Objectives established in the Group's strategic plan

Objectives established in the diversity, inclusion and wellbeing strategic plan

EMPLOYEE EXPERIENCE

Employee experience survey results (eAVG) by gender

Working conditions, environment and culture are highly regarded by both women and men.

HIRING

New employees by gender

Employee hiring statistics indicate that we are edging closer and closer to gender balance.

REMUNERATION

Pay gap between women and men

Gender pay gap remains very small and is influenced by objective market factors (for example, gender segregation in specific professions, etc.).

SUCCESSION

Gender balance in strategic positions and their successors’ lists

We ensure succession in strategic positions while improving gender balance.

TURNOVER

Employee turnover rate by gender

Women’s turnover rate remains a challenge. It is mostly related to women working in services segment, which has a tendency of a higher turnover rate.

RETENTION

Retention rate of employees returning from parental leave

Employees increasingly remain and continue their career in the Group after returning from parental leave

REPORTS

Reports on discrimination

We did not receive any reports on discrimination in the previous year. Such cases can be reported anonymously via the Trust Line.

VIOLATIONS

Humans rights violations

In 2022 we received one complaint from a Group employee to the National Labour Inspectorate regarding a potential psychological abuse. After an investigation, the inspectorate did not establish any violations. Despite that, we organised psychological abuse and harassment recognition training in the team where the investigation took place.