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DIVERSITY AT WORK AND IN SOCIETY

One of the key values of Agora, declared in Agora Charter is respect for human rights, interpreted broadly, as providing employees with responsible place of work and decent work, as well as preventing any form of discrimination or mobbing, as well as ensuring equal treatment of all employees.

Prawa człowieka - Równość płci
Prawa człowieka - Równość płci

GENDER EQUALITY

  • effective prevention of gender-based discrimination
  • increasing the participation and role of women in decision making on all levels
  • striving for equal treatment of genders in all aspects of employment
Prawa człowieka - Wzrost gospodarczy i godna praca
Prawa człowieka - Wzrost gospodarczy i godna praca

decent work and economic growth

  • developing the competences of Agora employees
  • providing secure employment
  • encouraging employee engagement in community, educational and cultural activities
Prawa człowieka - Mniej nierówności
Prawa człowieka - Mniej nierówności

reduced inequalities

  • effectively prevention of discrimination and introduction of equal treatment policies in all aspects of employment, regardless of: gender, age, disability, health, race, nationality, ethnicity, religion, faith, atheism, political convictions, trade union affiliations, psycho-sexual orientation, sexual identity, family status, employment type, scope and contract, other types of cooperation and other aspects that might be ground for discrimination
  • PREVENTING WORKPLACE DISCRIMINATION
  • DIVERSITY IN THE WORKPLACE
  • EMPLOYEE REPRESENTATION, FREEDOM OF ASSOCIATION
  • HUMAN RIGHTS

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Agora and its subsidiaries (AMS, Grupa Radiowa Agory, Helios, Yieldbird) adopted Policy for Preventing Workplace Discrimination and Mobbing (Policy) to better serve the goal of creating a welcoming workplace that promoting diversity.
Key elements of the Policy are:

    • The function of Anti-discrimination and Anti-mobbing Officer was established. The duties of the officer are performed by Director of Human Resources. The officer is responsible for measures for preventing workplace discrimination and mobbing, including awareness-raising and educational activities. Every employee or collaborator of Agora can contact Anti-discrimination and Anti-mobbing Officer to ask questions, consult issues or report cases of misconducts;
    • Expanded choice of channels for submitting questions or reporting on misconduct was expanded. Along with Agora Code of Ethics, an anonymous, confidential and safe channel was introduced - Ethics Line is operated by a specialized external organization;
    • Emphasis on the responsibility of management was emphasized, tasked with monitoring and responding to situations and behaviours that bear the signs of discrimination or mobbing;
    • Examples of misconduct were added to the policy that might represent discrimination or mobbing, plus a report on misconduct template.

In 2019 Policy was updated in line with newly introduced changes to Labour Code.



In 2019 anti-discrimination and anti-mobbing activities focused on subsidiaries Agora S.A. that adopted the Policy for Preventing Workplace Discrimination and Mobbing. As part of this process, presentations were delivered to the executive teams of each entity.


ANTI-DISCRIMINATION AND ANTI-MOBBING TRAINING

88

participants of anti-mobbing and anti-discrimination training

In 2019 a series of anti-discrimination and anti-mobbing training sessions was delivered for the employees of Agora Group entities.
88 employees were trained, including 81 senior managers and seven specialists (four one-day sessions).
Rules of anti-discrimination and anti-mobbing in the workplace are also presented as a part of Welcome to Agora orientation training for new employees.

7

number of cases reported and processed in 2019

Under Policy for Preventing Workplace Discrimination and Mobbing and Agora Code of Ethics, introduced in 2018, the company opened new channels and possibilities for submitting queries and doubts or reporting misconduct by the employees or collaborators. Under Policy for Preventing Workplace Discrimination and Mobbing and Agora Code of Ethics, introduced in 2018, the company opened new channels and possibilities for submitting queries and doubts or reporting misconduct by the employees or collaborators. The following channels and forms of reporting cases related to workplace discrimination and mobbing are currently available in Agora:

  • internal – confidential:
    • contacting the in-house Anti-discrimination and Anti-mobbing Officer (e-mail) 
    • contacting the in-house Compliance Officer (e-mail, phonecall or personal contact)
  • external – confidential and anonymous
    • contacting an external Ethics Line (online platform, e-mail, telephone available between 7:00 and 18:00)

The whistleblowing procedure stresses that every report is confidential and whistleblowers are offered special protection. Additionally, every case is processed and the response is provided as quickly as possible. In special cases the processing might last 30 or more days.
Five cases were reported and processed in 2018, including: three superior-employee cases, two employee-employee cases.

In 2019 Agora took a number of steps to promote the Policy for Preventing Workplace Discrimination and Mobbing. To sum up and evaluate these activities, in September 2019 Human Resources conducted a survey among the employees of Agora. Below is a summary of the survey Evaluation of Policy for Preventing Workplace Discrimination and Mobbing in Agora:

133

employees took part in the survey

69%

are women

31%

are men

77%

are specialists

23%

are senior managers

The survey explored the question which steps increased the awareness of relevant issues among Agora employees:

  • What do the employees know about the principles of the Policy?
  • How do they feel about them?
  • Do they find the Policy effective?
  • What else should be done?

Key findings:

97%

of the respondents are aware of Agora Code of Ethics

68%

of the respondents are aware of the existence of Anti-discrimination and Anti-mobbing Officer

63%

admitted that adopting Policy for Preventing Workplace Discrimination and Mobbing increased employees’ awareness in the area

53%

of the respondents are aware of the existence of Compliance Officer

52%

of the respondents are aware of Ethics Line

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Diversity and openness are values integral to Agora Group’s business operations as well as employment policy. Employees of Agora Group come from different backgrounds and cultures, exhibit various skills and talents, represent diverse thinking styles and viewpoints and have different life and professional experience. We strive to build a diverse yet efficient team of individuals working together.


By signing Diversity Charter, Agora undertook an obligation to:

  • create a pro-diversity workplace atmosphere and organizational culture,
  • introduce internal institutional solutions to develop equal treatment policies,
  • develop and implement anti-discrimination and diversity management in the workplace policies,
  • introduce anti-discrimination and anti-mobbing monitoring measures and a system of education about preventing discrimination and mobbing,
  • open dialogue with employees on the adopted diversity management policy,
  • issue annual reports on diversity measures and their results,
  • promote and educate about diversity management in Poland.

Agora fulfils these obligations on various levels. Their results are discussed in Agora’s non-financial report.

AGORA SIGNED DIVERSITY CHARTER

On 8 March 2017 Agora Group signed Diversity Charter as Poland’s first media corporation, thus joining other European employers who recognize the importance of diversity in the workplace.
By signing the charter, we obliged ourselves to implement, promote and disseminate diversity management and equal treatment policies among all stakeholders of Agora.

 

The composition of governance bodies and breakdown of employees by employee category and gender indicate a roughly equal share of genders both in senior as well as junior positions. In terms of age, the employees of Agora Group reflect the structure of Polish society.

51.8%

share of women in middle and senior management positions in Agora Group

56.9%

share of women other positions in Agora Group

Employee breakdown by category and gender

Pracownicy w podziale na kategorię zatrudnienia i płeć - 2019

Agora Group Agora S.A.
Women Men Women Men
Senior and middle management 51.8% 48.2% 52.1% 47.9%
Other employees 56.9% 43.1% 58.0% 42.0%

Source: Human Resources, Agora Group.

Pracownicy w podziale na kategorię zatrudnienia i płeć - 2018

Agora Group Agora S.A.
Women Men Women Men
Senior and middle management 54.3% 45.7% 52.5% 47.5%
Other employees 52.5% 47.5% 53.2% 46.8%

Source: Human Resources, Agora Group.

Employee breakdown by category, age and gender

Senior and middle management

Pracownicy w podziale na kategorię zatrudnienia, wiek i płeć - 2019 - Pracownicy na stanowiskach kierowniczych i wyższych

Agora Group Agora S.A.
Women Men Total Women Men Total
< 30 y.o. 4.6% 4.7% 4.6% 6.5% 1.8% 4.2%
30-50 y.o. 82.4% 72.8% 77.7% 76.2% 71.2% 73.8%
>50 y.o. 13.0% 22.6% 17.6% 17.3% 27.1% 22.0%

Source: Human Resources, Agora Group.

Senior and middle management

Pracownicy w podziale na kategorię zatrudnienia, wiek i płeć - 2018 - Pracownicy na stanowiskach kierowniczych i wyższych

Agora Group Agora S.A.
Women Men Total Women Men Total
< 30 y.o. 6.6% 3.0% 4.9% 8.9% 4.1% 4.9%
30-50 y.o. 82.6% 75.7% 79.4% 77.0% 75.1% 79.4%
>50 y.o. 10.8% 21.3% 15.6% 14.1% 20.7% 15.6%

Source: Human Resources, Agora Group.

Employee breakdown by category, age and gender

Other employees

Pracownicy w podziale na kategorię zatrudnienia, wiek i płeć - 2019 - Pracownicy na stanowiskach niższych niż kierownicze

Agora Group Agora S.A.
Women Men Total Women Men Total
< 30 y.o. 19.1% 19.7% 19.4% 16.3% 15.5% 16.0%
30-50 y.o. 67.6% 67.0% 67.3% 66.4% 68.4% 67.2%
>50 y.o. 13.3% 13.3% 13.3% 17.3% 16.1% 16.8%

Source: Human Resources, Agora Group

Other employees

Pracownicy w podziale na kategorię zatrudnienia, wiek i płeć - 2018 - Pracownicy na stanowiskach niższych niż kierownicze

Agora Group Agora S.A.
Women Men Total Women Men Total
< 30 y.o. 20.3% 16.7% 18.6% 18.1% 13.7% 16.0%
30-50 y.o. 67.3% 71.8% 69.4% 66.0% 71.9% 68.7%
>50 y.o. 12.4% 11.5% 12.0% 15.9% 14.5% 15.2%

Source: Human Resources, Agora Group

Education levels attest to high competences of Agora Group personnel. Women are on average better educated than men, which is indicated by the share of female employees with higher education on all levels of the organization.

70.6%

of all employees of Agora Group have higher education

Employee breakdown by category, education and gender

Senior and middle management

Pracownicy w podziale na kategorię zatrudnienia, wykształcenie i płeć - 2019 - stanowiska kierownicze i wyższe

Agora Group Agora S.A.
Education Women Men Total Women Men Total
Primary education 0.3% 0.0% 0.2% 0.0% 0.0% 0.0%
Secondary education 20.7% 28.2% 24.4% 23.2% 24.7% 23.9%
Higher education 79.3% 75.1% 77.2% 76.8% 75.3% 76.1%

Source: Human Resources, Agora Group

Senior and middle management

Pracownicy w podziale na kategorię zatrudnienia, wykształcenie i płeć - 2018 - stanowiska kierownicze i wyższe

Agora Group Agora S.A.
Education Women Men Total Women Men Total
Primary education 0.3% 0.0% 0.2% 0.0% 0.0% 0.0%
Secondary education 20.5% 27.4% 23.6% 22.1% 25.9% 23.9%
Higher education 79.2% 72.6% 76.2% 77.9% 74.1% 76.1%

Source: Human Resources, Agora Group.

Employee breakdown by category, education and gender

Other employees

Pracownicy w podziale na kategorię zatrudnienia, wykształcenie i płeć - 2019 - stanowiska niższe niż kierownicze

Agora Group Agora S.A.
Education Women Men Total Women Men Total
Primary education 0.0% 0.3% 0.1% 0.0% 0.6% 0.3%
Secondary education 24.9% 38.2% 30.7% 25.9% 37.6% 30.7%
Higher education 75.0% 60.3% 68.6% 74.1% 61.8% 69.0%

Source: Human Resources, Agora Group

Other employees

Pracownicy w podziale na kategorię zatrudnienia, wykształcenie i płeć - 2018 - stanowiska niższe niż kierownicze

Agora Group Agora S.A.
Education Women Men Total Women Men Total
Primary education 0.1% 0.3% 0.2% 0.0% 0.5% 0.2%
Secondary education 26.9% 46.1% 36.0% 27.9% 44.2% 35.6%
Higher education 73.0% 53.6% 63.8% 72.1% 55.3% 64.2%

Source: Human Resources, Agora Group.

Agora Group strives to encourage the employment of people with disabilities. The largest number of such individuals is employed by AMS. The company has been actively promoting activation of people with disabilities.

3.7%

of the employees of Agora Group are individuals with disabilities

Share of employees with disabilities

Udział pracowników z niepełnosprawnościami - 2019

Women Men Total
Agora Group 2.6% 5.0% 3.7%
AGORA S.A. 0.8% 1.2% 1.0%

Source: Human Resources, Agora Group.

Udział pracowników z niepełnosprawnościami - 2018

Women Men Total
Agora Group 2.7% 4.4% 3.5%
AGORA S.A. 0.9% 1.1% 1.0%

Source: Human Resources, Agora Group.

The main office of Agora Group is located in Poland and Poland is the group’s primary market. The majority of the employees of the Agora Group are Polish citizens.

Share of foreign employees in total employees of Agora Group

Procent obcokrajowców w stosunku do liczby wszystkich pracowników w Grupie Agora - 2019

Women Men Total
Agora Group 0.5% 0.5% 0.5%
AGORA S.A. 0.4% 0.2% 0.3%

Source: Human Resources, Agora Group.

Procent obcokrajowców w stosunku do liczby wszystkich pracowników w Grupie Agora - 2018

Women Men Total
Agora Group 0.3% 0.7% 0.5%
AGORA S.A. 0.2% 0.1% 0.2%

Source: Human Resources, Agora Group.

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The following employee representation bodies operate in the Agora Group: Employee Council, trade union and Employee Representative. All three are invited to join consultations in key employee matters.


Employee Council operates under the Act on Informing and Consulting Employees and an agreement with the Management Board. Council Members are elected through popular vote for a four-year term. Employee Council represents the interests of the employees and acts as an intermediary between them and the Management Board, operating as an advisory and consulting body. Employee Council is active at: Agora, Agora Poligrafia and Grupa Radiowa Agory. Information about Employee Council can be found in the Intranet.


Joint Trade Union Organization of Solidarność Trade Union in Agora S.A. and Inforadio Sp. z.o.o. (Organizacja Międzyzakładowa – OM) has been active at: Agora, Inforadio, Agora Poligrafia, AMS, Doradztwo Mediowe, Grupa Radiowa Agory since 12 December 2011. In December it expanded into GoldenLine Sp. z. o.o., and in January 2019 into Tandem Media Sp. z o.o. Under the Polish law, management boards of companies with employees represented by active trade unions are obliged to conduct consultations or negotiate the matters specified in the regulations with their trade unions. The remaining entities of Agora Group have Employee Representatives – mandated by the law. No collective bargaining agreements are in force at Agora Group.

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The aspect of human rights in Agora Group is the most present in labour laws and relations. The organization also upholds human rights in our relations with partners and collaborators. No risks were diagnosed in the operations of Agora Group in terms of child labour, forced labour or other breaches of human rights. Agora Group remains alert to potential risks in this area, following UN Guiding Principles for Business and Human Rights.

DIVERSITY WEEK IN THE MEDIA OF AGORA AND PAPA DIEGO RESTAURANTS

DIVERSITY WEEK IN THE MEDIA OF AGORA AND PAPA DIEGO RESTAURANTS

Agora approaches diversity as an important feature of any society, also a special element of a workplace. In our activities, Agora is committed to fostering the culture of openness and equality, to ensure welcoming working environment.
To support Pride Parade Gazeta Wyborcza increased the frequency of LGBT+ newsletter, from every Wednesday, to daily from Wednesday, 5 June, to Saturday, 9 June 2019. The newsletter covered topics related to various sexual minorities – materials about the society, culture and politics.
Wyborcza.pl published special content related to Pride Parade, including live footage from the parade and picnic held on 8 June 2019 and interviews with organizers of the march.
Gazeta.pl streamed live written updates from Warsaw Pride Parade. On the day also the logo on the home side of the portal was changed to celebrate the event.
Radio TOK FM regularly broadcast relevant content before Pride Parade and Pride Week. Information was also published on Tokfm.pl.
Papa Diego and Van Dog chains displayed rainbow flags in their restaurants throughout the entire week preceding Pride Parade and had a special offer 20-percent discounts for any visitor wearing or carrying a rainbow-coloured item. Papa Diego also offered free meals for volunteers working for Pride Parade.

GAZETA WYBORCZA SUPPORTS LGBT+ COMMUNITY

GAZETA WYBORCZA SUPPORTS LGBT+ COMMUNITY

On 27 July 2019 Gazeta Wyborcza returned to the historical credo ‘There is no freedom without solidarity’ as a way to express editorial support for social groups discriminated in Poland. In connection with this change, the editorial staff prepared articles, videos and promotional activities, including a poster with the new slogan of the daily, and encourages its readers to be active in the public sphere.


"There is no freedom without solidarity" appeared for the first time as the credo of Gazeta Wyborcza in the newspaper’s masthead in 1989. At that time, it expressed a desire to build a new state based on democracy and community. The return to the credo symbolizes solidarity with social and professional groups excluded in Polish society - people with disabilities, teachers, the LBGT+ community, doctors, nurses and judges.
The team of Gazeta Wyborcza issued a joint statement:
"There is no freedom without solidarity" is a legacy of responsibility. The world as we knew it - stable, safe, predictable - will fall apart, if we close ourselves in selfishness, if we are busy with our own immediate interest, if we only buy and consume. Then we will open the gates for populists and political charlatans (...). So we return to the beginning: "There is no freedom without solidarity”.


The statement of the editorial team of Gazeta Wyborcza was found at Wyborcza.pl and was e-mailed to all subscribers of Wyborcza.pl’s newsletter and all subscribers of Wyborcza.pl digital services.
To support the change of credo, the team of Gazeta Wyborcza prepared special editorial and promotional activities.
The 27 July 2019 issue of GW included a poster with the new slogan and legal information for people who take part in equality marches and a guide on how to deal with homophobic remarks. The pages of the enlarged edition of the newspaper will feature a photo reportage on non-heteronormative people, a report on the perception of the LGBT+ community by Poles and a calendar of equality marches.


The poster was distributed during the manifestation in the Polish capital, "Warsaw against violence: Solidarity with Bialystok" (July 27, from 14.00 in Defilad Square) and also during the march against violence, held on 28 July 2019.
Additionally, all Friday weekly local magazines of Gazeta Wyborcza issued on 26 July 2019 included articles presenting the situation of LGBT+ community, announcements and reports on solidarity demonstrations, as well as interviews with experts. To express solidarity with people attacked in Bialystok, the mastheads of the weekly magazines featured a rainbow. A similar graphic also appeared in the logo of the Wyborcza.pl website.
Wyborcza.pl also published special video materials, including a survey in which journalists and reporters of Wyborcza say what solidarity means to them. It also produced a spot presenting the most important activities of Poles manifesting their solidarity with excluded people: LGBT+, people with disabilities, women or and court officers.


Reporters of Wyborcza.pl kept readers up to date with weekend events supporting the LGBT + community happening throughout the country. All articles on this subject were made available free of chargé, outside the paywall.
Gazeta Wyborcza also encouraged its readers to express their opinions on current events in Poland, especially in connection with the events from Bialystok, and to share their stories of solidarity. Such texts could e-mailed to: listy@wyborcza.pl. All those who want to be kept informed about the situation of, for example, the LGBT + community or issues related to the climate crisis were invited to subscribe to Wyborcza.pl newsletters at Wyborcza.pl/newslettery.

GAZETA.PL RELEASES THE LAST ISSUE OF TWÓJ WEEKEND (YOUR WEEKEND) TO CELEBRATE WOMEN

GAZETA.PL RELEASES THE LAST ISSUE OF TWÓJ WEEKEND (YOUR WEEKEND) TO CELEBRATE WOMEN

48

pages in the last issue of Twój weekend

In December 2018 Twój Weekend, Poland’s longest-running adult magazine, was put up for sale on Allegro auction site. Gazeta.pl and VMLY&R Poland and partners (MasterCard, Bank BNP Paribas, Wavemaker, Papaya Films) bought it and prepared its last issue to spark a discussion about gender image, partnership relations, gender equality and how it can be enforced in everyday life.

On International Women’s Day, Gazeta.pl teamed up with VMLY&R Poland and partners to issue a special Twój Weekend, dedicated to unique women. Closing of Poland’s longest-running adult title that reduced women to sex objects for 27 years, is a symbolic protest against objectification of women. The last issue, instead of typical for this type of magazine photos and texts, featured materials about strength, wisdom and beauty. The familiar sections and columns were kept but filled perversely with reimagined content to give it new meaning. Interesting stories of men and women were presented in articles, interviews and commentaries. A special cover photo featured Ewa Kasprzyk, Orina Krajewska and Joanna Jędrzejczyk. The project gained international recognition in prestigious advertising industry competitions and enjoyed immense popularity.

48 pages of the magazine featured articles by Rikha Sharma Rani (New York Times), a therapist and psychologist Maria Rotkiel and Rafał and Tymek Bryndal, Miłosz Brzeziński, Rafał Madajczak.

With a circulation of 20 thousand copies, an internet issue was published on Twojweekend.pl. Profit from the sale of printed and electronic magazine was directed to supporting equality education in schools.
Initiators and originators of the project were: VMLY&R Poland and Gazeta.pl, and business partners were: MasterCard and Bank BNP Paribas, Wavemaker, Papaya Films (visual production of the content) and Sukces Pisanyo Szminką Foundation.

The project was accompanied by an advertising campaign, a new version of Twojweekend.pl, influencer and #ostatniTW campaign in the social media.

The last issue of Your Weekend is also one of the most widely awarded campaigns in the history of Polish marketing. It was Poland’s first campaign to win the most prestigious advertising and communications award Cannes Lions, Grand Prix in the category Glass: The Lion for Change, Titanium Lion and bronze statuettes. Among other awards golden statue in the category Redesigned Products at WAN-IFRA Print Innovation Awards 2019, 6 KTR prizes and Grand Prix Gerety Awards, Grand Prix in the category Print and Silver Drums in categories Social Good and Content in the international Golden Drum competition.


More information: Our achievements.

 

The next step after purchasing Your Weekend was the launch of a project titled Eighth Day of the Month, spurred by the comments from the users of Gazeta.pl. On the eight day of each month the portal covers various discrimination-themed topics such as pay inequality, sex, interests and education. This way Gazeta.pl wants to people to cover the topics that truly engage readers.

 

https://twojweekend.pl/

https://www.youtube.com/watch?v=lFQhGUVQ0Qw&

https://www.youtube.com/watch?v=VBoW8JSt0-8

http://kobieta.gazeta.pl/kobieta/0,107964.html?tag=%F3smy+dzie%F1+miesi%B1ca

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