Being a benchmark employer
Jerónimo Martins' Benchmark Employer - Global HR Commitments 2021-2023
| Commitment | Biedronka's progress at the end of 2023 | Implementation phase | |
|---|---|---|---|
| 1. | Promote the integration of personal and professional life and a flexible and healthy work environment, by implementing the flexibility policy and providing mental health services to more than 90% of employees. Additionally, the Group aims to achieve a wellbeing index and an engagement index equal to or greater than 75%.* * In 2023, a flexible working time policy was officially implemented in all Group companies, which includes employees have access to mental health support services, including the Calm Your Mind (Spokojna Głowa) online programme and psychological consultations as part of the Let’s take care of our health together (Razem Zadbajmy o Zdrowie) programme. As part of the effort to achieve a satisfaction and engagement index in the Group-wide Employee Satisfaction Survey greater than 75%, in 2023 the results of the last survey were analysed at the Group, Company and team levels and action plans were developed and implemented. | In 2023, a flexible working time policy was officially implemented in all Group companies, which includes flexible working hours and remote work. 100% of our employees have access to mental health support services, including the Calm Your Mind (Spokojna Głowa) online programme and psychological consultations as part of the Let’s take care of our health together (Razem Zadbajmy o Zdrowie) programme. As part of the effort to achieve a satisfaction and engagement index in the Group-wide Employee Satisfaction Survey greater than 75%, in 2023 the results of the last survey were analysed at the Group, Company and team levels and action plans were developed and implemented. | Partially achieved |
| 2. | Reinforce the support given to employees in situations of vulnerability due to social and/or family emergencies, ensuring that more than 90% of emergency requests have a response and, depending on their nature, an action plan | 100% of requests for social and/or family emergencies are answered through the Employee Assistance Services. Through Możesz Liczyć (You Can Count on Biedronka), 26,249 employees in vulnerable situations were supported over the 2021-2023 cycle. | 100%  |
| 3. | Promote respect for human and labour rights across the Group, through regular awareness-raising and communication actions, ensuring:
| A training module on the Code of Conduct and a global training programme on human and labour rights are under development. In 2023, 100% of employees who joined Biedronka received the Code of Conduct and Anti-Corruption Policy and confirmed that they had read and understood its contents. | Partially achieved |
| 4. | Prepare the Group for the future of work in the age of digitalisation, ensuring the development of employees and leaders through:
| In 2023, we fulfilled this commitment beyond our target, achieving an average of 53 hours of training. Development plans for managers were prepared in 2022 and implemented in 2023. 90% of eligible employees have created their plan. | 100% |
| 5. | Creating opportunities for people at disadvantage in accessing the labour market, in particular immigrants or refugees, people at risk of social exclusion and people with disabilities.* * A commitment created for Portugal that has been adapted by Biedronka. | We help the largest group of our foreign employees from Ukraine to adapt to work as quickly as possible, also by preparing internal materials in Ukrainian. In addition, we have launched a dedicated hotline in Ukrainian, which supports candidates in the recruitment process. | 100% |
| 6. | Strengthen the promotion of gender equality across the Group through:
* The salary difference between women and men in the universe of employees of the Jerónimo Martins Group, based on comparable realities. It is expressed by considering the average salary of women as a percentage of the average salary of men, with 100% being the salary ratio that represents total gender equity. | Monitoring the main gender-related indicators and improving the methodology for identifying and monitoring inequalities were priorities throughout the 2021-2023 cycle. In 2023, a global diagnosis of all management practices from a gender equality perspective was launched to better identify potential inequalities and take action in their context. Across the JM Group, the global gender pay equity ratio continued to increase reaching 98.5% at the end of 2023 (an increase of 0.9 p.p. compared to 2021), thus moving closer to full equality. A training module on unconscious bias is under development. | Partially achieved |
| 7. | Strengthen workplace safety across the Group to prevent fatalities and accidents at work, reaching, by 2023 and globally, a reduction in the frequency index21 to 12.50 and the severity index22 to 0.30, based respectively on 13.26 and 0.31 in 2021 | The Group achieved a frequency index of 13.05 in 2023, which corresponds to a decrease of 0.21 compared to 2021. The severity index was 0.32, with the number of loss of working days increasing in all countries. Biedronka achieved a frequency index of 7.45 in 2023 and a severity index of 0.32. We remain committed to analysing incidents and establishing concrete actions so that this severity can also decrease. | 100% |
| 8. | Foster a culture of recognition across the Group, ensuring:
| In the 2021-2023 cycle, we assessed the level of competitiveness of salaries compared to the standards in each country and for each company and ensured regular monitoring. By the end of 2023, across the JM Group, 89% of employees had received at least one recognition in the form of an annual performance bonus and/or incentive scheme. | 100% |
Who are our people?
As of 2022, we are the largest employer in Poland, both among private companies and state-owned nterprises. In 2023, we employed 80,988 people at Biedronka – almost a thousand more than in 2022.
Compared to the previous year, over 3.8% more employees signed permanent contracts, and 1.2% more worked full-time.
Recruitment-related activities
In 2023, we received more than 400,000 applications for a job at Biedronka, of which we hired 20,148 people. During the same period, 19,154 employees left our team. The chain’s employee turnover rate was 24%.
We reach potential employees using a variety of online, offline and in-store media communication channels. One of the leading sources for attracting candidates is our career website www.pracawbiedronce.pl.
In 2023, we implemented the third edition of the multichannel employer branding campaign "Biedronka to MY. Codziennie” (Biedronka is US. Every day), also known as “Trzynastozgłoskowiec” (Thirteen-syllable verse). The campaign reached a wide audience, covering 13.2 million people via radio, 6.6 million online and 13.5 million via television.
Live diversity
At Biedronka, we live a culture of diversity, making sure that every employee feels respected and valuable. Applicable provisions guaranteeing a diversity-centered approach are included in our company’s most important documents, including the Jerónimo Martins Group Code of Conduct. This makes our organization a place where diversity is a foundational value, promoting inclusiveness and equality.
Our team is made up of people of all ages, education and backgrounds. Those aged between 35 and 44 are the largest group of our employees – 29,481 people. Women are the largest group - 68,767 people – accounting for 85% of all employees. Top and mid-level managers are 1,533 people, of whom 53% (809) are women. Among the members of the Executive Committee, 82% are men and 18% are women.
Workers who are not employees
At the end of 2023, we cooperated with 13,739 workers who were not employed directly by us but worked for the Biedronka chain and assisted in our stores, distribution centres and logistics processes. Most of them were hired by temporary employment agencies whilst others were under our business partners.
Fostering knowledge transfer between generations
We nurture the development of pupils and students, share knowledge and enable young talents to learn about the retail industry from the inside out.
Programmes within the framework of the Biedronka Campus:
Prepare for the future
Our approach to employee training and development policies has been transformed. We are moving from an organization that sets specific learning and development programmes from the top-down to an ecosystem where every employee is continuously improving their skills, taking initiative and being responsible for their own development. Our goal is to create a dynamic learning organization that provides every employee with opportunities to grow every day.
In 2023, every employee of our chain participated, on average, in 53 hours of training courses.
It is crucial for us to ensure employee development by providing modern knowledge using digital tools, in line with the latest trends, enabling broad and flexible access to educational resources. Our investment in digital education platforms such as EduAction makes it possible to reach more and more employees with training and development content.
EduAction can be accessed by all network employees from all devices, both corporate and private, at any time. The platform globally provides 5,375 mandatory and optional training materials in a variety of formats such as e-learning, video and in-person training support documents, videos, podcasts, pdfs and articles.
Development of management competences
We strive to make our company a place where employees have broad opportunities for growth, not just limited to performing daily tasks. They are encouraged to continuously educate themselves, learn new skills, improve the experience they already have, and exchange knowledge with other employees in different stores or departments. The dynamic growth of the organization requires a focus on leadership development. To this end, we create and conduct a wide range of programmes, workshops, training courses locally and internationally.
Selected management training courses:
Empower the individual path
Employee evaluation system
The employee evaluation system allows regular monitoring and evaluation of employees' performance, which supports their professional development and identification of areas for improvement.
The performance of those holding managerial positions is assessed annually, within the Performance Management Cycle (PMC). 1, 158 managers were assessed with the use of the PMC system in 2023.
Other employees, including store managers and store, warehouse and office employees who are not managers, are subject to an assessment of their work and potential in accordance with the annual Work Assessment and Development Planning System. During meetings devoted to further growth opportunities, employees receive a clear message on the quality of their work and plan their further development within the structures of our company. In 2023, we promoted 8,113 people – 6,986 women and 1,127 men.
Recognise with fairness and competitiveness
We take care of the attractiveness of the salaries offered, reviewing them several times during the year to ensure that they are adapted to changing market conditions. We want to ensure fair and competitive pay levels that reflect the value and performance of our employees.
Our compensation policy is enhanced with additional benefits, which are an important part of our strategy. Through them, we are increasing our value proposition to employees and tailoring it to their individual needs. Depending on the seniority and the position held, we provide our employees with health insurance (for the employee and their family) and life insurance.
Innovate in the way of working
Internal communication
We strive to make sure that our two-way communication with employees is up to date. In 2023, our websites for employees – dlanaswjm.pl and ourjm.com – were actively used by 99% of employees, who generated more than 47 million page views. Both websites passed a digital accessibility audit performed by an independent third-party agency specialized in these matters. The office staff portal (ourjm.com) was made compliant with WCGA version 2.1 (Web Content Accessibility Guidelines) standard.
New technologies in the professional development of employees
At Biedronka, we use virtual reality (VR) to train employees, which allows real on-the job situations to be simulated in a realistic and engaging manner. In 2023, we equipped 14 implementation and training stores in the Warsaw region with VR goggles. By using them, grid employees can gain practical skills about baking the bread in a safe and controlled environment.
We also use VR technology for team manager training. The jAIn platform, based on OpenAI's state-of-the-art artificial intelligence engine, analyses data from employee assessment systems. This allows AI to generate individually tailored career development plans, suggesting activities that bring employees closer to their career aspirations or help them in their current roles.
Protect through the best work conditions
We are doing everything to make sure that working for our company is safe. Our Occupational Health and Safety (OHS) Management System complies with the ISO 45001:2018 standard, being this way certified by an independent third-party entity, and OHS-related requirements have been taken into consideration in all of our business processes related to preparing, storing, distributing and selling our products, as well as in all office processes. The system covers all of our 3,369 locations – stores, distribution centres, offices, and our soup factory (“Z Naszej Kuchni” plant).
Each employee of our chain undergoes preliminary and periodic OHS training, with the frequency and scope thereof being consistent with the legal requirements and the internal “Training Procedure”. In 2023, 29,594 people took part in the training.
Work-related injuries
Just as it was the case in previous years, no fatal accidents were recorded in 2023 among our employees and workers who are not employees. Among those with employment contracts, there were 1,461 accidents, and there were 40 accidents recorded among workers who are not employees.
Integrate work and personal context
Selected programs regarding work-life balance and promotion of healthy lifestyle
We regularly introduce programmes to promote healthy lifestyles and access to preventive Examinations. In 2023, we invited employees to join a new formula for the highly popular “Razem zadbajmy o zdrowie” (Let’s take care of health together) programme, which we have had in place since 2004. In this edition, each employee received an individual code for a diagnostic blood test that could be used at any facility. The testing package was very attractive and included cancer markers, vitamin D3, hormones and other important health parameters, and the programme was available to all our employees. As a result of this initiative, almost 33,000 employees were tested (40% of all employees) in just 100 days.
The Biedronka Health Academy programme responds to the needs of employees working in offices and distribution centres, particularly those related to musculoskeletal ailments, and focuses on the prevention of occupational diseases. It offers health and safety training by physiotherapists who teach employees how to prevent musculoskeletal problems and provides physiotherapist visits and daily warm-up exercises.
Support employees and their families
We offer a variety of support programmes to improve the lives of employees and their loved ones. Our assistance extends to all employees, especially those who are in a difficult life situation or whose health or financial standing have deteriorated considerably. In 2023, we allocated more than PLN 156 million for employee programmes.
Little heroes and recreational stays
The programme supports our employees’ children who face serious, long-term health problems. A particular emphasis is placed on those with current disability certificates. Aid may have the form of a financial allowance or an in-kind contribution – e.g. a subsidy to finance a holiday stay for a disabled child and its guardian.
Number of beneficiaries in 2023: 467 employees and 497 children
Support in illness
The “Support in illness” programme is an initiative that provides medical and rehabilitation benefits to employees with a disability or who have a serious life-threatening illness. The programme was created by combining two initiatives: Wracaj do Zdrowia (Get well soon) and Sprawni z Biedronką (Fit with Biedronka).
Number of beneficiaries in 2023: 226 employees
Holidays with Biedronka
Subsidies to summer camps for children aged 8-13 The Holidays with Biedronka programme is designed to support employees' families in organising their summer holidays.
Number of beneficiaries in 2023: 873 employees and 1,000 children
School package
School starter kits for children starting their primary school education.
Number of beneficiaries in 2023: 4,211 employees and 4,257 children
Support in difficult times
Non-repayable allowance for children of deceased employees.
Number of beneficiaries in 2023: 11 children
Topping up e-codes
Topping up of an e-code that can be used to shop at Biedronka and Hebe stores.
Number of beneficiaries in 2023: 75,603 employees
Allowances for employees
Allowances for the employees most in need form a programme designed to support people in difficult life situations. The programme offers a non-repayable allowance.
Number of beneficiaries in 2023: 5,991 employees
Housing loans for employees
Interest-free housing loan for employees.
Number of beneficiaries in 2023: 6,919 employees
Biedronka for pensioners
One-off topping up of an employee e-code or allowance for a pensioner, former Biedronka employee.
Number of beneficiaries in 2023: 59 pensioners, former Biedronka employees
Christmas package
ŚChristmas and Easter packages for employees and their children in the form of topping up e-codes for employees.
Number of beneficiaries in 2023: 82,100 packages for children, 82,300 packages for employees, 79,002 e-code top-ups for Christmas shopping
Children’s Day gifts
The Children's Day refreshments including a variety of healthy snacks, and the cardboard packaging, when unfolded, formed a giant puzzle board.
Number of beneficiaries in 2023: 51,000 children
Newborn package
Packages for newborns and their parents. The “Being born with Biedronka” programme aims to support families in the first moments after the birth of a child, providing essential items.
Number of beneficiaries in 2023: 2,695 employees and 2,720 children
Promote inclusion
People from various countries work at our stores, distribution centres and offices. At the end of the year, we counted with more than 3,400 foreign staff members on employment contracts, accounting for nearly 4% of our personnel. 88% of them are of Ukrainian nationality, but we also have Belarusian, Russian, Portuguese and Moldovan nationals working with us.
The company has three Foreign Recruitment Coordinators, one for each macroregion, who support foreign workers in all employment-related matters, including document verification, obtaining temporary residence and work permits, and ensuring the legality of their stay and work at JMP S.A. They cooperate with Labour Offices, Provincial Offices, Store or Warehouse Managers, and Recruitment Coordinators.
Act ethically
We respect and support the right of all employees to join trade unions. We recognize the importance of trade unions as important partners in social dialogue to improve working conditions and protect workers' rights. Dialogue is held regularly every quarter, regardless of any disputes. We have a separate organizational unit that is responsible for remaining in touch with employees' representatives, and the dialogue is held in accordance with our Trade Union Policy. There are 4 trade union organizations functioning in the company.
Our commitment to high standards of integrity and ethics is based on respect for human rights, applicable laws in Poland, and the application of relevant international laws and guidelines, including the Universal Declaration of Human Rights, International Labour Organization conventions, and the OECD (Organization for Economic Cooperation and Development) guidelines for multinational enterprises, among others.
We enable all our employees to contact Biedronka through the Employee Service Office (Biuro Obsługi Pracowników – BOP). BOP is independent of the remaining structures of the company and operates in a fully impartial manner.