During its 60 years of history, KGHM Polska Miedź S.A. has acquired experience, knowledge and skills that have enabled the Company to transform its business from a local miner into an international group acting as a major player in the global market for non-ferrous metals. The skills developed by our employees are and will be used in the future as one of the fundamental assets for winning a competitive edge in the industry and for building a strong position of Poland as an industrial centre. We are aware of the importance of building and maintaining relations with employees, identifying talents and educating the personnel, which is key for further growth of the KGHM Group. The KGHM Group sets itself apart through its commitment to the development, safety, health, satisfaction and well-being of its employees.
A human-centered business but united with and respecting the local environment where they reside and work, in terms of climate and society, based on orderliness and sustainable activity with other elements making up the world order.
In the KGHM Group, an employee is the most valuable capital
KGHM Polska Miedź S.A. builds its business potential and competitive advantage by strengthening the value of a human being asthe human factor without which the company’s operation would have no chance of success. A human being has always been in the centre of KGHM’s business. Climate change and economic changes in the world have shown an even greater need to respect the natural environment, the social factor at a regional and global scale and economic elements which shape the world order to the same degree.
KGHM Polska Miedź S.A. recognizes, respects and observes human rights – including employee rights. The Company conducts its operations in accordance with the UN’s Universal Declaration of Human Rights. The KGHM Declaration on Human Rights Protection defines our approach to human rights protection. Employee dignity and personal rights are subject to absolute protection, and any mutual relations are based on respect thereof. KGHM is a global company operating across the world’s markets and it applies standards of work and employee relations as stipulated by local law, as well as by international institutions, such as the International Labour Organization (ILO) or UN Global Compact. Regulations and policies take account of the interests of employees and mutual relationships, based on best practice, irrespective of the jurisdiction, in which the Company conducts its operations.
KGHM applies impartial and fair criteria of employee assessment, being guided by knowledge, professional skills, social skills and the quality of work. The Company’s culture has created a work environment and venue free from discrimination. No form of discrimination is tolerated, in particular due to gender, race, age, origin, religion, handicap, world view, sexual orientation, social status, marital status, disability, political party and trade union membership and the form of employment.
The guiding principles by which the Company operates every day are as follows:
- compliance with the labour laws of the jurisdictions in which the KGHM Polska Miedź S.A. Group operates, as well as with the standards of our internal
labour regulations, - compliance with the regulations concerning working time and minimum wage,
- respect for employees’ rights to associate in employee organizations and trade unions, and to engage in collective bargaining,
- fostering employee development and supporting them in improving their skills through a variety of training forms and possibility to participate in new
projects, - respect for human rights and impermissibility of any forms of illegal or forced labour, including child labour.
Employment
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Employment in KGHM Polska Miedź S.A. and the KGHM Group in 2021 was as follows:
In 2021, employment in KGHM Polska Miedź S.A. was at a level slightly higher than in the previous year. The headcount at the end of 2021 amounted to 18,601 people, and was 0.4% higher than at the end of the prior year. Average annual employment in KGHM Polska Miedź S.A. amounted to 18,519. The table below presents a breakdown of headcount by the Company’s segments:
Average employment in KGHM Polska Miedź S.A.
| 2021 | 2020 | Change (%) | |
|---|---|---|---|
| Mines | 12,453 | 12,430 | +0.2 |
| Metallurgical plants | 3,607 | 3,604 | +0.1 |
| Other divisions | 2,459 | 2,406 | +2.2 |
| KGHM Polska Miedź S.A. | 18,519 | 18,440 | +0.4 |
The increased headcount was mainly caused by:
- increasing need for qualified employees in order to develop and implement application and infrastructural projects for the entire Group (among others the KGHM 4.0 Program, implementation of the ECM/BPM platform, implementation of the
Integration platform, the SKD CCTV System and the Printing System), - increased need for qualified employees in order to continue development of the Żelazny Most Tailings Storage Facility, as well as development of the circular economy concept in the Company.
In 2021, 34,286 people were employed on average in the Group, or an increase by 0.5% compared to the prior year. The employment structure is shown in the following table and chart:
Average employment in KGHM Polska Miedź S.A. Group
| 2021 | 2020 | Change (%) | |
|---|---|---|---|
| KGHM Polska Miedź S.A. | 18,519 | 18,440 | +0.4 |
| KGHM INTERNATIONAL LTD. | 2,236 | 2,006 | +11.5 |
| Sierra Gorda S.C.M.* | 785 | 789 | (0.5) |
| Group companies in Poland | 12,737 | 12,872 | (1.0) |
| Other Group companies | 9 | 9 | – |
| Total | 34,286 | 34,116 | +0.5 |
Employment structure in KGHM Polska Miedź S.A. Group in 2021
*Sierra Gorda S.C.M. – employment proportional to share in the company (55%)
In 2021, average employment in the companies of the KGHM Polska Miedź S.A. Group in Poland decreased as compared to 2020 by 135 positions (or by 1%). This change was mainly in respect of blue-collar positions and was due to matching employment to the production tasks advanced. In 2021, average employment in the international companies of the KGHM Polska Miedź S.A. Group increased as compared to 2020 by 226 positions (or by 8.1%). The increase in employment was mainly in the companies operating under the DMC brand due to their involvement in the advancement of new projects in Canada and Chile.