Acting in an effective and responsible manner
Being a digital and caring employer
Our commitment
To create culture of co-operation in which all
employees feel respected and freely pursue their
professional goals and life passions.
To offer better working conditions, constant
enhancement of the work environment and focus
on talent development.
To continue workforce optimisation in
cooperation with trade unions |
|
KPI |
Performance |
Number
of employees*
* excluding NetWorkS! |
|
Share of women
among
managers | |
Number of
training hours
per year per
employee | |
Employees
satisfaction ratio
(International
Social Barometr) |
(on a scale from -100 to +100)
|
|
Delivery on our commitments in 2018
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 2018 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. One of Orange Polska’s goals is to be the
company most preferred by employees. In response to our employees
needs we promote a proactive approach and open discussion.
OrangePolska encourages all employees to cooperate - to be
transparent, straightforward and honest to each other.
New organizational culture of Orange Polska
We are building our organisational culture in open dialogue with
our employees. We invited all our employees to express their
opinions in the companywide Organisational Health Survey. The
results of this survey showed our strengths and weaknesses and
helped us to diagnose and set the main directions for change in
our organisational culture. In order to maintain the company’s
leading position on the telecommunications market, it was
necessary to focus on strengthening employee engagement and
creating better conditions for their development and sense of satisfaction. Thanks to this, we were able to create an organisational
culture which supports the implementation of our strategy and
strengthens the involvement and development of our employees
and managers.
Initiatives introduced in 2018:
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Starting to build a feedback culture through: feedback 360
for all employees; feedback rituals – summarising meetings;
monthly Pulsometr – a team feedback survey focused on the
atmosphere and achieving goals.
-
Leader.One: a development programme for managers,
supporting them in becoming effective and supporting their
team leaders. The programme continues in 2019.
-
Two-way, open internal communication: new communication
formats (#bezcukru – regular meetings of the board member
with employees, #wtopy – meetings devoted to discussing
and learning from mistakes); encouraging more and more employees to use Plazza. Usage of this internal social network
increased by more than 50% in 2018 (from 10.5k unique users
in 1Q 2018 to 16.4k in 4Q 2018).
-
Mobility 2.0: a programme facilitating the internal professional
mobility of employees and creating new development opportunities for them. The programme continues in 2019.
-
‘Strong for the customer’ training for all employees and
co-workers of Orange Polska, devoted to increasing awareness
about the importance of cooperation between all company
units in order to build customer loyalty. The training continues
in 2019.
-
Oz: dedicated platform for employee innovation and collaboration. In 2018, more than 298 employees created 448 ideas
on Oz. The platform also attracted 10.4k votes and 4.6k comments. We also collected another 187 ideas in two Innovation
Challenges.
Orange Polska again among top employers
In 2018 we built Orange Polska’s reputation as one of the best
employers in Poland. We received several awards, including the
Top Employer Polska certification, Top Employer Europe and
Top Employer Global. 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.
Diversity management
The Diversity Management Policy 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 and (dis)abilities, and parental status. Other diagnosed dimensions include: religion/beliefs, workplace location
(HQ vs. region), type of employment, and nationality/ethnic origin.
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 persons 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 S.A. applies the provisions
of the Best Practice for WSE Listed Companies 2016.
The Supervisory Board currently consists of fourteen members,
including four independent members. They are appointed by the
General Assembly (or, in exceptional cases, by the Supervisory
Board). There are two women on the Supervisory Board.
The Management Board currently consists of eight members,
including the President. They are appointed by the Supervisory
Board. There are two women on the Management Board.
Orange Polska is signatory to and a guardian of the Diversity
Charter. The Diversity Charter is an international initiative implemented in 17 Member States of the European Union. The Charter
is a written declaration, signed by organisations, companies and
institutions that undertake to prohibit discrimination in the workplace and take measures to create and promote diversity, and
express readiness to involve all employees and business and
social partners in these activities. Organisations who decide to
implement this tool work for cohesion and social equality.
Total employees by:
Development and Training
We have a number of development programmes designed to
develop competences and prepare employees to face the
Group’s strategic challenges.
All employees can increase their qualifications by using numerous
products that vary in form and topic: e-learning courses, online
language classes, webinars, films, audiobooks and workshops.
We have been developing specialist competencies in different
areas through the Professional Schools initiative. We promote
knowledge sharing through various programmes, such as Knowledge
Highway, which supports the development of know-how sharing
culture among Orange Polska’s internal experts. We have a
programme for identification and development of management
talents, which supports people with initiative, concrete achievements and leadership potential. We also train outsourced staff in
knowledge specific to Orange Polska and necessary to perform
their duties.
Since 2011, we have carried out an international development
programme, Orange Campus, to promote uniform management
standards across the Orange Group. In an attempt to change culture,
we launched the Leader.One initiative dedicated to Orange
managers. It involves a series of workshops and a manager
community on our internal social networking site (Plazza).
The Company follows the employee Development & Assessment
(D&A) process, which combines annual evaluation results with
the employee’s career development plan; it also involves progress
monitoring throughout the year. In 2018, we introduced a new
approach to evaluation and development, as well as voluntary
participation. For the first time 360 feedback was offered to all
employees based on criteria crucial for cultural change implementation. This was followed by designing individual development goals and plans. At this point, 75% of employees have
these goals and development tasks already defined. Implementation of the 360 process was at the level of 66%, which means
that over 113,000 questionnaires were filled and almost 13,000
reports were generated. A major element supporting the feedback
culture is the monthly Pulsometr opinion poll, in which individual
teams can offer feedback and suggest changes.
Development opportunities are supported by the Mobility programme; we also provide a tool with which employees can
express desire for change of their professional roles and managers
can provide information about vacancies in their respective areas.
Working Environment
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:
-
Orange Polska employees are offered broad medical services
at LUXMED Group clinics and partner medical facilities
nationwide;
-
Orange Polska’s employees are eligible for participation in the
Employee Retirement Plan;
-
Orange Polska has the Company Social Benefits Fund as
a means of social welfare addressed to employees and retired
employees in need;
-
n addition to the Company Social Benefits Fund, employees
can use the Central Housing/Welfare Funds;
-
Orange Polska’s 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.
All employees are eligible for variable bonuses, which depend
on work results and are 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.
The Company runs the Orange Vitality Academy programme for a friendly work environment. The Academy promotes healthy lifestyle, supports physical activity of employees and looks after their health, safety and well-being at work. Some provisions concerning the programme were incorporated into the Social Agreement for 2018–2019.
We care about the health of our employees, including those with
special needs. Our ‘Yes to Health’ programme aims to create an
open and friendly work environment, particularly for employees
with recognised disabilities. As part of our support, we provide
this group of employees with an extra medical package, places
in car parks and additional workplace equipment (massage mats,
larger screens); we also adapt workplaces to the special needs
resulting from their disabilities. Furthermore, such employees receive financial benefits.
Continuing workforce optimisation through social dialogue
We respect our employees’ right to associate and we are in regular,
broad dialogue with our social partners. As part of a dialogue
within Orange Polska, 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. We also
have the Employee Council in Orange Polska. 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.
We respect our employees’ right to associate and we are in regular,
broad dialogue with our social partners. As part of a dialogue
within Orange Polska, 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. We also
have the Employee Council in Orange Polska. 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.
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 over 15 years. It is organised
by the Orange Foundation in Poland and engages over 3,000
volunteers each year. The programme is based on “competence
volunteering”. Our employees share their knowledge, skills and
experience and teach children how to use the internet safely
and wisely, how to program and how to use new technologies
creatively to develop the potential of kids. Every year during the
“Christmas with Orange Foundation” campaign, our volunteers
play Santa and visit kids in hospitals and orphanages.
We invite our volunteers to get involved in two programmes
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).
Each Orange volunteer is welcome to develop their own volunteering project and apply for a grant for its implementation. Every
year we award grants to approximately 100 local projects.
Volunteering programme