Metrics and targets related to the Group’s workforce  

[S1-5] 

The targets presented below apply to Śnieżka SA and Śnieżka ToC companies and result from the Sustainable Development Strategy. Their implementation is measured relative to the previous year or as a target percentage of employees covered by the activity. All of the following sustainable development goals (hereinafter referred to as SDGs) are planned for the short term – most of them were implemented in the reporting period and/or will be in 2025. No intermediate goals were set.

When defining its plans, the undertaking took into account the opinions of employees, expressed through the eNPS survey and through Worker’s Representatives. The Group also manages its revenues through weekly board meetings, during which employees can raise concerns and propose improvements to processes within the undertaking.

Gender equality impact targets – equal pay – by keeping the Gender Pay Gap below the European Union average

The strategic goal of sustainable development is to create an organizational culture based on values. The resulting operational goal is to maintain year-to-year comparability of the salaries of women and men employed in similar positions (according to the so-called grades). Both goals are regulated by the HR Policy. The undertaking aims to keep the adjusted pay gap below 5%.

3.27%

adjusted pay gap for Śnieżka SA and Śnieżka ToC in 2024.

The adjusted pay gap is described above, under indicator: S1-16.

Targets concerning the undertaking's impact on employment security and stability

The strategic goal of sustainable development in this area is to maintain a low level of employee turnover. The undertaking intends to achieve this by maintaining the voluntary employee departure rate at a level below 11% for line positions year-on-year (in line with the provisions of Śnieżka’s Sustainable Development Strategy).

3.23%

turnover rate for voluntary departures of line employees for Śnieżka SA and Śnieżka ToC companies in 2024.

Targets concerning the impact on employees by fostering work-life balance

As part of the eNPS survey, the Group regularly monitors the reasons for satisfaction and recommending work at Śnieżka, including indirectly monitoring work-life balance – by analysing the trend for this response.

The Group has not defined goals in this area, but in line with its strategic goal, it aims to achieve a positive eNPS result every year, measuring progress against the base year 2024.

10

eNPS survey result for the Śnieżka Group in 2024 (with a turnout of 92.85%)

Targets concerning the impact on employees by providing opportunities for internal promotion and development

In its Sustainable Development Strategy, Śnieżka has adopted three strategic goals related to this impact: managing employee engagement and satisfaction, creating an organizational culture based on values, and employee development. The indicated strategic goals of sustainable development are consistent with the goals of the HR Policy, i.e.: effective approach to management through building a strong Employer Branding, employee development and improvement, and building a culture of employee engagement.

  • follow-up of the Śnieżka Academy Internal Trainers programme at Śnieżka SA and Śnieżka ToC and expansion of its scope in 2025 to include Poli-Farbe and Śnieżka-Ukraina (in the form of e-learning courses),
  • achieving the indicator of 100% of eligible employees who had development talks with their superiors based on the updated values ​​– an annual assessment in this version has not taken place as yet, however, the companies carried out periodic assessments of work performance in monthly, quarterly and annual intervals,
  • maintaining the indicator of 100% of new employees covered by onboarding and adaptation for Śnieżka SA, Śnieżka ToC, Śnieżka-Ukraina and Poli-Farbe,
  • increasing the average number of training hours per employee year-on-year (in 2023 for the Group it amounted to 26.81h, while in 2024 – 25.22h).

25.22 h

Average number of training hours per employee for the Group

Targets concerning a potential impact on employee safety and health in the event of a fatal accident, serious accident, or work-related illness

The strategic goal of sustainable development in this area is to build a safety culture and minimize risks to employees1.  The undertaking intends to achieve its goal by:

  • maintaining the functioning of the Safety Management System, which minimizes the risk of accidents,
  • training and building awareness among employees and subcontractors working at production facilities:
    • 100% of employees of subcontractors in Śnieżka SA and Śnieżka ToC companies undergo OHS training,
    • 90% of the managerial staff covered by first aid and AED training,
    • providing first aid and AED training to all employees of the Śnieżka Group,
  • elimination of potential hazards through occupational safety and fire safety inspections (once a quarter in each department and once every six months in warehouses). These activities are derived from the provisions in the Quality, Environment and Health and Safety Policy. The Śnieżka Group verifies their effectiveness by calculating accident indicators (indicator: S1-14).

1Due to the nature of its purpose, it does not address all the disclosure requirements required by MDR-T.

Opportunity-related targets - to provide a satisfactory, competitive remuneration can increase employee motivation and loyalty, which translates into lower turnover and savings associated with recruiting new employees

The strategic goal of sustainable development, stemming from Śnieżka’s Sustainable Development Strategy in this respect, is to build a diverse and inclusive work environment by maintaining year-on-year comparability of remuneration for women and men employed in similar positions (by grade) and maintaining the year-on-year rate of voluntary employee departures at a level below 11% for line positions.

Opportunity-related targets - to create an innovative, creative and effective work environment by ensuring diversity among senior management

Śnieżka intends to seize this opportunity by implementing SD’s strategic goal of strengthening and maintaining a diverse and inclusive work environment.

  • maintaining the activities described in the HR Policy regarding equal opportunities in terms of development, promotion, recruitment and employment as well as access to training and benefits
  • maintaining the indicator of 100% of employees covered by training on counteracting mobbing, discrimination and harassment (the goal was achieved, with the implementation of training as follows: 92.1% in Śnieżka SA and 93.7% in Śnieżka ToC).
  • verify internal processes and communication in terms of inclusiveness for the areas of recruitment, onboarding, training, Employer Branding activities (for Śnieżka SA and Śnieżka ToC companies),
  • cover all the Group companies with training in the field of counteracting mobbing, discrimination and harassment in the workplace.

The above mentioned goals are in line with the Diversity Policy, the Respect for Human Rights Policy, the HR Policy, the Regulations for Combating Mobbing, Discrimination and Harassment in the workplace and the Code of Ethics and HR Policy.

Characteristics of the undertaking’s employees

[S1-6] 

Employee characteristics are presented as the number of employees as at 31 December 2024. The total number of employees is consistent with the number given in the operational and financial part of this Report.

Employment remains stable throughout the year, with only minor changes resulting directly from business needs. The number of employees in the tables below is provided in each case as a whole number (unless otherwise indicated).

Gender Number of employees
As at 31.12.2024 As at 31.12.2023
Women 388 383
Men 756 757
Total   1 144 1140

Country Number of employees
As at 31.12.2024 As at 31.12.2023
Poland 791 778
Ukraine 172 169
Hungary 166 178

As at 31.12.2024 As at 31.12.2023
Women Men Total Women Men Total
Number of employees 388 756 1 144 383 757 1 140
Number of employees employed for an indefinite period 339 698 1 037 332 706 1 038
Number of employees employed for a definite period (incl. probation period) 49 58 107 51 51 102
Number of full-time employees 381 752 1 133 376 754 1 130
Number of part-time employees 7 4 11 7 3 10

As at 31.12.2024 As at 31.12.2023
Poland Ukraine Hungary Total Poland Ukraine Hungary Total
Number of employees 791 172 166 1 129 778 169 178 1 125
Number of employees employed for an indefinite period 709 168 160 1 037 704 165 171 1 040
Number of employees employed for a definite period (incl. probation period) 82 4 6 92 74 4 7 85
Number of full-time employees 788 170 161 1 119 774 168 172 1 114
Number of part-time employees 3 2 5 10 4 1 6 11

[S1-9]

As at 31.12.2024 As at 31.12.2023
Women Men Total Women Men Total
Senior management staff 
aged below 30 0 0 0 0 0 0
aged between 30 and 50 44 58 102 38 51 89
aged over 50 15 27 42 16 26 42
Total  59 85  144  54  77  131 
Gender break down by % 40.97% 59.03% 41.22% 58.78%
Middle management staff  
aged below 30 0 2 2 0 2 2
aged between 30 and 50 8 37 45 8 40 48
aged over 50 1 14 15 1 15 16
Total  9  53  62  9  57  66 
Gender break down by % 14.52% 85.48% 13.64% 86.36%
Other employees  
aged below 30 44 65 109 50 74 124
aged between 30 and 50 201 349 550 203 364 567
aged over 50 75 204 279 67 185 252
Total  320  618  938  320  623  943 
Gender break down by % 34.12% 65.88% 33.93% 66.07%
Total  33.92%  66.08%  33.60%  66.40% 

Methodology: Number of people employed as at December 31, 2024. Managers who do not manage teams of employees (so-called “area managers”) are excluded from the group of managers. According to the adopted definition, managerial positions include only persons managing teams of employees. Senior management includes the Company’s Management Board members and persons holding positions of Directors and Managers.  Middle management staff includes entities holding positions of Leaders and Foremen.

Rotation ratios

  • In 2024, a total of 90 employees left the Śnieżka Group

    The turnover rate was 7.87% and was by 0.24% higher than a year earlier. The turnover rate takes into account all employees whose employment has ended, both as a result of a voluntary decision (including acquairing of pension rights) and termination of the contract by the employer.

    Turnover calculated as the number of departures divided by the employment status as of 31.12.2024 (number of people).

      • 7.87% turnover rate for all departures in the Group in 2024
      • 3.76% turnover rate for voluntary departures (43 persons) in the Group in 2024
      • 3.23% turnover rate for voluntary departures of line employees (12 persons) in Śnieżka SA and Śnieżka ToC companies in 2024

Between 2023 and 2024, the Group did not hire employees who had no guaranteed working hours in any of the countries in which it employs at least 10% of the undertaking’s total number of employees.

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