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2021
ESG Report

Corporate website
gri
tcfd/sfdr
esg
gc
kpi
SDGs

Diversity and inclusion

GRI
  • 103-1
  • 103-2
  • 103-3

At Allegro, only competencies count. An employee’s age, gender, political views, beliefs, origin or religion do not matter to us. We see no obstacles in the differences, but rather view them as an opportunity to build a competitive advantage and create an inspiring workplace. We treat everyone equally and we require the same from every person employed in our company. An effective diversity management and non-discrimination policy are an important area of responsibility due to not only the number of employees we have but also the significance of this issue to our stakeholders.

We create an inclusive working environment, free of prejudice and one that fosters the development of people with different views and experiences. In 2016, we introduced the Anti-Discrimination and Anti-bullying Policy, as well as the Whistleblowing Procedure. This policy states that all employees, especially managers, should treat their colleagues with dignity and uphold the principles of ethics. All employees learn those principles during the onboarding process and also receive regular training. 

We introduced a diversity policy that defines good practices and processes conducive to the creation of a diverse and creative workplace. The company also holds anti-bullying and anti-discrimination training sessions, the purpose of which is to support the recognition and prevention of undesirable behaviour and the creation of positive relations between employees. 

KPI
  • 7
GC
  • #4
  • #5
  • #6
GRI
  • 406-1

Diversity and inclusion policy

Allegro makes every effort to be an equal opportunity employer; a place where every employee is respected and supported in achieving their highest potential. We create a working environment where everyone can speak up to remove barriers to success, collaborate with others and bring their best ideas to life.
87%
of employees perceive Allegro as a workplace where everyone is respected regardless of gender, age or any other dimension of diversity
(according to the BaZa 2020 Annual Engagement Survey conducted in Q2 2021).

These are the most important diversity and inclusion initiatives undertaken by Allegro.eu as part of the Diversity and Inclusion Policy adopted by the Board in 2020:

  • Adopting and implementing the “Stay Safe/Stay Fair” Code of Conduct 
  • Adopting and implementing the Anti-discrimination and Anti-bullying Policy 
  • Adopting and implementing the Whistleblowing and Whistleblower Protection Policy and system 
  • Conducting diversity promotion training 
  • Striving for equal treatment of all employees, regardless of gender, gender identity, age, race, form of employment, political views, psychosexual orientation, disability, health condition, nationality, ethnic origin, religion, creed, non-denominational status, beliefs, trade union membership, marital status or lifestyle, also when assessing an employee and making decisions regarding employment and promotion  
  • Supporting women choosing a career in the technology industry  
  • Supporting diversity in the selection of members of the Board of Directors  
  • Supporting diversity and inclusion initiatives  
  • Creating more opportunities to change positions within the company  
  • Monitoring and reporting on activities in this regard. 

In 2021, Allegro.eu announced the Allegro Declaration that presents the company's core D&I principles:

  • Merit- and competency-based decisions (merit-based processes) involving proactive efforts to minimize unconscious bias in the decision-making process 
  • Diverse working environment that accepts various ideas and encourages innovative and creative solutions 
  • Inclusive and diverse workforce that matches our target customer base so that our products/services reflect a broad range of perspectives 
  • Balanced organization in terms of women/men representation, especially in leadership positions. 

In 2021, Allegro.eu also introduced D&I Champions, a group of Allegro employees who have supported building an inclusive working environment with their actions. They will recommend, advise and approve all programmes, approaches and strategies that will help Allegro D&I, but also listen to Allegro employees to enhance the company’s activities by adding new proposals in response to specific needs. 

Allegro.eu also introduced a series of dedicated webinars, workshops and events that celebrated Global D&I Month in October 2021. The webinars focused on topics of unconscious biases, inclusive leadership and management of diverse working environments. The workshops enabled our employees to share their thoughts, opinions and ideas on how we can create an even more inclusive Allegro in the future. 

Allegro.eu supports initiatives that promote diversity and openness. In 2018–2021, representatives of the company took part in more than 30 events on this subject. In 2021 these included WomenTech Global, Women in Technology and Women in Business 2021 (Kobiety w Biznesie 2021). Allegro.eu was also involved in Dare-IT – Poland’s biggest individual three-month mentoring programme led by female IT experts for women wishing to start their careers in the industry. Allegro also runs an internal mentoring programme.

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Employee participation in Anti-discrimination and Anti-bullying Policy training sessions 

2021

2020

2019

Training sessions (annual online workshop for all employees and contractors) 

73%

88.8%

92.8%

Onboarding training sessions (monthly training session for all joiners – new employees and contractors) 

100%

100%

100%
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Anti-discrimination and Anti-bullying Policy 

2021

2020

2019

Reported cases of discrimination and bullying in Allegro

2

5

2

All reports regarding suspected discrimination and harassment have been thoroughly verified. Some cases were referred to the Ethics Committee. No allegations were confirmed in any of the reported cases. After the applications were verified, several improvements were recommended and introduced. 

The company supports a confidential reporting channel and whistleblowing system – read more in the Business ethics, Anti-corruption and Anti-bribery Policy and Human Rights Compliance sections. Allegro also provides managers, employees and contractors with training on the handling of reports or instances of bullying or harassment. 

GRI
  • 405-1
ESG
  • S-P1
TCFD/SFDR
  • Indicator

​Diversity indicators​

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Board members

2021

2020

2019

Board members – women 

2

25%

2

 25%

not applicable

Board members – men 

6

75%

6

 75%

not applicable

Board members aged <30

0

0%

0

 0%

not applicable

Board members aged 31–50 

3

37,50%

4

 50%

not applicable

Board members aged >50 

5

62,5%

4

 50%

not applicable
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Employees19

2021

2020

2019

Women 

40.8%

1,416

41.8%

1,133

41.6%

912

Men 

59.2%

2,056

58.2%

1576

58.4%

1,280

Women in senior management roles 

28.6%

191

28.2%

122

28.9%

98

Men in senior management roles

71.4%

477

71.8%

310

71.1

241

 Women in executive management roles (C-Level) 

25%

2

25%

2

0%

0

Men in executive management roles (C-Level) 

75%

6

75%

6

100%

5
19 - The data include active employees.
Women accounted for 40.8% of all active Allegro.eu workers in 2021.

Diversity Charter, or equal opportunities for everyone

In addition to internal activities, Allegro.eu wants to support external (national and global) initiatives. In 2021, Allegro.pl signed the Diversity Charter in Poland. The Diversity Charter is an international initiative coordinated by the Responsible Business Forum to promote the policy of equal treatment and diversity management in the workplace. 

The Diversity Charter is an international project under the initiative of the European Commission, implemented in almost all European Union countries. Its goal is to promote and popularise the policy of equal treatment, inclusion and diversity management in the workplace. The Polish Diversity Charter is part of the European Diversity Charter Platform at the Directorate General for Justice of the European Commission, which makes it possible for the Signatories to meet regularly, draw from knowledge and experience, and get to know the good practices of companies from all countries where Diversity Charters are in place. 

The charter is a commitment signed by organizations that undertake to ban discrimination in the workplace and introduce initiatives aimed at introducing and promoting diversity and expresses the company’s readiness to engage all employees as well as business and social partners in these activities. Organizations that decide to implement this tool support social cohesion and equality. 

 

  • Joining the international group of organizations under the patronage of the European Commission Diversity Charter Platform 
  • Underlining the employer’s openness and respect towards diverse employees, strengthening the diversity dialogue inside and outside the organization 
  • Joining the group of organizations which are leaders in diversity management in Poland 
  • Becoming involved in setting trends in diversity management and the equal opportunities policy 
  • Building the image of an organization that is responsible and committed to equal treatment in the workplace 
  • Broad inter-sectoral cooperation opportunities (business, public administration, NGOs) 
  • Putting the language of the Charter into real actions 
  • Committing to review own policies – Diversity Charter indicators enable the superior monitoring of diversity management at the operational level, as well as auditing and monitoring activities in this area. 

THE 2021 LINKEDIN TALENT AWARDS  

In 2021, Allegro.pl became a winner of the LinkedIn Talent Awards competition in the Diversity Champion category in Poland. The 2021 LinkedIn Talent Awards recognized companies worldwide that have demonstrated remarkable adaptability, innovation and creativity in the talent acquisition space.

GRI
  • 405-1

Diversity Indicators

Where possible, all diversity indicators are presented for all employees in the Allegro.eu Group, as well as regarding managerial, expert, specialist and Board Management positions.  

The company does not disclose ethnic minority information about its employees because we do not collect such data. There is no legal basis for us to collect it. 

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Allegro.eu Group

2021

2020

2019

Women

40.8%

41.8%

41.6%

Men 

59.2%

58.2%

58.4%

New joiners – women 

42.4%

42.2%

43.7%

New joiners – men 

57.6%

57.8%

56.3%

% of employees with disabilities 

0.7%

0.7%

0.9%

% of employees with disabilities – women 

0.4%

0.5%

0.5%

% of employees with disabilities – men 

0.3%

0.3%

0.4%

Aged<30 

40.2%

38.4%

37.4%

Aged 30-50 

58.8%

60.8%

62.0%

Aged >50 

1.0%

0.8%

0.6%

Aged <30 lat – women

42.2%

40.7%

38.9%

Aged 30-50 lat – women

57.2%

59.2%

60.9%

Aged >50 lat – women

0.6%

0.2%

0.2%

Aged <30 lat – men

38.8%

36.8%

36.3%

Aged 30-50 lat – men

59.8%

62.1%

62.9%

Aged >50 lat – men

1.4%

1.1%

0.8%

% of foreign employees 

0.9%

1.1%

0.8%

% of foreign employees – women 

0.3%

0.3%

0.2%

% of foreign employees – men

0.6%

0.8%

0.6%
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Managers

2021

2020

2019

Women

28.6%

28.0%

29.0%

Men

71.4%

72.0%

71.0%

Aged <30

11.8%

8.7%

10.1%

Aged 30–50

86.4%

89.3%

88.7%

Aged >50 

1.8%

2.0%

1.2%

Aged <30 – women 

11.5%

8.8%

10.9%

Aged 30–50 – women

87.5%

91.2%

89.1%

Aged >50 – women

1.0%

0.0%

0.0%

Aged <30 – men 

11.9%

8.7%

9.7%

Aged 30–50 – men 

86.0%

88.5%

88.7%

Aged >50 – men

2.1%

2.8%

1.6%
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Experts and specialists 

2021

2020

2019

Women 

36.5%

37.5%

34.5%

Men 

63.5%

62.5%

65.5%

Aged <30 

39.8%

37.5%

35.8%

Aged 30–50

59.8%

62.3%

64.0%

Aged >50

0.4%

0.2%

0.2%

Aged <30 – women

34.4%

33.6%

32.7%

Aged 30–50 – women 

65.3%

66.4%

67.3%

Aged >50 – women

0.3%

0.0%

0.0%

Aged <30 – men 

42.8%

39.8%

37.5%

Aged 30–50 – men

56.6%

59.8%

62.3%

Aged >50 – men

0.6%

0.4%

0.2%

Fair and equal pay

A key factor influencing the gender pay gap is the under-representation of women in technology and management positions.

  • more gender-balanced recruitment of external candidates to technology functions, as well as for management positions (both via internal and external recruitment processes)  
  • ensuring that an objective, fact-based and evidence-based process for evaluating performance and promotions is followed and resulting changes in remuneration 
  • joining external organizations promoting diversity and integration, as well as supporting social dialogue as a significant technology employer in Poland 
  • continuous education and building the commitment of Allegro employees to diversity, raising awareness and ensuring strong support throughout the organization.

All these activities are aimed at systematically solving the identified problems and striving to bridge the remuneration gap. 

GRI
  • 405-2
ESG
  • S-P2
TCFD/SFDR
  • Indicator
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Differences in pay between men and women20 

2021

2020

2019

Women’s remuneration against average remuneration

96.7%

95.2%

95.7%

Men’s remuneration against average remuneration 

102.1%

102.7%

101.5%

Women’s remuneration against men’s (men=100%)

94.3%

91.9%

92.9%
20 Weighted average for group size at each level of the corporate structure and in a given business area
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Managers’ remuneration21

2021

2020

2019

Women managers’ remuneration against average managers’ remuneration  

92.8%

93.3%

92.0%

Men managers’ remuneration against average managers’ remuneration 

102.7%

102.1%

101.3%

Women managers’ remuneration against men managers’ (men=100%) 

90.1%

90.8%

88.9%
21 Weighted average for group size at each level of the corporate structure and in a given business area
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Expert & specialist remuneration 22

2021

2020

2019

Women expert & specialist remuneration against average expert & specialist remuneration  

96.2%

93.3%

92.0%

Men expert & specialist remuneration against average expert & specialist remuneration 

102.4%

102.9%

101.7%

Women expert & specialist remuneration against men expert & specialist remuneration (men=100%) 

93.8%

90.1%

92.5%
22 Weighted average for group size at each level of the corporate structure and in a given business area

The data presented above relate only to employees on employment contracts. In 2021, the company noted some improvements in the overall balance between average women’s and men’s remuneration.

GRI
  • 401-3
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Number of employees who returned to work after parental leave

2021

2020

2019

Employees who took parental leave 

84

79

74

Employees who returned to work after parental leave 

99

60

71

Employees who returned to work after parental leave in the previous year and continued to be employed for 12 months after the return 

52

58

59

Employees who went on parental leave – women 

77

74

59

Employees who returned to work after parental leave – women 

90

55

54

Employees who returned to work after parental leave in the previous year and continued to be employed for 12 months after the return – women  

48

52

49

Employees who took parental leave – men 

7

5

15

Employees who returned to work after parental leave – men 

9

5

17

Employees who returned to work after parental leave in the previous year and continued to be employed for 12 months after the return – men 

4

6

10

Data for: Allegro.pl, Ceneo.pl, Allegro Pay, eBilet.pl, Opennet, Allegro.eu, Allegro Finance, Adinan Midco 

In 2021, 86% of employees who returned to work after parental leave in the previous year continued to be employed for 12 months after their return (87% for women and 80% for men).

We comply with the principles of the UN Global Compact initiative and the guidelines of the Organisation for Economic Cooperation and Development for Multinational Enterprises. In 2021, no actions violating these regulations were identified.

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