Being guided by the principle that diversity creates value added for the organisation, mBank has made use of the basic elements of the diversity policy in its HR policy for many years. Elements of the diversity policy are present in various regulations, procedures and processes (i.e. in Work Rules at mBank S.A., Policy for the Assessment of Qualifications (Suitability) of Members of the Supervisory Body, Management Body and Key Function Holders in mBank S.A. or Diversity Charter).

Diversity arising from experience, knowledge, education, interests and a number of other things fosters creativity, innovation and effectiveness, and thus contributes to the company’s competitive advantage, service quality and economic results.

mBank treats people equally regardless of their sex, age, material status, family background, physical abilities, nationality, country of origin, sexual orientation, and political and religious beliefs, that is all the factors that may give rise to direct or indirect discrimination. The bank offers a workplace that helps the management make use of and develop their unique features, skills and interests, for example, through participation in training activities and clubs that bring together people with similar interests. Diversity management contributes to creating an organisational culture based on openness and tolerance where everyone feels appreciated and respected, and is offered career development opportunities.

Pursuant to the sex equality policy, the bank tries to ensure that both men and women take part in external and internal recruitment and in the succession planning regarding the key functions at the bank, taking into account the principles of equal treatment in hiring new employees. mBank’s recruitment process involves a selection method which ensures objective assessment of candidates’ skills. Each employee of the bank can be promoted to a managerial position, if they have a relevant professional track record. Evaluation of job positions is based on objective criteria, which prevent discrimination.

Our care for diversity is also pictured in the Supervisory Board’s composition. Its members have mutually complementary professional experience, knowledge and qualifications. Supervisory Board is attended by 2 women. Diversity in Supervisory Board is regulated by Policy for the Assessment of Qualifications (Suitability) of Members of the Supervisory Body, Management Body and Key Function Holders in mBank S.A., which is binding since December 2018.

Management Board and Supervisory Board apply the Policy for the Assessment of Qualifications (Suitability) of Members of the Supervisory Body, Management Body and Key Function Holders in mBank S.A. The policy aims at introducing principles which must be fulfilled so that key functions in the bank are held by individuals who have relevant qualifications, knowledge, skills, professional experience, predispositions and reputation that are suitable for the function. The Suitability Policy includes a separate chapter dedicated to the diversity policy.

When selecting and appointing Members of the Management Board and proposing candidates for Members of the Supervisory Board, mBank takes into account the diversity issue:

When deciding on the composition of the Management Board, the Supervisory Board makes every effort to ensure its diversity, especially in terms of age, education, professional experience and participation of women. The Supervisory Board pays attention to the diversity of educational background and professional experience of the Management Board Members;

The age structure of the Supervisory Board Members should be diverse. Moreover, the Supervisory Board aims at ensuring that its members have diverse educational background and professional experience. The Supervisory Board also lays emphasis on the adequate participation of women.

The current 12-person composition of the Supervisory Board reflects the concepts underlying the diversity policy. The Supervisory Board is composed of representatives of mBank’s main shareholder, representatives of science and business, and persons having vast legal knowledge and banking expertise.

There are two women sitting on the twelve-person Supervisory Board.


      Supervisory Board of mBank
31.12.2016 31.12.2017 31.12.2018
number of employees % number of employees % number of employees %
Women 2 17% 2 17% 2 17%
Men 10 83% 10 83% 10 83%
Total 12 100% 12 100% 12 100%


There is one woman sitting on mBank’s seven-person Management Board.

Management Board of mBank
31.12.2016 31.12.2018 31.12.2018
number of employees % number of employees % number of employees %
Women 1 14% 1 14% 1 14%
Men 6 86% 6 86% 6 86%
Total 7 100% 7 100% 7 100%


mBank’s managers graduated from different fields of study in Poland and abroad, including economics, technology, IT, law, philology and other. The management consists of people with diverse experience in Polish, European and American financial and non-financial institutions. The management team is aware of the importance of diversity for the work environment and takes part in training sessions based on recognising differences and deriving benefits from that. The Success Insights method is used to identify employees’ abilities and skills. The method helps to identify personality traits that can be used at work.


mBank is a woman

First launched in 2008, this series of seminars is addressed to women company owners and managers. Every seminar includes a presentation from mBank experts and leading companies, a lifestyle event, and a talk by a successful woman (featuring Dr Irena Eris, Teresa Rosati, Jolanta Kwaśniewska, Beata Tyszkiewicz, Katarzyna Grochola, Krystyna Janda, Beata Pawlikowska, Urszula Dudziak, Maria Czubaszek, Ewa Kasprzyk, and others). Participants jointly decide about the topics and guests of future meetings. The programme often includes panels focusing on the work-life balance.

The project inspires, educates, networks and supports entrepreneurial women and helps mBank to strengthen its relations with women clients.

In 2018 two events were held under the programme, which was formerly named “Tomorrow belongs to women”. They were entitled “Women Power” and “The Future belongs to Women”.

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