Ethical culture and employee engagement
[LA-DMA] Employees are the TAURON Group’s solid pillar and greatest value. Their knowledge, skills and commitment are driving factors for the Group’s development and contribute to the quality of processes implemented in the organization. At the same time, employees are the Company’s best ambassadors who shape its public image both at an individual and collective level.
For this reason, the Group’s priorities include care for the safety and development of its human resources. We are committed to ensuring a friendly environment for our employees, one in which they will be able to pursue their professional ambitions. Our objective is to improve the professional potential of our employees and support them in building their career pathways within the TAURON Group.
In 2016, a total of 25,542 staff were employed in within the Group’s structures. The increase in headcount (by more than 1,000 staff) was due to the Group’s acquisition of Zakład Górniczy “Brzeszcze” (TAURON Wydobycie). 98% of the employees are hired under employment contracts executed for an indefinite term.
The Group’s corporate values, as reviewed in May 2016, are Partnership, Development, Boldness. They form the foundation on which our entire corporate organizational culture is based PRO values.
Our values also constitute the underpinning of our Code of Ethics defining desirable attitudes and behaviors in the workplace. 2016 was abundant with significant events which contributed to updates of the Code of Ethics. First and foremost, a new Business Strategy of the TAURON Group was published. Moreover, a new business model was implemented along with an updated organizational structure with a Compliance Officer’s Team at TAURON Polska Energia. Currently, the Teams responsibilities include management of the ethics area across the Group and compliance management, including the development of a compliance policy slated to form the cornerstone of the Group’s compliance management system (CMS).
Until December 2016, the TAURON Group had in place a set of then binding rules for reporting infringements, supervised on an ongoing basis by Ethics Commissions operating in each company.
The duties of an Ethics Commission include the instigation of explanatory proceedings and the resolution of contested issues. The Commission also scrutinizes anonymous notifications which may be submitted to it by e-mail or through a special mailbox available in each company. Any person reporting an infringement of the Code of Ethics is protected, and if he or she wishes to remain anonymous, then anonymity must be ensured.
All employees of the TAURON Group are required to observe the provisions of the Code of Ethics. Its consolidated version may be consulted at any time, because the full contents of the document are available on the Tauronet in the “Ethics and values” tab. Moreover, every new employee is required to familiarize himself or herself with the Code and confirm this fact by submitting a statement to that effect.
[G4-15] As a co-founder and signatory of the Vision 2050: The New Agenda for Business in Poland exerting a strong impact on its local and national environments, TAURON intends to continue to attach great significance to an ethical conduct of business.
We are fully aware of the fact that promoting diversity and promoting equal opportunities in the workplace are absolute necessities. Any organization whose human capital brings to the table diverse experience and other features benefits from the creation and development of its work environment. Calculating diversity-related indicators is important, because it enables identification of areas which require improvement. Respecting diversity and equal opportunities exerts a favorable impact on the organization, because it contributes to building the image of a good employer, which in turn translates into the bottom line.
[LA-DMA] For this reason, our priority is to ensure equal opportunities for all our employees. No hints of discrimination are permitted in the workplace. These rules are guarded by Ethics Commissions operating in all member companies of the Group.
[LA-DMA] The principles of equal treatment are applicable at each stage of development of every employee in the organization. Employees are hired on the basis of an objective and non-discriminatory verification of their qualifications and suitability for a particular job. The equality of opportunities in terms of development and career advancement is manifested by directing the process of external and internal recruitment at all employees and treating a candidate’s professional experience, skills and development needs as the only selection criterion.
Moreover, in order to facilitate objective job appraisal and consolidate job descriptions and compensation for each position in the Group’s member companies, job evaluations have been performed and wage grades have been introduced.
The principle of equal opportunity is also applied to the granting of perks and benefits to employees, regardless of the type of employment contract and number of hours for which they are hired.
[G4-LA2] Additional benefits offered to employees include:
- Employee Pension Plan;
- group life insurance;
- MultiSport card for employees and their families;
- discounts for purchases of electricity;
- free coal allowance;
- commuting allowance;
- lunch allowance;
- loan and benefit fund.
Due to the specific nature of our business, diversity management poses challenges in certain areas (for instance, in terms of gender diversity). Throughout the Group, 79% of workers are men. This proportion is skewed predominantly by generation companies, namely TAURON Wydobycie, TAURON Wytwarzanie, TAURON Dystrybucja and TAURON Ciepło. In companies whose nature of business involves more office work, such as TAURON Polska Energia, TAURON Obsługa Klienta and TAURON Sprzedaż, the proportions of employed women and men are actually opposite or at least on a par.
|Number of employees entitled to parental leave||1 321||291||1 030|
|Number of employees who went on parental leave||815||265||550|
|Number of employees who returned to work after the end of their parental leave||655||122||533|
|Number of employees who returned to work after the end of their leave and remained in employment for 12 months after the return||697||127||570|
|Number of employees who returned to work after the end of their parental leave in the previous reporting year||713||143||570|
|Percentage of returns to work||80%||46%||97%|
|Retention ratio after parental leave
Thanks to its every-day operation and commitment of its staff, the TAURON Group keeps building its value and strengthening its competitive position. Being fully aware of this dependence, it is a matter of priority for us to care for the continuous development and safety of our workers, proper internal communication and improving our employees satisfaction with work.
Our staff are a source of excellent ideas because they are the ones who know the organization best and understand what needs to be improved. With this in mind, the TAURON Group launched a number of various initiatives in 2016 involving employees in corporate life
– from suggesting savings projects (TAURON PRO thrifty) or improving safety (Safe at work contest), to contests for the titles of TAURON’s internal publications, to supporting employees in the pursuit of their passions, which resulted, for instance, in the creation of a Bikers Zone and a Runners Zone in the intranet.
All these initiatives were received with great interest and warm welcome by the staff. An important step towards using their knowledge and experience was the creation of an Innovation Zone which permits workers to suggest their ideas that optimize their everyday work. The Zone is a kind of a knowledge database accessible to all employees of the Group.
[EU-DMA] Due to its multi-faceted business , the TAURON Group does not have a single document in place for all its member companies that would contain a universal set of rules governing occupational health and safety issues. Each company has adopted its own regulations in this area, in compliance with generally applicable laws. Furthermore, within the distinct Group companies themselves, occupational health and safety regulations are customized to the nature of specific jobs.
In companies involved in mining and generation, namely TAURON Wydobycie, TAURON Wytwarzanie, TAURON Ciepło, KW “Czatkowice” and TAURON Ekoenergia, issues related to the protection of employee health and life are a subject of special interest. This is reflected by our extensive safety systems and the supervision exercised over working conditions and compliance with occupational health and safety regulations applicable to specific jobs. Among the most significant documents governing occupational health and safety issues are the following: Integrated Occupational Health and Safety Management System in TAURON Wydobycie, Occupational Health and Safety Management Procedures in TAURON Ciepło and Quality, Environmental Protection and Occupational Safety Policy in TAURON Wytwarzanie. The staff of these companies participate in a training cycle (general training, on-the-job training and periodic training) specific to their professional group.
A significant element in promoting occupational health and safety principles involves the raising of employee awareness, predominantly via training, conducted in the form of meetings and workshops and in interactive form (on an e-learning platform). Because the best promoters of safe behavior in the workplace are workers themselves, the companies hold internal training programs, awareness campaigns and occupational health and safety contests with prizes.
In 2016, a total of 199 accidents occurred in the Group companies. This was 16 more than in the previous year. Among them, were two accidental deaths: both in the mines of TAURON Wydobycie. Due to the increase in the number of accidents, activities aimed at promoting safe behaviors at work have been intensified. Each company conducts a range of informational and educational campaigns. The Safe at Work contest has also been launched.
|Total number of all accidents||199||Women||16|
|Number of accidental deaths at work||2||Women||0|
|Number of minor accidents at work||192||Women||16|
|Number of severe accidents at work||3||Women||0|
|Number of group accidents at work||2||Women||0|
Injury rate = (Number of accidents at work x 1,000) / Average headcount in 2016
|Injury severity rate
Injury severity rate = Total number of incapacity-to-work days of staff injured in accidents at work / Number of staff injured in accidents at work (excluding accidental deaths)
Occupational health and safety regulations in the TAURON Group’s establishments. External contractors and subcontractors performing outsourced work in the Group’s companies are required to comply with applicable procedures, including those pertaining to occupational health and safety. Staff of external entities (contractors and subcontractors) are also required to be in possession of up-to-date medical certificates and appropriate qualifications and licenses to perform their work. Some TAURON Group companies (especially those with particularly dangerous working conditions) have introduced additional requirements and training for external contractors and subcontractors.
|2016||Kopalnia Wapienia „Czatkowice”||TAURON Ciepło||TAURON Wydobycie||TAURON Wytwarzanie||TAURON Dystrybucja Pomiary||TAURON
|Percentage of staff employed by contractors and subcontractors who have completed additional occupational health and safety training (e.g. related to construction, operation or maintenance)||0%||0%||100%||14%||0%||41%|
The table presents the percentages of trained staff of external entities. The other Group companies (not included in the table) do not keep a record of such trained staff.
[LA-DMA] Employee development is an extremely significant part of creating the value of any organization. The participation of employees in training benefits both the workers and their employers, because properly qualified staff is a resource for the enterprise that is certain to bear fruit in the future. Moreover, training courses reduce staff turnover. The improvement of qualifications by employees also enables them to achieve a desired level of safety and performance.
Familiarizing workers with new technologies and changing regulations translates into the development of the organization, while mastering specialized and leadership skills translates into a greater motivation and efficiency at work. This is the reason why it is so important to train personnel at all levels of the organizational structure.
To find out more about the TAURON Group’s training policy, please click HERE.