective. In 2021, the average time spent by each employee on their development equalled 22 training hours, without the mandatory OHS training considered.
Code of ethics and conduct for franchisees
Code of ethics and conduct for franchisees
We are concentrating on building a complex ethical system that covers all of our operations. In order to do this, apart from Code of Ethics for our employees and business partners, we have also implemented the Code of Ethics and Conduct for our franchisees. To date, nearly 97% of franchisees have signed it and more than 60% have completed the associated e-learning course. The document is aimed at supporting franchisees and their employees in making decisions that comply with the ethical standards adopted by Żabka. It therefore addresses aspects such as the need to operate in compliance with the law, respect for human rights, principles of fair competition, conflict of interest, environmental protection, working and pay conditions or relations with the environment. In order to check franchisees’ compliance with the Code, Żabka reserves the right to external verification. The franchisee is obliged to report any violations through the whistleblowing platform or in writing, by sending a letter addressed to the Żabka headquarters and in in case of any questions concerning the provisions of the Code, the Compliance Department is there for a help. We guarantee a full anonymity to a person who reports any violation.
We have adopted the Code of Conduct and Ethics for Employees
We have adopted the Code of Conduct and Ethics for Employees
The document supports our employees whenever they face an ethical dilemma. It is applied throughout the entire value chain, referring both to relationships existing within our organisation and to those with external stakeholders. Provisions reminding about ways of reporting any violations of the Code, as well as about other applicable policies and procedures constitute a key element of the Code. The strengthening of ethical standards is supported by two mandatory annual training programmes focusing on compliance issues and on the Code of Ethics. In 2021, 90% and 77% of our employees completed those programmes, respectively. We are continuing our efforts to increase the share of those trained in the coming years. By expanding our employees’ knowledge, we also ensure more efficient management of the whistleblowing process. In 2021, we received four reports about potential violations of the Code. They were all subjected to internal investigations performed by the Ethics Committee and were deemed justified. They Approximately 190 suppliers generating more than 30% of our total turnover are being assessed in the pilot phase of the project. In the process, we use the global SMETA platform, developed to exchange information on production standards within the supply chain. Suppliers are evaluated in five areas, and the verification results in an assessment of the risk of cooperation with a given company. included allegations of discrimination and corruption, but the investigations failed to confirm any of those accusations. We have taken steps to prevent the similar situations from occurring in the future, in accordance with the procedures in effect.
Selected activities
Why is a strong organizational culture so important?
Why is a strong organizational culture so important?
What goes around in a circular economy?
Strategic commitments in Żabka Polska
Get to top 25% of the best employers according to the Gallup Institute engagement survey
Increase employee satisfaction with the company’s activities for their development (Question 12 in the Gallup Engagement Survey)
100% of employees trained on business ethics principles
100% of employees trained on cyber security related issues
-
We make it easy for customers to change their habits for the better. read more >
-
We make a positive impact with entrepreneurs on the economy. read more >
-
We shape a purpose-led trusted organisation of empowered people. read more >
-
We minimise our environmental impact across the whole value chain. read more >
Żabka Group in Top 100
Global Most Loved Workplaces ranking