100 %
attendance of workers’ representatives during regular meetings with the Management Board
92.85 %
participation in the eNPS survey (in all the Group companies in 2024)
Processes for engaging with own workforce and workers’ representatives about impacts
[S1-2]
- The eNPS (Employee Net Promoter Score) survey, which monitors employee feedback and satisfaction levels. The survey results are analysed and considered when designing activities for the following year, and also communicated to employees in the printed internal magazine In Colour. In 2024, two editions of the survey were carried out in Śnieżka SA and Śnieżka ToC companies and one in Poli-Farbe, Śnieżka-Ukraina and Rafil companies. From 2025, the survey is planned to be conducted twice a year in all of the above-mentioned companies.
- Regular meetings with workers’ representatives (applies to Śnieżka SA and Śnieżka ToC). Workers’ representatives are elected by the team. Through them, employees can ask the Management Board questions from any area and share suggestions. Meetings are held once a month. In Rafil, the dialogue is conducted through two trade unions. The frequency of meetings corresponds to the current employees’ needs. They are held no less than once a quarter. In the Poli-Farbe and Śnieżka-Ukraina companies there are term-of-service Employee Councils which consult on issues provided for in local regulations, and their meetings are held several times a year.
- Meetings with the Management Board (Śnieżka SA and Śnieżka ToC) – annual Christmas and New Year meetings, at which employees have the opportunity to ask a question in person or submit it in advance, online (anonymously).
- Board meetings (Śnieżka SA and Śnieżka ToC) – regular, weekly status meetings of teams, an integral part of which is measuring employee satisfaction.
The actions indicated above are addressed to all employees. This denotes that employees belonging to minority groups, such as disabled entities, have the same opportunities to share their feedback (e.g. through the eNPS survey or submitting a question via workers’ representatives) as other groups.
Operational responsibility for the implementation of tasks related to the regularity of activities and monitoring feedback and satisfaction levels lies with the People Department. Workers’ Representatives Departments within the Group companies are involved in these activities.
The effectiveness of cooperation with employees undertaken within the above activities is measured by participation in the eNPS survey and during meetings of workers’ representatives. The 2024 results are as follows:
Śnieżka SA, Śnieżka ToC and Rafil do not conduct formal evaluation of the effectiveness of the activities of workers’ representatives. A measurable indicator of their role is the number of inquiries addressed to the Management Board through them, which reflects the level of employees’ trust in their representatives and the effectiveness of their activities.
Appropriate provisions regarding respect for human rights in relation to the undertaking’s employees (own employee resources) are included in the Respect for Human Rights Policy. It responds to the human rights aspects of the Universal Declaration of Human Rights, the United Nations Guiding Principles on Business and Human Rights, the UN Global Compact and the Group policies indicated above. Implementing them in all companies equals to observing the same standards for employees in all countries where they operate.