We shape a purpose-led trusted organisation of empowered people.
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
Our approach
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.
In order to best sanction data security in our IT ecosystem, in 2023 we implemented the Information Security Policy, which complements the regulations, instructions, and procedures already in force in the organization, such as: Information security management system regulation, Information security incident management instruction, Media destruction procedure, IT security management regulation, Physical security management regulation, and Basic security rules regulation.
The aim of the Information Security Policy 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, availability, and integrity. By defining the basic principles and guidelines for data security in our IT ecosystem, we minimize the risks associated with their leaks.
We care about a deep understanding of the importance of data security, therefore, since 2022, we included cybersecurity training in the catalogue of mandatory training. 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 employees in this area – so far, 98% 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.
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 Quality Management System.
Working hard for health, safety and wellbeing – at work and at home
At Żabka Group, we prove every day that taking preventative action is the best basis for creating a safe working environment. In the words of our Health and Safety Director Robert Żmudzki, “Good education and prevention deliver the key to our goal – minimising accidents at work – and 2023 was full of actions in both these essential areas.”
We have always taken this subject very seriously, with a commitment to training all our people in health and safety, both when they join us and at regular intervals thereafter. Responsibility for this area goes right to the top of the company. When the Żabka Group Safety Committee meets on a quarterly basis, its meeting is also attended by the Management Board member responsible for our People Strategy and topics discussed include issues around the company’s internal safety and hygiene management system.
Our commitments in this area were once again rewarded in 2023 when we received an award of the “Supermen of Quality 2023”. The competition organised by TÜV NORD Polska awarded us 1st place in the “Safety” category.
Raising our game
This year we raised our game to a new level, with actions including updated presentations for our distribution staff and surveys to record their feedback so that we can improve our materials even further.
Once their initial training is over, we also provide all new starters with our Occupation Health & Safety (OHS) Knowledge Compendium and OHS Starter Kits outlining all necessary procedures and manuals for distribution staff. And, as part of our ZDROwiedzący (Health Knowledge) project, we held six interactive educational webinars during 2023, presented by specialists and external experts on disease prevention, substance use and safety at work and in the home.
Our employees underwent 1,389 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. More than 1,800 employees took advantage of this opportunity in 2023.
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 816 hours, with 136 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 advices 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, one employee in every 25 took advantage of the programme.
Efforts to minimise accidents
We recorded 22 accidents at work in 2023, accounting for 5.42 lost time injury frequency rate (LTIFR) which is higher than last year’s rate of 4.17. 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 wasn’t exclusively on employees. As Robert Żmudzki puts it, “We also expanded our Franchisee Handbook to include materials on health and safety and First Aid.”
Other actions to support franchisees in 2023 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.
Our Policies in this area
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.
Our progress in 2023
For us to deliver against our mission, our employees must be appreciated, respected and enabled to achieve their full potential. That’s why our culture is founded upon mutual respect, embracing diversity, equity and inclusion (DEI) and ensuring equal opportunities.
We apply policies and participate in initiatives that promote workplace inclusivity. We have signed the internationally recognised Diversity Charter, and the Equity Policy we introduced in 2021 guides our behaviour. We also take a systemic approach to measurement, continuously monitoring gender equity.
Our working environment is based on fairness, respect and equality across every dimension, ensuring we have no barriers affecting disabled people or gender pay. In 2023, our first audit of our Equal-Salary Certification status was successful, highlighting management and employee awareness of equity-based issues. We were confirmed in 2023 as being in the 74th percentile of the world’s most engaged organisations. We were also the first Polish organisation to win the Gallup Exceptional Workplace Award.
Recent initiatives include ‘Żabka to ludzie’ (Żabka – the people), enabling employees and co-workers to apply our ideals outside work. Our DEI Educational Learning Programme teaches our leaders, employees and co-workers about issues from inclusive leadership to preventing discrimination. We are building a comprehensive system of ethics, in which all employees and franchisees comply with the law, international standards and adopted regulation, including that related to anti-corruption. Following implementation of our Code of Conduct and Ethics for Employees, 100% of our people have received training.
In 2023, we included cybersecurity in our programme of compulsory training programmes, and close to 99% of employees have been trained. We have received ISO27001 certification for information security, which is now part of an Integrated Management System alongside the ISO 9001, 14001, 22001 and 50001 standards.
Selected activities in 2023
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.’
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.
Transparent communication of our ESG progress
Transparent communication of our ESG progress
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?
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We make it easy for customers to change their habits for the better. read more >
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We make a positive impact with entrepreneurs on the economy. read more >
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We shape a purpose-led trusted organisation of empowered people. read more >
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We minimise our environmental impact across the whole value chain. read more >
