|Number of employees *
|Share of women among
Women among managers
|Number of training hours
per year per employee
Training hours per employee
|Employees satisfaction ratio
(International Social Barometr)
on a scale from -100 to +100)
*a change in methodology compared to previous CSR report and integrated report: excluding Networks!
Delivering on our commitments in 2017
As an employer, Orange Polska strives to combine the best
of both digital and human approaches. Our goal it is to enable
employees to contribute to our company’s transformation
– for the benefit of the customer experience. In 2017 we
focused on developing new skills and new professions. We
also adopted more collaborative working methods, popularised
digital tools and encouraged innovation at every level.
Everyone’s commitment is key to the success of our strategic
project - being a digital and caring employer.
Orange Polska again among top employers
In 2017 we built Orange Polska’s reputation as one of the
best employers in Poland. We received several awards in
2017, including the Top Employer Polska certification, Top
Employer Europe and Top Employer Global titles. Our high
ranking among Polish companies reflects our commitment
to better working conditions, constant enhancement of the
work environment and our focus on talent development.
The Diversity Management Policy (launched in 2016) aims
to bolster the pursuit of our business objectives, address
changes in the labour market and respond to the expectations
of our employees. The policy also supports compliance
with the values enshrined in the Code of Ethics, CSR goals
and the obligations under the Diversity Charter, of which
we are a signatory.
The key diversity dimensions in the Group are as follows:
gender, age, competence / expertise/ experience / way of
thinking, psychophysical skills - (dis)abilities, and parental
status. Other diagnosed dimensions include: religion / beliefs,
workplace location (HQ vs. region), type of employment,
and nationality/ ethnic origin.
In 2017, we hosted a dialogue with our stakeholders on
diversity and gender equality. We invited employees, managers,
Board Members and external stakeholders, i.e.
opinion leaders, representatives of public institutions and
social organisations and our business partners, to discuss a
specific action plan under the Diversity Policy. A total of 51
people attended individual meetings and workshops over
five days. Our stakeholders saw the issues of gender equality,
age anti-discrimination and provisions for people with
disabilities as the key areas where Orange could take action
in the area of diversity management.
With respect to administering, managing and supervising
bodies, the rules specified in the Policy include proper selection
of employees and leadership. In the recruitment process, we follow transparent rules and criteria for candidate
selection. Decisions to recruit particular employees are
based on their qualifications and professional experience.
We ensure that candidates represent diverse communities.
In terms of leadership, the diversity requirements include
care for the diversity of decision-making bodies within the
Company. In complementary action plans to the Policy, we
have assumed a requirement for analysis of management
and supervisory bodies in terms of diversity with respect
to such aspects as age, gender, education or professional
experience. The duties and responsibilities as well as the
requirements related to qualifications, expertise and competence
of Supervisory Board Members are specified in
the Company’s Articles of Association. In addition, Orange
Polska applies the provisions of the Best Practice for WSE
Listed Companies 2016.
The Supervisory Board currently consists of fourteen members,
including five independent members. They are appointed
by the General Assembly (or, in exceptional cases, by
the Supervisory Board). The term of office for the member of
the Supervisory Board is three years. There are three women
on the Supervisory Board.
The Management Board currently consists of six members,
including the President. They are appointed by the Supervisory
Board. The term of office for the member of the Management
Board is three years. There are two women on the
Management Board (as of December 31, 2017)
We have a number of training programmes, which aim to
develop competence and prepare employees to face the
Group’s strategic challenges. All employees can take advantage
of opportunities to increase their qualifications.
Some can improve their language skills; some are also eligible
for financial help with graduate or postgraduate studies,
including MBA. We also train outsourced employees in
knowledge specific to Orange Polska and necessary to perform
The following training resources are available to Orange
- Professional Schools in different areas that offer opportunities
for professional improvement and development.
- Knowledge sharing programmes, such as Knowledge
Highway, which supports the development of a knowhow
sharing culture among Orange Polska’s internal experts.
- Development Products Library, offering over 2,000
e-learning courses and books.
- Management talent identification and development
programme, supporting people with initiative, concrete
achievements and management potential. These people
are covered by dedicated development programmes,
participate in critical projects and are taken into account
at the first stage of recruitment for managerial positions.
- Orange Campus, an international development programme
established in 2011 to promote uniform management
standards across the Orange Group. 76% of
Orange Polska managers have already participated in at
least one such training course. Training sessions have so
far been attended by more than 6,600 participants
The company follows the employee Development & Assessment
(D&A) process, which combines annual evaluation results
with the employee’s career development plans; it also
involves progress monitoring throughout the year and accounts
for Orange values in the employee assessment.
- 94.4% of employees evaluated
- 82.3% of employees with individual development plans
- 22,607 development activities scheduled
The same process also covers 3,101 of our outsourced staff.
97.8% of them completed the process and 73.4% of them
adopted a development plan.
All employees are eligible for variable bonuses, which are
dependent on work results and subject to the rules of the
Orange Polska bonus system. Employees are grouped according
to their responsibilities, and their bonus goals are
set and settled either monthly, quarterly or semi-annually,
depending on the group they are in.
In order to improve quality of life and promote employee
integration, Orange Polska provides a broad package of
market-competitive benefits to its employees, building a
valuable offer which supports employee recruitment and retention.
The key areas influenced by Orange Polska through
benefit schemes are health and physical activity, financial
stability, improved quality of life and employee development.
The “Policy for Investing in Health Quality and Wellbeing
of Orange Polska’s Employees” provides for developing a
friendly working environment, ensuring balance between
professional and personal life, promoting a healthy lifestyle,
supporting employees’ physical activity and hobbies, as well
as creating a culture of co-operation in which all employees
feel respected, freely pursue their professional goals and life
passions and get involved in social initiatives.
Orange Polska ensures safe and friendly working conditions
for its employees:
- employees are offered broad medical services at
LUX MED Group and CM LIM clinics and partner medical
- employees are eligible for participation in the Employee
- Orange Polska has the Company Social Benefits Fund
as a means of social welfare addressed to employees
and retired employees in need;
- in addition to the Company Social Benefits Fund, employees
can use the Central Housing/Welfare Funds;
- employees and their families are offered discounts by
the Group’s partners as well as discounts for Orange
products and services in the ‘Offer for You’ programme;
- employees are also eligible for financing of sports, tourist
and cultural events and can use FitProfit cards.
Both full-time and part-time employees are eligible for all
the aforementioned benefits. Employees working under a
fixed-term employment contract are eligible for health care
and promotional offers, but are not eligible for benefits that
require long-term commitments, such as the Central Welfare
Fund or the Employee Retirement Plan.
Continuing workforce optimisation through social dialogue
We respect our employees’ right to associate and we run
regular broad dialogue with our social partners. As part
of that dialogue, we negotiate settlements, agreements or
other documents with trade unions. The most important of
them is the Intragroup Collective Labour Agreement for the
Employees of Orange Polska S.A. This document regulates,
among others, the rules for concluding and terminating
employment contracts, working hours, holiday entitlement,
rules of remuneration and obtaining extra benefits connected
with work, occupational safety and health issues, training,
social care and health care. Orange Polska also has an
Pursuant to mandatory regulations, the Company has an
obligation to consult the Council on matters related to the
level, structure and intended changes of workforce, actions
aimed at maintaining the workforce level, as well as any significant
changes in the work organisation or employment
terms. The new Social Agreement, for 2018–2019, addresses
in particular the following issues: investments in a friendly
work environment, pay rises, financial compensation for
employees leaving Orange Polska and support for outplacement.
In addition, there is a Collective Labour Agreement at
a subsidiary TP TELTECH Sp. z o.o
Volunteering programme allows socially engaged people to
share their knowledge and positive energy with others
Orange Polska has the biggest employee volunteering programme
in Poland. It has been running for 15 years. It is
organised by the Orange Foundation in co-operation with
Orange Polska and engages about 3,500 volunteers each
year. The programme is based on “competence volunteering”.
Our employees share their knowledge, skills and experience
and teach children and seniors how to use the internet
safely and wisely. Moreover, Orange volunteers create
colourful and friendly spaces for children to learn and play
in places such as hospitals, hospices and single mothers’
homes. Every year during the “Christmas with Orange Foundation”
campaign, our volunteers play Santa and visit kids
in hospitals and orphanages.
In 2017 we introduced two programs developing digital
skills: MegaMission and #SuperCoders. These projects are
addressed to school children and teach the basics of programming,
graphics editing and creating video materials,
but also a critical approach to content found on the web.
Our employees take part in important community activities
and in events organised by Orange Polska (e.g. Orange
Warsaw Festival). Orange volunteers may develop their own
volunteering project and apply for a grant for its implementation.
Every year we award grants to approximately 100 local