Responsibile human resources policy

With their unique skills and experience, GPW Group employees are an important group of the Group’s stakeholders. The organisational culture of the Group is based on engagement, values and effective internal communication as well as investment in continuous employee development.

In 2019, the Company continued initiatives focused on efficient management of HR, payroll, social and bonus processes to address business needs and support the implementation of the Exchange’s strategy. GPW makes best efforts to harmonise the human resources policy across companies of the Group.

Introduced in 2019, the Exchange Employee Remuneration Rules define three key components. One of those is an employee remuneration policy which lays down the conditions of remuneration in GPW job positions. The key objective of the remuneration policy is to ensure transparent and coherent remuneration rules for all GPW employees tied to the corporate strategy. As a key part of the remuneration policy, it ensures competitive pay and payroll in the company in relation to other organisations on the Warsaw financial market. The remuneration policy is a part of GPW’s incentive scheme.

As an important part of GPW’s incentive scheme, the bonus system aims to create a motivating work environment which supports on-going improvement of employees’ competences and engagement in pursuit of their targets, and which fosters awareness raising and a sense of responsibility for work in all job positions. Improvement of competences implies that steps are taken which ensure that employees acquire knowledge, skills and key competences and their motivation rises, leading to more effective performance of the employees.

GPW carries out Employee Satisfaction Surveys where employees can share their opinions concerning satisfaction with their job and the work conditions in GPW. The survey provides an essential understanding of the level of employees’ job satisfaction, expectations, and areas for improvement. It is crucial to create the right work conditions and a friendly work environment which are fundamental to employees’ engagement and productivity, contributing to the strategic goals defined in the Exchange’s strategy.

Stan zatrudnienia w GPW S.A. i w Grupie Kapitałowej GPW, stan na 31 grudnia^*

^* excluding Members of the GPW Group Management Boards

Headcount of GPW by type of employment as at 31 December*

^*excluding Members of the GPW Group Management Boards

Headcount of GPW by education as at 31 December^*

^*excluding Members of the GPW Group Management Boards

GPW recruitment policy

The GPW Group pursues a transparent recruitment policy. GPW’s recruitment policy focuses on recruiting top-class specialists for all areas of the Company’s operation. The development of human resources and employee competences includes rotation in job positions within GPW and the Group. The success and reputation of the GPW Group depend not only on the quality of provided services but also on the way that we work. Our principles and values ensure compliance of the GPW Group with laws and regulations as well as fair and ethical conduct.

GPW defined clear rules for recruitment, laid down in the GPW Recruitment Policy. Priority in recruitment is given to existing GPW Group employees as internal candidates because we support the development of our employees. GPW employees are additionally integrated into recruitment through a referral programme where candidates are nominated for vacancies.

GPW employee rotation as at 31 December¹

GPW diversity policy

Diversity and openness: these values are an inalienable part of the Exchange’s business and a foundation of its recruitment and employment policies. As a socially responsible employer, the Exchange respects the principles of equal treatment and prevents all forms of discrimination.

The Exchange’s diversity policy creates a work environment in which everyone feels appreciated and respected and can pursue their talents and skills, contributing to the success of the Exchange.

GPW headcount by gender as at 31 December^*

^*excluding Members of the GPW Group Management Boards

Women in management as at 31 December [%]

GPW headcount by age as at 31 December^*

^*excluding Members of the GPW Group Management Boards

GPW training policy

To help employees improve their knowledge and competences, GPW provides employee training in expert knowledge, interpersonal skills, and personal development.

In 2019, we were focusing on Management Board and manager development in the context of a new incentive scheme. Our managers developed their skills by conducting development interviews with employees. GPW provided training in mindfulness and mental health prophylactics.

GPW employees pursued development opportunities through individual development tracks based on expert training. GPW employees improved their professional qualifications by participating in conferences, congresses and seminars.

Pursuant to its HR policy, the Exchange co-financed employees’ post-graduate and training programmes. As a result, GPW employees jointly spent 909 days in training in 2019.

The average number of training days per GPW FTE was 4 days in 2019.

Average number of training days per FTE

Excluding Members of the GPW Group Management Boards.

GPW incenitive system

GPW’s HR policy is largely based on employee engagement; hence, the Company attaches special importance to employee incentives. The basic salary offered by GPW is tied to the employee’s potential, competences and performance.

According to the Bonus Rules, the incentive system covers all GPW employees other than the Management Board. The objective is to incentivise employees’ superior performance based on individual and group targets. The system includes appraisal of employees’ key competences. The appraisal identifies the employee’s strengths and areas for improvement. The process helps to identify the employees’ potential as a basis for internal recruitment and succession, training programmes matching the Company’s needs, and the measurement of success of GPW’s employee development initiatives.

Every GPW employee has wide access to fringe benefits including: health care, reimbursement of commuting costs, the Employee Pension Scheme, a canteen system, loans including housing and medical loans, as well as payments from the Company Social Benefits Fund.

Traineeships and internships

The Warsaw Stock Exchange puts a strong emphasis on capital market education and learning of young people.

For many years, the Exchange has offered traineeship opportunities to university students. The students major in different disciplines including Economics, Finance, and Marketing. GPW runs Go4Poland, a programme addressed to Polish students of foreign universities. Under the programme, two students were accepted for one-month paid traineeships where they could discover the specificity of work at GPW and acquire new competences hands-on. We also accepted four interns for one month each in 2019.

The initiatives addressed to students to 2019 included the competition for MA and BA theses with awards from the President of the Warsaw Stock Exchange. The authors of the winning MA theses were offered one-month paid internships at the Exchange.

Occupational health and safety policy

GPW’s priorities include a healthy, safe and friendly work environment which supports the development of the professional potential of all Exchange employees. Under its occupational health and safety policy, the Company works to prevent accidents at work, occupational diseases and potential incidents, to continuously improve occupational health and safety, ergonomics and fire protection, to improve employee qualifications, and to integrate their role and engagement in occupational health and safety initiatives. GPW’s occupational health and safety policy was integrated into the subsidiaries TGE and BondSpot in 2015. There was one minor accident at work at GPW in 2019.

Charity initiatives and employee volunteering

In their volunteering work, Group companies support the youth education and care centre in Franciszków and two family children’s homes in Ruszków. In 2019, Group employees invited the children to a Christmas event: Santa Claus on the Exchange. GPW Group employees carried out a collection of sweets to prepare Christmas presents. The Management Boards of GPW and IRGiT also presented sweets to all the children, as well as small gifts fir for their age. Younger kids participating in the Santa Claus on the Exchange event took part in games and contests while teenagers were taken by GPW Group volunteers to a bowling alley and an exhibition at the Central House of Technology.

In 2019, GPW provided GPW Group employees with Christmas Gift Cards supporting the Wooden Puppet programme of the Polish Humanitarian Action (PAH), contributing to funding of meals for kids in Polish schools and day-care centres.

In addition, in response to social needs and combining this action with the perspective of future education on the capital market, the GPW Foundation made a donation in 2019 to new-born sextuplets . The donation was deliberate and was given to each of the children in order to invest in stock exchange instruments - ETF.