6.2 Workplace in numbers

As one of the largest employers in the insurance market in Pomerania and Poland, we are committed to the development of Hestians so that they grow while appreciating the power that emerges from building a diverse organisation. We create our workplace based on values which we are guided by every day.

Number of employees on employment contracts in the ERGO Hestia Group by gender*

Organisational structure

█ Managers
█ Other

Gender structure – total

█ Women
█ Men

Gender structure – managers

█ Women
█ Men

Gender structure – other

█ Women
█ Men

Number of persons employed under an employment agreement

█ in the field (outside the Head Office)
█ at Head Office

Diversity by gender, age and other characteristics among employees

	2021	2022
Number of women	1,825	1,881
Number of men	1,035	1,079
Number of persons aged 29 and under	607	726
Number of persons aged 30-50	2,057	2,008
Number of persons aged 50+	196	226
Number of persons with disabilities	93	102
Number of persons with citizenship other than Polish	3	11

Diversity of managers by gender, age and other characteristics

	2021	2022
Total number of managers	299	329
Number of women	151	164
Number of men	148	165
Number of persons aged 29 and under	4	9
Number of persons aged 30-50	247	265
Number of persons aged 50+	48	55
Number of persons with disabilities	4	5
Number of persons with citizenship other than Polish	1	2

[GRI 2-7]

Number of employees on employment contracts in the ERGO Hestia Group by gender.

[GRI 2-8]

Number of associates in the ERGO Hestia Group by form of contract**

Type of contract	Number of associates	Type of work
Engagement under internship contract	34	student internship
Engagement under mandate contract	13	information not available
Engagement under work product contract	4	information not available
another contract type	2	information not available
Total	53

* The data show the number of employees as at 31 December 2022 broken by gender and type of contract. The data are taken from the TETA internal system for the ERGO Hestia Group. The other data about the Management Board and the ERGO Hestia Group’s subsidiaries were taken directly from those entities.

** The data show the number of associates as at 31 December 2022 broken by the most common types of contracts. For mandate contracts and work product contracts, which are not the most common in the organisation, there is no monitoring of the type of work performed. In 2022, the ERGO Hestia Group did not record any significant fluctuations in the number of associates compared to the previous year.

Remuneration policy

[GRI 2-19]

Management Board Members

The remuneration policy for Management Board members is determined in accordance with applicable provisions of law and corporate governance which is in force in the ERGO Hestia Group. The aim of the policy is to support the performance of the Group’s business strategy and its shareholders. The Management Board’s remuneration structure follows from an in-depth analysis and correlation of the scope of responsibility of each member, their experience, skills and competences. What is also taken into account when setting remuneration is the financial standing of the organisation which pays the remuneration from its assets.
The ERGO Hestia Group believes it is important that the total remuneration of the Management Board members, which is divided into fixed and variable (long-term) part, should be appropriately balanced. The variable part is a smaller component of remuneration and is made up of elements chosen to reward appropriately and to encourage the achievement of specific objectives, including financial and operational objectives. This is carried out while simultaneously ensuring compliance with any and all legal requirements and prevailing regulations, taking into consideration reasonable and effective risk management.

Achieving the objectives of the Sustainable Development Strategy is important for the company, but is not rewarded in the form of bonuses and compensation for the members of the Management Board and the Supervisory Board.

Supervisory Board

Independent Supervisory Board members receive fixed quarterly remuneration paid from funds of the ERGO Hestia Group. The amount is in line with market practice for remuneration in the financial institutions sector, including other Polish insurance companies and groups. Their remuneration has no variable part and does not depend on the organisation’s performance. The other members of the Supervisory Board have waived their right to receive any remuneration and are performing their duties without being remunerated by the Group.

[GRI 2-20]

Remuneration policy is an important element in the design of our organisational structures. Remuneration in the ERGO Hestia Group is derived from legal regulations and is based on:

the scope of responsibilities and duties assigned to a given position,
personal experience, knowledge, hard and soft competences and authorizations and certificates held by the employee.

We also take into account the availability of specialists in a given area of the labour market. All the detailed regulations on the method of setting remunerations are found in the Employee Compensation Regulations and specific resolutions on bonuses.

When setting remuneration, we also consider opinions from our employees. Those are collected by the HR Selection and Development Office as part of the engagement survey and during annual supervisor-employee talks and supervisors’ talks with employees to explain bonus decisions.

At the level of managing bodies, opinions are collected and given at the meetings of the Management Board Committee operating within the structures of the Supervisory Board and providing opinion on the principles of remuneration for the Management Board. The whole process of setting remuneration at the company is supervised by the Management Board members. Resolutions adopted by the Management Board and the Supervisory Board regarding remuneration principles include a note on the voting results. Because of the practice of discussing solutions before voting, such resolutions have been adopted unanimously before. In the event of engagement survey, no specific solutions are voted on but knowledge is acquired to be used for possible later decisions about remuneration principles.

[GRI 2-21]

At the ERGO Hestia Group, we base our decisions on data taken into account in the detailed pay gap indicator, which takes into account the level of position and specialisation and reflects the actual level of pay equality regardless of the gender distribution at each individual position level. We are guided by the “equal pay for equal work” rule.

The ratio of the total remuneration of the highest-paid individual in the organisation to the median of the total annual remunerations of all the employees (excluding the highest-paid individual) and the ratio of the percentage increase in the annual total compensation of the organisation’s highest-paid individual to the median percentage increase in the annual total compensation for all employees (excluding the highest-paid individual) are confidential data which is not shared outside of the organisation.

[GRI 2-30]

There are no trade unions or collective bargaining agreements in the ERGO Hestia Group.

	2021	2022
Women	1,589	1,613
Men	861	908
Total	2,450	2,521

	2021	2022
Women	236	268
Men	174	171
Total	410	439

	2021	2022
Women	185	239
Men	110	152
Total	295	391

	2021	2022
Women	Not applicable	Not applicable
Men	Not applicable	Not applicable
Total	Not applicable	Not applicable

	2021	2022
Women	1,780	1,841
Men	1,027	1,073
Total	2,807	2,914

6. Impact on employees

Who are the Hestians?

9.3%

38 years

9 years

71 years old

19 years old

Number of employees on employment contracts in the ERGO Hestia Group by gender*

Organisational structure

Gender structure – total

Gender structure – managers

Gender structure – other

Number of persons employed under an employment agreement

Diversity by gender, age and other characteristics among employees

Diversity of managers by gender, age and other characteristics

[GRI 2-7]

Number of employees on employment contracts in the ERGO Hestia Group by gender.

[GRI 2-8]

Number of associates in the ERGO Hestia Group by form of contract**

Remuneration policy

[GRI 2-19]

Management Board Members

Supervisory Board

[GRI 2-20]

[GRI 2-21]

[GRI 2-30]