Results
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  |
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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:
- 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.
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.
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. 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
