OUR RESPONSIBILITY TOWARDS EMPLOYEES

Employees are the most important capital of the company, therefore we make every effort to make Agora Group an attractive and friendly place to work. We want to create an environment open to diversity, in which the main principles are: equal treatment, respect for human rights, mutual respect and cooperation.

OUR EMPLOYESS
AGORA IN THE TIME OF PANDEMIC
WORK-LIFE BALANCE
TRAINING AND DEVELOPMENT
Occupational health and safety
Freedom of association
Remuneration

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Employees are the company's most important capital, so we make every effort to ensure that the Agora Group is an attractive and, at the same time, friendly workplace. We want to create an environment open to diversity, where the guiding principles are: equal treatment, respect for human rights, mutual respect and cooperation. In 2020, due to the COVID-19 pandemic, we focused particularly on the safety and health of our employees, by introducing a number of actions to respond to the situation in the country.

Key UN Sustainable Development Goals, which we implement as part of activities for the benefit of employees and respect for human rights:

The employment, work and pay conditions in the Agora Group are determined by internal regulations, including in particular the Work Regulations, the Employee Remuneration Regulations and individual employment contracts. There are no collective labour agreements in place in any of the Group companies.

The Work Regulations are an internal document in force in each company of the Agora Group that meets specific legal requirements. It governs the organisation and order of work in the context of an employment relationship, as well as the related rights and obligations of the employer and employees. The provisions apply to everyone, regardless of their position, type of contract or working time.

The Employee Remuneration Regulations together with appendices define the general terms and conditions of remuneration of all employees, regardless of the type of contract and position held. The Regulations also contain specific regulations dedicated to certain job positions. The Regulations are an internal document in force in each company of the Agora Group as an independent document.

Remuneration policy for key managers of the Agora Group is a document the purpose of which is to create attractive working conditions in order to attract and retain qualified employees who are crucial for the implementation of the company’s strategy and its long-term development. Agora ensures that the remuneration system for key employees is tailored to market conditions and financial standing of the company, while, at the same time, being competitive.

Remuneration policy for members of the Management Board and Supervisory Board of Agora S.A. is a document that contains the basic principles of remunerating members of the supervisory bodies of Agora S.A.

Additionally, in accordance with the applicable regulations, the Agora Group is obliged to counteract discrimination in terms of the establishment and termination of an employment relationship, employment conditions, promotion and access to training in order to improve professional qualifications; in particular discrimination on the grounds of sex, age, disability, race, religion, nationality, political beliefs, trade union membership, ethnic origin, belief, sexual orientation, as well as on the grounds of employment for a definite or indefinite period of time or on a full-time or part-time basis.

In 2020, the number of employees decreased both in Agora (- 10.4% compared to 2019) and in the entire Agora Group (- 35.5% compared to 2019). That was mainly the result of restructuring measures implemented throughout the organisation and restrictions of the activities of some businesses due to the epidemic situation in Poland. The reduction in employment mainly relates to civil-law agreements.

The share of women and men in Agora's and the Agora Group's headcount is comparable, with a slight predominance of women, representing 53.5% of Agora's employees and 53.2% of the Agora Group's employees. Over 82% of Agora S.A. employees are employed under an employment contract and about 17% of them are employed under civil law agreements. Similar indicators regarding the type of employment are observed at the level of the Agora Group as a whole. We also cooperate with self-employed persons – they represent about 7% of employees of both Agora and the entire Group.

Table: Employment structure by sex and type of employment

2020
2019

Struktura zatrudnienia pracowników i współpracowników w 2020 r. w Agorze i Grupie Agora

	Agora Group			Agora S.A.
	Women	Men	Total	Women	Men	Total
Total headcount	1566 53.2%	1379 46.8%	2945 100%	904 53.5%	785 46.5%	1 689 100%
Employment contracts	1309 83.6%	1097 79.6%	2406 81.7%	766 84.7%	621 79.1%	1387 82.1%
Civil-law agreements	253 16.2%	276 20.0%	529 18.0%	134 14.8%	159 20.3%	293 17.3%
Management contracts and resolutions on appointment	4 0.3%	6 0.4%	10 0.3%	4 0.4%	5 0.6%	9 0.5%
Self-employed persons (B2B)*			224			142

no breakdown by sex.
Data from HR departments of Agora Group companies

Struktura zatrudnienia pracowników i współpracowników w 2019 r. w Agorze i Grupie Agora

	Agora Group			Agora S.A.
	Women	Men	Total	Women	Men	Total
Total headcount	2540 55.7%	2023 44.3%	4563 100%	1024 54.4%	860 45.6%	1884 100%
Employment contracts	1462 57.6%	1164 57.5%	1097 79.6%	854 83.4%	654 76.0%	1508 80.0%
Civil-law agreements	1074 42.3%	842 41.6%	1916 42.0%	167 16.3%	202 23.5%	369 19.6%
Management contracts and resolutions on appointment	4 0.2%	17 0.8%	21 0.5%	3 0.3%	4 0.5%	7 0.4%
Self-employed persons (B2B)*			259			135

* no breakdown by sex.
Data from HR departments of Agora Group companies

Among the persons employed under an employment contract, the vast majority are those employed under a contract for an indefinite period of time (94% in Agora, 91% in the Agora Group). Contracts for a definite period of time account for a mere 4.2% of employment contracts in Agora S.A. and 6.6% in the Agora Group. We do not see any significant differences in this respect taking into account the employees’ sex.

Table: Employment structure by sex and duration of employment

2020
2019

Struktura zatrudnienia ze względu na rodzaj i typ umowy, w podziale na płeć - 2019 rok dla Agory oraz Grupy Agora

	Agora Group			Agora S.A.
	Women	Men	Total	Women	Men	Total
Employment contracts in total	1309 54.4%	1097 45.6%	2406 100%	766 55.2%	621 44.8%	1387 100%
trial period	15 1.1%	19 1.7%	34 1.4%	7 0.9%	9 1.4%	16 1.2%
definite period	90 6.9%	69 6.3%	159 6.6%	39 5.1%	19 3.1%	58 4.2%
indefinite period	1187 90.7%	994 90.6%	2181 90.6%	715 93.3%	589 94.8%	1304 94.0%
replacement	17 1.3%	15 1.4%	32 1.3%	5 0.7%	4 0.6%	9 0.6%

Data from HR departments of Agora Group companies

Struktura zatrudnienia ze względu na rodzaj i typ umowy, w podziale na płeć - 2018 rok dal Agory oraz Grupy Agora

	Agora Group			Agora S.A.
	Women	Men	Total	Women	Men	Total
Employment contracts in total:	1462 55.7%	1164 44.3%	2626 100%	854 56.6%	654 43.4%	1508 100%
trial period	28 1.9%	21 1.8%	49 1.9%	11 1.3%	9 1.4%	20 1.3%
definite period	138 9.4%	77 6.6%	215 8.2%	65 7.6%	17 2.6%	82 5.4%
indefinite period	1270 86.9%	1052 90.4%	2322 88.4%	768 89.9%	624 95.4%	1392 92.3%
replacement	26 1.8%	14 1.2%	40 1.5%	10 1.2%	4 0.6%	14 0.9%

Data from HR departments of Agora Group companies

The structure of Agora's management is similar to the overall employment structure – there is a comparable share of women and men, with a slight predominance of women. The situation is similar throughout the Agora Group. 30-50 year olds are the most numerous age group among the representatives of management – both in Agora and the Agora Group. However, there is a slight change in the proportion compared to 2019 – a smaller percentage of managers in the group of <30 year olds and in the 30-50 age bracket, and a larger percentage of those aged >50.

Table: Management structure* by sex and age

2020
2019

Pracownicy w podziale na kategorię zatrudnienia, wiek i płeć - 2020 - Pracownicy na stanowiskach kierowniczych i wyższych

	Agora Group			Agora S.A.
	Women	Men	Total	Women	Men	Total
aged < 30	3.4%	1.5%	2.5%	4.7%	1.3%	3.1%
aged 30-50	79.9%	69.4%	74.9%	74.4%	67.6%	71.2%
aged > 50	16.7%	29.1%	22.6%	20.9%	31.1%	25.7%

* employed in managerial positions and higher. Data from HR departments of Agora Group companies

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
aged <30	4.6%	4.7%	4.6%	6.5%	1.8%	4.2%
aged 30-50	82.4%	72.8%	77.7%	76.2%	71.2%	73.8%
aged >50	13.0%	22.6%	17.6%	17.3%	27.1%	22.0%
aged > 50	16.7%	29.1%	22.6%	20.9%	31.1%	25.7%

employed in managerial positions and higher. Data from HR departments of Agora Group companies

In 2020, Agora recorded lower staff turnover than in 2019 – a smaller number of departures (y/y decrease by 7.4 p.p.), which also reduced the number of new hires (y/y decrease by 2.6 p.p.). The lowest turnover was observed in the group of employees aged above 50 (both women and men). Similar trends could be observed across the Agora Group.

Table: New employee hires and employee turnover by sex and age in Agora S.A.

2020
2019

Wskaźniki zatrudnienia nowych pracowników oraz rotacji pracowników w podziale na grupy wiekowe i płeć - 2020 rok Agora

	Age	% new hires	% turnovers
Women	< 30	21.7%	15.2%
	30-50	4.7%	16.2%
	> 50	0.7%	14.0%
Men	< 30	27.1%	22.9%
	30-50	5.3%	12.3%
	> 50	2.9%	8.8%
	Total among all	6.6%	14.3%

Data from HR departments of Agora Group companies

Wskaźniki zatrudnienia nowych pracowników oraz rotacji pracowników w podziale na grupy wiekowe i płeć - 2019 rok Agora

	Age	% new hires	% turnovers
Women	< 30	27.3%	29.8%
	30-50	9.6%	15.6%
	> 50	0.7%	8.1%
Men	< 30	30.8%	28.2%
	30-50	5.1%	31.2%
	> 50	0.8%	21.0%
	Total among all	9.2%	21.8%

Data from HR departments of Agora Group companies

Table: New employee hires and employee turnover by sex and age in Agora Group

2020
2019

Wskaźniki zatrudnienia nowych pracowników oraz rotacji pracowników w podziale na grupy wiekowe i płeć - 2020 rok Grupa Agora

	Age	% new hires	% turnovers
Women	< 30	22.5%	22.0%
	30 - 50	5.1%	16.5%
	> 50	1.0%	13.8%
Men	< 30	30.1%	25.3%
	30 - 50	5.3%	11.5%
	> 50	3.0%	12.7%
	Total among all	7.8%	15.5%

Data from HR departments of Agora Group companies

Wskaźniki zatrudnienia nowych pracowników oraz rotacji pracowników w podziale na grupy wiekowe i płeć - 2019 rok Grupa Agora

	Age	% new hires	% turnovers
Women	< 30	33.5%	26.3%
	30 - 50	10.0%	15.9%
	> 50	2.1%	7.3%
Men	< 30	38.6%	26.1%
	30 - 50	7.7%	30.6%
	> 50	2.2%	20.8%
	Total among all	12.3%	21.7%

Data from HR departments of Agora Group companies

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The year 2020 required swift action and flexible approach in all respects, also in employee-related issues. At that difficult time, for reasons of safety and health of employees, we introduced support and assistance measures (not only in the financial sphere) in the Agora Group.

Due to the outbreak of the pandemic, some of the resources from the Social Benefits Fund were used to create a social assistance grant fund for employees and their families who found themselves in a difficult financial situation. 323 people received support from the social assistance grant fund and the total amount of support was PLN 647 350 thou.

As the situation in which we all found ourselves basically overnight was the cause of many difficult emotions resulting from forced isolation, changes in the organisation of work or fear of uncertain future for ourselves and our relatives, psychological aid and support for employees and collaborators of the Agora Group were launched in May 2020. The project was carried out in cooperation with Mental Health Center from Cracow. As part of the Support Line, each employee and collaborator of the Agora Group could benefit from a package of 5 e-consultations financed by Agora. Additionally, a special discount offer was made available to relatives and to employees who had used the free consultation package and wished to continue to use the center’s services.

A total of 130 consultations (video and telephone sessions) were given to 50 people since the launch of the project until the end of December 2020.

As part of cooperation with Mental Health Center, we also organised a series of 6 webinars devoted to the subject of the new reality we all faced and the need to live in a lockout. The issues addressed during the initiatives included int. al.: dealing with stress and isolation; anxiety, stress and uncertainty related to the pandemic; remote work – efficiency, threats; co-functioning of remotely working adults and remotely learning children. The meetings were conducted by Małgorzata Wypych, PhD, a psychologist and specialist from Mental Health. 532 employees took part in the meetings.

In order to support employees in the new reality related to working conditions, Agora also organised a webinar on effective remote work. The project was carried out in cooperation with an external company Gamma Project. 83 managers took part in the webinar.

In addition, two new in-house training courses in the live online formula were introduced:

dealing with stress based on mindfulness techniques (121 employees took part in it);
assertiveness in discussions with difficult customers (30 employees took part in it).

Security in Agora's buildings

As the shift to remote work, as in all companies, took place without any specific legal regulations in this regard, the Agora Group developed internal “Principles of remote work” and “Rules of occupational health and safety during remote work”. The documents regulate the issues such as int. al.: time and place of remote work, duties, use of equipment, protection of confidential information, safety of the workstation during remote work.

The dedicated actions implemented in connection with the COVID-19 pandemic also included:

conduct and co-financing of coronavirus tests for employees and collaborators of the Agora Group;
ensuring influenza vaccination for persons in the risk group;
organisation of a chat on the coronavirus with experts from the LUX MED Group;
provision of protective equipment for field workers;
provision of disinfection and temperature measurement equipment at the workplace;
rental of laptops for employees' children for remote learning purposes;
development of new communication channels providing information about the company's operation and support for employees.

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We know how important work-life balance is. As a responsible employer, apart from remuneration, we offer our employees a varied package of benefits. They are mostly financed from the resources of the Company Social Benefits Fund.

In January 2020, we introduced new regulations for employee benefits offered by Agora and its group companies which jointly manage the Company Employee Benefits Fund (CEBF).

The Company Social Benefits Fund is created mainly from: annual basic write-off, additional write-offs from net profit to be distributed, if they are adopted by the Ordinary General Meeting of Shareholders, donations and bequests of natural and legal persons, interest on its funds, interest income from loans granted to employees for residential purposes.

The Fund resources are allocated to:

financial assistance in the acquisition and use of apartments or residential buildings;
material aid – in-kind or financial assistance;
support of leisure activities;
sport and recreation;
cultural and educational activities;
other social activities.

Benefits from the Social Benefits Fund may be granted to employees, pensioners and annuitants – former employees employed immediately before their retirement or annuity, as well as their families.

Table: Amounts of subsidies for individual categories disbursed from the Social Fund in 2020

Kwoty dofinansowania poszczególnych kategorii z Funduszu Świadczeń Socjalnych w 2020 roku

Type of subsidy	Number of beneficiaries	Total amount of subsidy in PLN
health assistance grants	188	337 666
childbirth allowances	59	91 714
funeral allowances	54	166 425
subsidising of an employee's leisure activities	959	720 800
subsidising of children’s leisure activities	320	14 737
Edenred/MultiSport cards (Q1-Q2 2020)	1 446	434 008
Benefit/MultiSport points	2 226
kindergarten subsidy	251	32 999
subsidy for pensioners	185	110 120
subsidy for babysitting	10	3 413
school starter kit	451	9 450
natural disaster assistance grant	8	6 000
sport – skiing, ball, starter kits, etc. (until April 2020)		104 000
housing loans (until April 2020)	75	1 009 500
social assistance grant (from April 2020)	323	647 350
TOTAL AMOUNT OF SUBSIDY		3 688 182

Due to the outbreak of the COVID-19 pandemic, in consultation with the Independent Self-Governing Trade Union “Solidarity”, the financing of most benefits and allowances has been suspended since the second quarter of 2020. Within the limits of the available appropriations, a social assistance grant fund was set up for employees and their families who found themselves in a difficult financial situation. Targeted payments, such as child birth allowance, funeral allowance or health assistance grants, were maintained.

The amendment of the benefit regulations introduced a new benefit system and a new platform for handling related matters – NAIS. Since January 2020, all benefit-related matters have been handled by the NAIS platform, which enables applicants not only to manage their benefits (including making use of healthcare, sports, cultural and similar offers), but also to check the progress of a given case or submitted application.

Since 2020, Agora's employees have also been able to benefit from a purchasing offer thanks to the Edenred card. The cards are regularly topped-up with funds the amounts of which depend on the employees' financial situation. The broad offer includes int. al. discounts and promotional prices for cinema, concert and theatre tickets, tickets for cultural and sporting events (matches or spectacles), as well as a range of sports and recreational services, services and camps for children, SPA visits or in-store promotions.

The benefits available to employees also include the MultiSport card and access to private health care in the LUX MED Group. Employees may also benefit from attractive discounts on the Agora Group's product offer.

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Being aware of how important the issues related to the development of knowledge and competences are for employees, the Agora Group creates educational opportunities for its team members and provides access to various forms of training. The improvement of qualifications applies primarily to persons employed under an employment contract, however, persons cooperating with Agora on the basis of another form of employment can also participate in selected forms of training, e.g. in-house training.

The educational programmes mainly include in-house training, external training, moderated workshops, coaching and e–learning. Employees may also be granted subsidies for language training or studies.

Apart from the usual activities, in 2020 training initiatives were also implemented to respond to pandemic challenges, including webinars for managers and two live online training courses. We write more about them in this chapter, in section Agora in the time of pandemic.

In-house training delivered in 2020 can be divided into 5 categories:

managerial training (“Manager tool-kit” training);
induction training (“Welcome to Agora”, “Navigator”);
personal skills development training (“Dealing with stress based on mindfulness techniques”, “Assertiveness in discussions with difficult customers”, “FRIS workshop”);
moderated workshops;
substantive workshops carried out by business trainers.

In-house training courses are conducted by in-house trainers from the HR team or by in-house trainers from individual businesses. Due to the pandemic, since March 2020 most of in-house training courses have been conducted in a remote online form (on-line training with a trainer). Due to the specific nature of such form of training, the duration of the training has been reduced.

The total duration of in-house training courses in 2020 was 20.5 training days and they were enjoyed by 315 participants.

In-house training – number of participants in the training in 2019 and 2020

Szkolenia wewnętrzne

	2020	2019
Managerial training and personal skills development training	172 persons	94 persons
Induction training	51 persons	114 persons
Moderated and substantive workshops for a business	92 persons	(data not available)
Total	315 persons 20,5 training days	208 persons 25,5 training days

Data from the HR Department of Agora S.A. The data does not include GoldenLine

In the area of external training, development and substantive training continued in 2020.

A total of 69 training sessions, moderated workshops and conferences were held at Agora, with the participation of 425 employees. The total duration of the classes was 247.5 days.

Additionally, 8 training sessions were held in the Agora Radio Group, which were attended by 183 employees of the Group. Their total duration was 11 days.

In 2020, 3 additional training panels were also organised – conferences of the sales department. 90 people were invited to each event.

Since 2017, the Agora Group has used in-house coaching as a development tool for the company's managers. Coaches are in-house trainers from the HR department, persons educated and certified by the International Coaching Community (ICC). In 2020, coaching was carried out for 3 people in 11 sessions. The list takes into account the continuation of the 2019 processes and the processes that started and finished in 2020.

In 2020, external coaching was also carried out – 5 individual processes (22 sessions in total) and 1 on “on the job” group coaching for sales managers of Gazeta Wyborcza (5 sessions in total for a group of 17 people).

In September 2020, HCM Deck, a new e-learning platform was implemented in Agora. A large advantage of the introduced solution is the possibility to log into it from any place and from any (including mobile) device, which was particularly important during remote work. All educational materials of the organisation, including training courses and a knowledge base, have been collected on the platform, which also provides convenience of use.

The platform can be accessed by all full-time employees and permanent collaborators of Agora S.A. The platform includes induction (the so-called onboarding) training for new employees, as well as obligatory and additional courses aimed at improving competences, which can be used without restrictions.

Appraisal interviews are usually held annually. They are an opportunity for employees and their superiors to discuss and summarise the goals achieved in the last 12 months and to jointly set new goals to be pursued by an employee as part of his/her career development.

In 2020, the process of development meetings was not launched due to the pandemic situation and its consequences, as well as the high uncertainty regarding the future. This resulted in the inability to accurately set long-term objectives for the organisation. Therefore, development meetings for the years 2019-2020 will be held in 2021.

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In Agora, we are committed to ensuring safe working conditions for all employees. Apart from complying with all legal and formal requirements, the company takes steps to prevent accidents and injuries in the workplace. We regularly conduct in-house, initial and periodic OHS training and fire safety training. Agora uses the services of an external company, which provides comprehensive OHS and fire safety services and support of an safety inspector.

Additionally, due to the specific nature of the work, an OHS management system based on the OHSAS-18001:2007 standard was implemented in the printing house. The system allows the identification and analysis of potential hazards and the assessment of related occupational risks, which are then used as a basis for the design and planning of activities and programmes to improve employee safety.

Agora regularly monitors hazards and the number of accidents (in the form of accident registers), both at the Group level and separately for each company. In 2020, the Agora Group recorded only 1 minor accident at work, which translated into accident rate of 0.7 (in 2019, these figures were: 7 and 2.7, respectively).

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The Agora Group has the following institutions representing employees: works council, trade unions and the institution of an employee representative. All three institutions are invited to consultations on key labour issues.

The works council operates on the basis of the Act on informing and consulting employees and the agreement concluded between the council and the company's Management Board. The council election is general and its term of office is 4 years. The works council represents the interests of employees and is a formal link between employees and the Management Board; it functions as an advisory and consultative body. The works council operates in the following companies: Agora, Agora Poligrafia and Agora Radio Group.

Until 2019, there was one trade union in the Agora Group – Independent Self-Governing Trade Union “Solidarity”. This union extends to the following Group companies: Agora S.A., Agora Radio Group, Doradztwo Mediowe, AMS and Goldenline. A total of 205 employees of the Group are members of the union. Since May 2020, there has existed a second trade union organisation in Agora – Workers' Initiative Committee, extending to Agora. A total of 26 people are members of the trade union.

As required by law, the Management Boards of companies in which trade unions operate agree legally defined decisions with representatives of the trade unions or consult them about the same. In other companies, as required by law, there is the institution of an employee representative.

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The average salary in Agora and the entire Agora Group significantly exceeds the minimum wage applicable in Poland, which amounted to PLN 2.250 to in 2019 and PLN 2.600 in 2020.

Table: Average basic salary* of positions lower than managerial in relation to the minimum wage in Poland by sex

Stosunek średniego wynagrodzenia zasadniczego* na stanowiskach niższych niż kierownicze do płacy minimalnej w Polsce w podziale na płeć – AGORA oraz GRUPA AGORA

	Agora Group		Agora S.A.
	Women	Man	Women	Man
2019	236%	264%	264%	297%
2020	199%	206%	232%	261%

*values as at 31.12.2019 and 31.12.2020 were used for the comparison. Data from HR departments of Agora Group companies

At Agora, like throughout the Agora Group, the average basic salary received by women is lower than the average basic salary received by men. This applies both to the group of people employed in positions lower than managerial positions and to those employed in positions higher than managerial positions. However, the wage gap in 2020 was smaller than in 2019, despite the fact that salaries in both Agora and the Agora Group increased only slightly or decreased. These decreases, also visible in the ratio of the average basic salary to the minimum wage in Poland, resulted mainly from the difficult situation caused by the COVID-19 pandemic – in 2020, in agreement with the trade union organisations, a salary reduction of 20% was introduced across the Agora Group for six months.

Table: The average salary of women in relation to the average salary of men by category of employment

Stosunek średniego wynagrodzenia kobiet do mężczyzn w podziale na kategorię zatrudnienia – AGORA oraz GRUPA AGORA

	Agora Group		Agora S.A.
	2019	2020	2019	2020
BASIC SALARIES*
Employees in managerial positions and higher	91.2%	90.8%	87.4%	92.7%
Employees in positions lower than managerial	85.1%	89.2%	84.6%	85.9%
PAID SALARIES*
Employees in managerial positions and higher	95.7%	94.0%	84.6%	93.6%
Employees in positions lower than managerial	88.8%	96.2%	88.7%	88.7%

*Basic salary - an agreed minimum amount paid to an employee for the performance of his/her duties, without allowances, bonuses, etc. Paid salary - a basic salary plus additional amounts such as: length-of-service allowances, bonuses (in cash and equity: shares and stocks), payment of overtime benefits and any additional benefits. Values as at 31.12.2019 and 31.12.2020 were used for the comparison. Data from HR departments of Agora Group companies

Table: Annual change in basic salary and paid salary by sex and category of employment

Roczna zmiana wynagrodzenia zasadniczego oraz wypłacanego w podziale na płeć oraz kategorię zatrudnienia – AGORA oraz GRUPA AGORA

	Agora Group			Agora S.A.
	Women	Man	Average	Women	Man	Average
BASIC SALARY CHANGE RATE 2020/2019
Employees in managerial positions and higher	-13.5%	-13.0%	-13.1%	0.0%	-5.6%	-2.9%
Employees in positions lower than managerial	-10.8%	-14.9%	-12.9%	4.2%	2.6%	3.8%
PAID SALARY CHANGE RATE 2020/2019
Employees in managerial positions and higher	-17.6%	-16.1%	-16.7%	-6.7%	-15.6%	-11.3%
Employees in positions lower than managerial	-3.4%	-10.9%	-7.3%	1.5%	1.5%	1.7%

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OUR RESPONSIBILITY TOWARDS EMPLOYEES

GOOD HELTH AND WELL-BEING

QUALITY EDUCATION

GENDER EQUALITY

DECENT WORK AND ECONOMIC GROWTH

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AGORA

Struktura zatrudnienia pracowników i współpracowników w 2020 r. w Agorze i Grupie Agora

Struktura zatrudnienia pracowników i współpracowników w 2019 r. w Agorze i Grupie Agora

Struktura zatrudnienia ze względu na rodzaj i typ umowy, w podziale na płeć - 2019 rok dla Agory oraz Grupy Agora

Struktura zatrudnienia ze względu na rodzaj i typ umowy, w podziale na płeć - 2018 rok dal Agory oraz Grupy Agora

Pracownicy w podziale na kategorię zatrudnienia, wiek i płeć - 2020 - Pracownicy na stanowiskach kierowniczych i wyższych

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

AGORA

Wskaźniki zatrudnienia nowych pracowników oraz rotacji pracowników w podziale na grupy wiekowe i płeć - 2020 rok Agora

Wskaźniki zatrudnienia nowych pracowników oraz rotacji pracowników w podziale na grupy wiekowe i płeć - 2019 rok Agora

Wskaźniki zatrudnienia nowych pracowników oraz rotacji pracowników w podziale na grupy wiekowe i płeć - 2020 rok Grupa Agora

Wskaźniki zatrudnienia nowych pracowników oraz rotacji pracowników w podziale na grupy wiekowe i płeć - 2019 rok Grupa Agora

AGORA

AGORA

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AGORA

Kwoty dofinansowania poszczególnych kategorii z Funduszu Świadczeń Socjalnych w 2020 roku

AGORA

AGORA

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Szkolenia wewnętrzne

AGORA

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AGORA

AGORA

Stosunek średniego wynagrodzenia zasadniczego* na stanowiskach niższych niż kierownicze do płacy minimalnej w Polsce w podziale na płeć – AGORA oraz GRUPA AGORA

Stosunek średniego wynagrodzenia kobiet do mężczyzn w podziale na kategorię zatrudnienia – AGORA oraz GRUPA AGORA

Roczna zmiana wynagrodzenia zasadniczego oraz wypłacanego w podziale na płeć oraz kategorię zatrudnienia – AGORA oraz GRUPA AGORA