Offering the most attractive terms of employment is a challenge for any company, particularly facing strong market competition, increased by the crisis. However, it becomes a necessity for an organisation that wants to be considered close and positive, acting in a courageous and straightforward manner.
Employees in different areas and at different levels of the organisation as well as persons working for Orange Polska within a growing outsourcing scheme of selected functions are eligible for various levels of benefits. Owing to the global range of Orange, its employees also have development opportunities outside their native country.
Orange Polska’s workforce comprises over 10,000 people working in more than 140 locations all over Poland. More than half – 56% of them – live in the five biggest cities, while others work in smaller towns. The majority of our crew, about 60%, are men. There are also people with disabilities among us. Every year, about 500 of Orange Polska’s employees become parents. Our employees differ in professions and positions. All of this makes diversity management one of the key challenges in the area of HR management.
The key diversity dimensions identified in Orange Polska are gender; age; competence, expertise, experience and mindset; psychophysical skills – (dis)abilities; and parental status. Other diagnosed dimensions include religion and beliefs; workplace location (HQ vs. region); type of employment; and nationality/ethnic origin.
It is important to account for all of these aspects in diversity management, particularly to take care of employees with disabilities, to enable intergenerational knowledge sharing and to build an open and inclusive corporate culture.
