We believe that diversity of employees – in terms of age, knowledge, education, interests etc. – constitutes our company’s additional asset. The basic elements of the diversity policy have been incorporated in our HR policy for many years. Moreover, elements of the diversity policy are present in various other regulations, procedures and processes.

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. We take into account all factors which can give rise to direct or indirect discrimination. We offer a workplace that helps the staff make use of and develop their unique features and skills, e.g. through participation in training activities and clubs that bring together people with similar interests. Diversity management contributes to the creation of an organisational culture based on tolerance, where everyone is offered career development opportunities.

We strive to ensure equal participation of both sexes in external and internal recruitment and when planning succession in key positions. We observe the equal treatment principle when hiring new employees. Our recruitment process involves a selection method that 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 prevents discrimination.  We apply the Policy for the Assessment of Qualifications (Suitability) of Members of the Supervisory Body, Management Body and Key Function Holders at mBank S.A. (Suitability Policy) with respect to the Management Board and the Supervisory Board.

The Suitability Policy lays down criteria for appointing persons having appropriate knowledge, skills, experience, qualifications and reputation to key positions. The policy includes a separate chapter dedicated to the diversity policy. mBank takes into account diversity when selecting Members of the Management Board and proposing candidates for Members of the Supervisory Board:

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 age structure of the Supervisory Board should be diverse. Moreover, we aim at ensuring that its members have diverse educational background and professional experience. We also want to ensure appropriate participation of women.

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The 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.

At the end of 2019, there were two women among ten Supervisory Board Members.

Supervisory Board of mBank
31 Dec 2016 31 Dec 2017 31 Dec 2018 31 Dec 2019
number of members % number of members % number of members % number of members %
Woman 2 17% 2 17% 2 17% 2 20%
Men 10 83% 10 83% 10 83% 8 80%
Total 12 100% 12 100% 12 100% 10 100%

There is one woman among seven Management Board Members.

Management Board of mBank
31 Dec 2016 31 Dec 2017 31 Dec 2018 31 Dec 2019
number of
% number of
% number of
% number of
Woman 1 14% 1 14% 1 14% 1 14%
Man 6 86% 6 86% 6 86% 6 86%
Total 7 100% 7 100% 7 100% 7 100%

By 2028, women will account for min. 30% of the total composition of the Management Board and the Supervisory Board. It is recommended that at all times, at least one woman should sit on the Management Board.

mBank’s managers graduated from different fields of study in Poland and abroad, including economics, technology, IT, law, philology. The management consists of people with diverse experience in Polish, European and American financial and non-financial institutions. The managers are aware of how important diversity is to the workplace and are trained in how to identify differences and make the most of them. 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.

In January 2018 we signed the Diversity Charter, an international initiative for social cohesion and equality launched in Poland by the Responsible Business Forum. As signatories of the Charter, we have undertaken to support diversity and counteract workplace discrimination.

mBank is a woman

“mBank Is a Woman” is a series of seminars launched in 2008, addressed to women being owners of enterprises and managers. Each seminar consists of a professional part hosted by mBank’s experts and representatives of leading companies, a lifestyle part and a meeting with a successful woman (so far the seminars’ special guests were, among others, dr Irena Eris, Teresa Rosati, Jolanta Kwaśniewska, Beata Tyszkiewicz, Katarzyna Grochola, Krystyna Janda, Beata Pawlikowska, Urszula Dudziak, Maria Czubaszek, Ewa Kasprzyk). The topics of the meetings and the choice of special guests are determined by the participants. The programme often includes panels on work-life balance.

The project is aimed at inspiring, educating and supporting woman entrepreneurs. It also helps mBank deepen its relationships with clients.

In 2019, four events took place in Bielsko-Biała, Olsztyn, Szczecin and Wrocław as part of the series, gathering approximately 320 women.

Counteracting workplace harassment

We make every effort to create a workplace free from harassment and other forms of violence, both on the part of managers and other employees.

mBank’s Anti-Harassment Policy emphasises the following issues:

  • We do not accept workplace harassment or any other forms of violence.
  • Our employees are obliged to refrain from any actions and behaviours that fit the definition of workplace harassment or bear the hallmarks of other forms of violence.
  • Any person who creates situations that encourage workplace harassment or engages in it violates the basic employee duties. In such a situation mBank as the employer may impose sanctions which are stipulated in the labour law or in mBank’s internal work rules.

The policy describes criteria of workplace harassment and the complaint process (anonymous, if preferred) for employees who believe to have fallen victim to workplace harassment. The complaints are analysed by the Anti-Harassment Committee. It is composed of directors of the following departments or persons designated by them: Employee and Organisation Culture Development, Compliance Department, Legal Department, Communication and Marketing Strategy Department, and the Chief Ethics Officer of mBank. Persons whose legal or actual relationship with the employee making a complaint could affect the objectivity and impartiality of the Committee are excluded from its work. If an employee does not feel up to reporting workplace harassment formally and under their own name, they can use mSygnał.

In 2019, the Committee received and handled five reports (including one report filed at the end of December 2018). One case of workplace harassment was confirmed and relevant steps were taken in this regard.

In 2018-2019 we trained a total of 280 managers in counteracting workplace harassment (100 managers were trained in 2019 alone). In 2020 we plan to launch e-learning training for all employees and workshops for the remaining managers.

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