Search

AGORA

Workplace

The employees are the most valuable capital of Agora. Agora Group strives to provide its employees with attractive working conditions.

Management Board of Agora takes measures to ensure work environment open to diversity and governed by the principles of equal treatment, protection of human rights and mutual respect and cooperation.

Sustainable Development Goals

See Agora Group's Sustainable Development Goals (SGDs)

Workplace - Decent work and economic growth
Workplace - Decent work and economic growth

Decent work and economic growth

  • provide employees with opportunities for sustained competence growth
  • provide employees with stable employment
  • encourage employee involvement in community, educational and cultural activities
  • ensure respect for human rights in the workplace
get-infographic
  • Employment
  • Work-life balance
  • Health and safety
  • Training and development
  • Remuneration
  • Approach to management

Choose a topic:

print
print

In 2018 in Agora Group employed 4799 people. Due to specifics of the company’s operations (cinemas and restaurants) a large number of Agora’s collaborators are employed on contract or mandate or contract of commission (students, young people in temporary jobs). In Agora S.A. such collaborators are mostly journalists, columnists and authors of other materials published by Agora.

4,799

employees and collaborators of Agora Group in 2018

2,839

individuals were working on a permanent employment contracts in Agora Group in 2018



Tab. Employees/collaborators breakdown in 2018

Employees/collaborators breakdown in 2018

Agora Group Agora S.A.
AGORA Women AGORA Men AGORA Total AGORA Women AGORA Men AGORA Total
Contract of employment 1 501 1 338 2 839 904 801 1 705
Managerial contract and appointed by resolution 8 23 31 7 13 20
Collaborators on contract of mandate or commission 944 747 1 691 172 210 382
Total 2 453 2 108 4 561 1 083 1 024 2 107
Self-employed collaborators* 238 154

* no gender data. 
Source: Human Resources Department, Agora Group (data for GoldenLine not included).

In 2018 Agora Group employed 2839 people on permanent contracts, fewer by 187 than in 2017. As of the end of December 2018 Agora Group had 2711 permanent contract employees, fewer by 136 than in December 2017. The drop is due to the reductions caused by the restructuring of Press and Print Segments, as well as lower headcount in Internet Segment.

The share of men and women in total number of employees of Agora Group and its entities is similar, with minor deviations. Diversity in Agora Group is also visible in the age structure that roughly reflects the age structure of Polish population. Changes in employment structure between 2017 and 2018 were minimal. 



Tab. Employment in Agora Group and its largest entities by age and gender

Employment in agora group and its largest entities by age and gender - 2018

Age Agora Group Agora S.A. AMS S.A. Helios S.A. Radio Agora
Group
AGORA Women < 30 17.1% 15.9% 5.1% 25.6% 10.5%
30-50 70.9% 68.6% 78.6% 69.7% 86.0%
>50 12.0% 15.5% 16.3% 4.6% 3.5%
AGORA Men < 30 13.7% 11.4% 2.7% 25.3% 15.2%
30-50 72.6% 72.7% 68.0% 66.9% 81.8%
>50 13.7% 16.0% 29.3% 7.9% 3.0%
AGORA In all < 30 15.5% 13.8% 4.0% 25.5% 13.0%
30-50 71.7% 70.5% 74.0% 68.4% 83.7%
>50 12.8% 15.7% 22.0% 6.2% 3.3%
Women 52.9% 53% 56.6% 52.3% 46.3%
Men 47.1% 47.0% 43.4% 47.7% 53.7%

Source: Human Resources Department, Agora Group.

Employment in agora group and its largest entities by age and gender - 2017

Age Agora Group Agora S.A. AMS S.A. Helios S.A. Radio Agora
Group
AGORA Women < 30 18.8% 17.5% 5.1% 27.3% 16.1%
30-50 70.4% 68.7% 80.6% 68.7% 82.1%
>50 10.8% 13.8% 14.3% 4.0% 1.8%
AGORA Men < 30 15.6% 12.5% 3.7% 34.3% 18.2%
30-50 71.0% 71.5% 72.8% 58.4% 77.3%
>50 13.4% 16.0% 23.5% 7.3% 4.5%
AGORA In all < 30 17.3% 15.1% 4.5% 30.8% 17.2%
30-50 70.6% 70.1% 77.1% 63.6% 79.5%
>50 12.1% 14.8% 18.4% 5.6% 3.3%
Women 51.7% 52.2% 52.2% 49.7% 45.9%
Men 48.3% 47.8% 47.8% 50.3% 54.1%

Source: Human Resources Department, Agora Group.

Employment structure by gender and region is similar to general structure of Agora’s workforce. The differences in some regions (Wielkopolskie, Łódzkie, Śląskie) are caused by the fact that some male-dominated departments such as IT, technical and printing divisions are located in those regions. The highest number, over a half of all employees of Agora Group, is employed in Mazowieckie region. Large groups are also based in Śląskie, Wielkopolskie and Zachodnipomorskie.



Tab. Employment in Agora Group by gender and region

Employment structure by type of contract, employment model, and gender - 2018

Agora Group Agora S.A.
Region AGORA Women AGORA Men AGORA Women AGORA Men
dolnośląskie 58.6% 41.4% 69.2% 30.8%
kujawsko - pomorskie 59.2% 40.8% 59.3% 40.7%
lubelskie 55.6% 44.4% 0.0% 100.0%
lubuskie 46.2% 53.8% 45.5% 54.5%
łódzkie 63.6% 36.4% 52.9% 47.1%
małopolskie 59.5% 40.5% 52.8% 47.2%
mazowieckie 56.7% 43.3% 56.7% 43.3%
opolskie 59.1% 40.9% 57.1% 42.9%
podkarpackie 45.0% 55.0% 66.7% 33.3%
podlaskie 53.1% 46.9% 50.0% 50.0%
pomorskie 57.6% 42.4% 53.1% 46.9%
śląskie 36.7% 63.3% 48.6% 51.4%
świętokrzyskie 54.8% 45.2% 38.5% 61.5%
warmińsko - mazurskie 26.7% 73.3% 28.6% 71.4%
wielkopolskie 28,3% 71,7% 22,3% 77,7%
zachodniopomorskie 56.8% 43.2% 62.5% 37.5%

Source: Human Resources Department, Agora Group.

Employment structure by type of contract, employment model, and gender - 2017 rok

Agora Group Agora S.A.
Region AGORA Women AGORA Men AGORA Women AGORA Men
dolnośląskie 58.7% 41.3% 70.2% 29.8%
kujawsko - pomorskie 61.1% 38.9% 60.7% 39.3%
lubelskie 50.0% 50.0% 0.0% 100.0%
lubuskie 48.1% 51.9% 47.8% 52.2%
łódzkie 63.6% 36.4% 56.6% 43.4%
małopolskie 59.7% 40.3% 55.0% 45.0%
mazowieckie 55.0% 45.0% 55.0% 45.0%
opolskie 54.2% 45.8% 50.0% 50.0%
podkarpackie 43.3% 56.7% 66.7% 33.3%
podlaskie 53.1% 46.9% 58.3% 41.7%
pomorskie 55.8% 44.2% 51.4% 48.6%
śląskie 36.1% 63.9% 52.5% 47.5%
świętokrzyskie 54.8% 45.2% 41.7% 58.3%
warmińsko - mazurskie 25.0% 75.0% 28.6% 71.4%
wielkopolskie 27.5% 72.5% 21.4% 78.6%
zachodniopomorskie 58.7% 41.3% 64.7% 35.3%

A vast majority of the employees have permanent contracts and work full time. Part-time employment is twice more frequent among women and is caused by balancing professional and family duties.



Tab. Employment structure by type of contract, employment model, and gender

Struktura zatrudnienia ze względu na rodzaj i typ umowy, w podziale na płeć - 2018

Agora Group Agora S.A.
AGORA Women AGORA Men AGORA Total AGORA Women AGORA Men AGORA Total
Type of contract
trial 2.2% 1.4% 1.8% 1.5% 0.6% 1.1%
fixed term 8.5% 6.2% 7.4% 7.7% 4.5% 6.2%
permanent 87.6% 91.6% 89.5% 89.7% 94.4% 91.9%
substitute 1.7% 0.8% 1.3% 1.0% 0.5% 0.8%
Full time vs. part time
full time 96.3% 97.1% 96.7% 95.8% 96.9% 96.3%
part time 3.7% 2.9% 3.3% 4.2% 3.1% 3.7%

Source: Human Resources Department, Agora Group.

Struktura zatrudnienia ze względu na rodzaj i typ umowy, w podziale na płeć - 2017

Agora Group Agora S.A.
AGORA Women AGORA Men AGORA Total AGORA Women AGORA Men AGORA Total
Type of contract
trial 1.4% 1.7% 1.6% 1.1% 0.9% 1.0%
fixed term 10.4% 8.2% 9.3% 9.5% 6.1% 7.9%
permanent 86.0% 89.1% 87.5% 88.1% 92.1% 90.0%
substitute 2.2% 1.0% 1.6% 1.3% 0.9% 1.1%
Full time vs. part time
full time 96.3% 98.5% 97.4% 96.1% 98.2% 97.1%
part time 3.7% 1.5% 2.6% 3.9% 1.8% 2.9%

Source: Human Resources Department, Agora Group.

The relatively high employee churn in the under 30 years old group is related largely to the attitudes popular in this demographics: mobility, higher tendency to change jobs, desire to gain new experiences and meet challenges in different organizations.

15.6%

permanent contract employee turnover in Agora Group

 

Tab. New employees and employee turnover by age and gender

New employees and employee turnover by age and gender - 2018

Agora Group Agora S.A.
Age % share of new employees % share of leaving employees % share of new employees % share of leaving employees
AGORA Women < 30 30,1% 24,6% 31,3% 27,1%
30-50 9,6% 13,9% 9,5% 14,4%
>50 5,0% 6,6% 4,3% 5,7%
AGORA Men < 30 29,0% 28,4% 29,7% 18,7%
30-50 7,6% 17,4% 7,6% 15,8%
>50 0,0% 0,0% 3,1% 18,8%
Ogółem 11,1% 15,6% 10,9% 15,8%

Source: Human Resources Department, Agora Group.

New employees and employee turnover by age and gender - 2017

Agora Group Agora S.A.
Age % share of new employees % share of leaving employees % share of new employees % share of leaving employees
AGORA Women < 30 47,8% 16,7% 54,8% 24,1%
30-50 11,8% 8,7% 11,2% 12,2%
>50 2,4% 7,7% 1,5% 9,9%
AGORA Men < 30 40,6% 20,5% 42,2% 30,3%
30-50 7,4% 8,5% 7,1% 11,7%
>50 2,6% 4,6% 1,4% 4,3%
Ogółem 14,9% 10,0% 14,2% 13,5%

Source: Human Resources Department, Agora Group.

DOWNSIZING IN THE PRINT SEGMENT OF Agora Group

On 7 February 2018, Management Board of Agora signed an agreement with the trade union and employee council of Print Segment and launched a collective redundancy process. The layoffs took place on March 2018 and affected 47 employees of Agora’s print business, which represented 15% of all employees in Agora - Poligrafia Sp. z o.o. (as on 16 March 2018). The process was conducted with due care for the employees’ needs and included protective and support measures.

Pursuant to the agreement, dismissed employees received support beyond the employer’s obligations under the law. Severance package included additional financial compensation in the amount of a monthly salary, protective schemes including assistance in job search and re-training. Some employees who remained in Print Segment were offered higher pay to compensate for the changed scope of work responsibilities.
Pursuant to legal requirements, Agora passed all relevant information, including the downsizing agreement, to the District Employment Office.

The restructuring, including the collective redundancies, was caused by continuously declining revenue from the sales of coldset printing, the dominant technology in Agora Group Print Segment. In the light of the current situation on the press market, negative forecasts for its further growth and increasing digitization of the media, it is not possible to counteract the shrinking of coldset printing market. Management Board of Agora decided it was necessary to take radical restructuring measures, to reduce the costs incurred by printing plants and optimize operational processes, to reduce the negative impact of decreasing volume of print order on the financial results of Print Segment, also through adapting employment structure to the current volume of production.

print
print
91%

of Agora Group employees used MyBenefit in 2018

85.5%

of Agora Group employees returned to work after parental leave

Employees of Agora Group in the Joint Social Fund have access to a number of benefits:

Agora benefit

91%

of Agora Group employees used MyBenefit in 2018

Agora benefit
  • benefit platform and partial refund of gym memberships,
  • additional services for employees in difficult circumstances,
  • partial refund of sports events (including participation in running events),
  • home loans.

*not included data for: Helios, AMS, Adpol and GoldenLine. Source: Human Resources Department, Agora Group.

The employees have access to MyBenefit platform regularly receive credits they can exchange for various services. The number of points and on their material situation. Under this programme, the employees access to a broad range of services: discounts on cinema, concert, theatre tickets, admission to cultural, sports and other events, as well as access to sport and recreational services, services and summer camps for their children, visits to SPA resorts or special offers in shops as well as MultiSport Card.

Agora offers the following forms of support to employees with families:

  • parental benefit,
  • co-funding of school supplies,
  • co-funding of ‘green schools’ and summer/winter camps,
  • co-funding of day-care or babysitting.

It is equally important to provide the employees with the possibility to return to work after parental leave. Agora monitors the return and retention rates after parental leave.

85.5%

of Agora Group employees returned to work after parental leave

Tab. Return to work and retention after parental leave

RETURN TO WORK AND RETENTION AFTER PARENTAL LEAVE - 2018

Agora Group Agora S.A.
AGORA Women AGORA Men AGORA Total AGORA Women AGORA Men AGORA Total
Employees who went on parental leave 76 51 127 66 41 107
Employees who returned to work after parental leave 108 58 166 53 39 92
Employees who returned to work after parental leave and remained in employment for 12 after return 92 50 142 50 36 86
Share of returns after parental leave 85.2% 86.2% 85.5% 80.3% 95.1% 86.0%

Source: Human Resources Department, Agora Group.

RETURN TO WORK AND RETENTION AFTER PARENTAL LEAVE - 2017

Agora Group Agora S.A.
AGORA Women AGORA Men AGORA Total AGORA Women AGORA Men AGORA Total
Employees who went on parental leave 68 36 104 39 16 55
Employees who returned to work after parental leave 161 62 223 97 24 121
Employees who returned to work after parental leave and remained in employment for 12 after return 126 48 174 90 20 110
Share of returns after parental leave 78,3% 77,4% 78,0% 92,8% 83,3% 90,9%

Source: Human Resources Department, Agora Group.

In agreement with their supervisors, the employees of the Agora Group companies may choose to work remotely or in a flexible hours schedule. Among the facilities of Agora Group’s main office at Czerska 8/10 in Warsaw are a canteen serving breakfasts, lunches and dinners, Gazeta Cafe, fitness facilities with a swimming pool and a sauna. There are also parking spaces for cars and bicycles.

Dwie godziny dla rodziny (Two hours for the family)

Dwie godziny dla rodziny (Two hours for the family)

Every year around International Children’s Day (in 2018 it was 1 June, in 2019 - 31 May) Agora joins TWO HOURS FOR THE FAMILY campaign, when every employee can use the special opportunity to leave work two hours earlier and spend the time with their family.

Employees of Agora have also access to a number of discounts on Agora Group’s products:

  • 70% discount on digital subscription of Gazeta Wyborcza
  • 75% discount on access to Premium podcasts of TOK FM Radio
  • 15% discount on purchases on Kulturalnysklep.pl
  • 25% discount on purchases on Publio.pl
  • 10% discount on purchases in Gazeta Cafe
  • reduced price of tickets to Helios cinemas across Poland – also for +1
  • special prices on tickets to selected concerts and music events produced by Agora

Agora „Pracodawcą przyjaznym czytającym” (Reader-friendly employer)

Agora „Pracodawcą przyjaznym czytającym” (Reader-friendly employer)

Agora actively promotes readership in the society at large as well as among its employees.

Agora Group was among the first to join CzytajPL campaign and was awarded a title of Pracodawca przyjazny czytającym (Reader-Friendly Employer).

Free e-books for summer vacation and holidays

3 156

e-book downloads by the employees of Agora Group under Darmowe e-booki (Free e-books) campaign in 2018

Free e-books for summer vacation and holidays

Source: Human Resources Department, Agora Group.

 

Employees of Agora Group could download free e-books from Publio.pl twice in 2018, before summer vacation and Christmas. This way Agora promotes readership among their employees.

Przeczytana? Wymień się (Finished Reading? Pass It On!)

200

books donated to hospital common rooms and single mother shelters

Przeczytana? Wymień się (Finished Reading? Pass It On!)

The book-swapping project emerged from spontaneous book-swapping events. Agora Group employees based in Czerska 8/10 office in Warsaw can bring their own books or take some from a shelf installed in the office. Every three months some of the books are donated to Maria Skłodowska-Curie Oncology Institute in Warsaw, for use by the patients, and to shelters for single mothers and homeless shelters.

'CHODŹ DO TEATRU' (COME, WATCH A PLAY)

159

times Agora employees were offered special price theatre tickets in 2018

59

performances were offered under Chodź do teatru (Come, watch a play)

'CHODŹ DO TEATRU' (COME, WATCH A PLAY)

Since 2018, the employees of Agora have been offered special admission prices to selected theatres: Teatr Kwadrat, Teatr Ateneum, Och Teatr, Teatr Polonia, Teatr Ochoty in Warsaw and Teatr Polski in Wrocław. The selection of plays on offer is changed every month.

Agora promotes healthy lifestyle through a special running fund, aiming to support an increasing number of runners. Each employee is entitled to a specified amount per year, to be spent on running events – marathons, half-marathons or other non-standard running and skiing endurance events.

The employees are also invited to enter competitions organized by Agora – skiing, Agora Mundial football and Agora Open tennis tournaments, as well as Agora Cup sailing races.

28

number of Agora SA employees who received refunds from Agora’s running fund (35 employees in 2017)

Source: Human Resources Department, Agora Group.

AGOROWA STREFA KIBICA (AGORA FOOTBALL FANS) - GAZETA.PL I SPORT.PL

AGOROWA STREFA KIBICA (AGORA FOOTBALL FANS) - GAZETA.PL I SPORT.PL

During 2018 World Football Cup, the teams of Gazeta.pl and Sport.pl prepared additional attractions for the employees of Agora, to encourage them to enjoy their football experience together. One was a special intranet site for Agora employees – Mundial Agora. The site provided visitors with information about the games and related activities planned by Sport.pl. The information included updated results and times of matches. Users could also attempt at guessing results – with prizes for the best forecasters – and post their football fan photos with the stand of Kamil Grosicki, the ambassador of Sport.pl, and #polskadawaj and #sporttojesttwojlive hashtags. Additionally, the building of Agora in Warsaw was decorated to celebrate the occasion, including a temporary football pitch located near the main entrance to the building.

print
print

0

number of fatalities in the workplace in 2018

Health and safety in the workplace is very important to Agora Group. We take measures beyond ensuring compliance with legal and formal obligations. 

We strive to prevent workplace accidents and work-related diseases by regularly organizing internal training for employees – periodically repeated health and safety training as well as fire prevention and first aid instruction sessions.

Agora implemented the following elements of system approach to health and safety:

  • General instructions and first aid (lists the employer’s health and safety obligations and competences) and Health and Safety Instructions,
  • Regulations for: employee training, workplace accidents, medical examination, Health and Safety Commission, workwear, health and safety instructions, corrective glasses, prohibited work,
  • Occupational risk appraisal.

MAIN HEALTH AND SAFETY ELEMENTS OF AGORA’S QUALITY MANAGEMENT SYSTEM POLICY OF 24 JULY 2018:

  • prevent accidents in the workplace, occupational diseases and potentially hazardous events,
  • ensure the safety of the employees of companies cooperating with the printing plants of Agora S.A. during their work on Agora’s premises,
  • ensure compliance with all health and safety legal regulations.

HEALTH AND SAFETY GOALS IN PRINT SEGMENT in 2018:

  • identify and minimize threats to safety in the workplace through reducing safety risks in workposts.

aCHIEVEMENT of HEALTH AND SAFETY GOALS IN PRINT SEGMENT in 2018:

  • monthly checks by H&S inspectors
  • problem checks performed by H&S inspector and fire prevention checks – frequency: every quarter
  • analysis of types and number of injuries incurred in 2007-2017

Routine controls / reviews of equipment are performed in printing plants, current health and safety issues are discussed with the employees. 

Problem controls cover:

  • updating occupational risk estimation cards,
  • analysis of work environment measures in relation to workplace risk factors,
  • surveying for harmful or unhealthy factors for preventive screening,
  • storage and organization of internal transport.

The controls did not yield results that could be qualified as harmful workplace environment for the employees.

Agora regularly monitors threats and accidents. Registers of accidents are kept by Agora’s entities and the group as a whole, following a specified protocol of registering and submitting information about accidents in the workplace and on the way to or from work. Health and safety training is provided to the employees in accordance with the relevant regulations. The training programme covers: reporting accidents in the workplace, key conclusions and recommendations from earlier incidents, and post-specific occupational risk levels. Managers are updated regularly on procedural health and safety requirements and are in touch with the company’s Health and Safety Officer.

 

Tab. Accidents and sickness absenteeism by gender

 

ACCIDENTS AND SICKNESS ABSENTEEISM BY GENDER - 2018

Agora Group Agora S.A.
AGORA Women AGORA Men AGORA Total AGORA Women AGORA Men AGORA Total
Number of minor accidents in the workplace 2 10 12 0 7 7
Number of serious accidents in the workplace 0 0 0 0 0 0
Number of fatalities in the workplace 0 0 0 0 0 0
Accident at work rate 1.2 7.4 4.0 0 8.7 4.1
Sickness absenteeism 10.3 3.9 10.2 13.7 6.2 10.2

Source: Human Resources Department, Agora Group, not including GoldenLine.

Accident at work rate: number of people injured in workplace accidents by total number of employees as of the end of reporting period, multiplied by 1000. Sickness absenteeism: total days of sick absence divided by total employment as of the end of financial year (source: Accidents Statistics, GUS Z-KW).

ACCIDENTS AND SICKNESS ABSENTEEISM BY GENDER - 2017

Agora Group Agora S.A.
AGORA Women AGORA Men AGORA Total AGORA Women AGORA Men AGORA Total
Number of minor accidents in the workplace 2 11 13 2 11 13
Number of serious accidents in the workplace 0 0 0 0 0 0
Number of fatalities in the workplace 0 0 0 0 0 0
Accident at work rate 1.3 7.6 4.4 1.3 7.6 4.4
Sickness absenteeism 12 4.7 8.7 12.0 4.7 8.7

Source: Human Resources Department, Agora Group, not including GoldenLine.

Accident at work rate: number of people injured in workplace accidents by total number of employees as of the end of reporting period, multiplied by 1000. Sickness absenteeism: total days of sick absence divided by total employment as of the end of financial year (source: Accidents Statistics, GUS Z-KW).

First Aid Training

45

employees attended first aid training workshops in Warsaw and other locations

First Aid Training

In April 2018 a series of first aid workshops was organized for Agora employees. The course, composed of theoretical and practical sessions, was open to the employees from Warsaw and other locations. The instructors were certified paramedics.

The programme covered: securing a victim, first aid kit, handling victims with injuries, basic resuscitation procedure, operating AED defibrillator. All attendees who completed the course received certificates. 25 employees attended the workshops in Warsaw and 20 in other locations.

Veturillo station and promotion ride bicycle

Veturillo station and promotion ride bicycle

As an employer Agora strives to help our employees to maintain a healthy work-life balance and a healthy lifestyle. To this end, new solutions are introduced in the company’s head office.

In April 2018 Agora opened a city bikes Veturillo station at Czerska office. The rental terminal has a special display presenting information about Agora Group and the station has 23 bicycle stands.

Employees were invited to enter a photo competition Bicycle, Agora and Me, and could win high-quality bicycle helmets and copies of 'Rowerem na szczyt. Trenuj z Majką' (Biking to the Top. Train with Majka) - a book published by Agora Publishing House.

70

bikers used the Agora Veturillo station every day (average in the first month after opening)

Warsaw office of Agora also has a bicycle parking space and a service point with a set of basic tools, including screw-drivers and spanners.

Promotion of healthy lifestyle

Promotion of healthy lifestyle

Agora promotes other elements of healthy lifestyle among the employees.

The new menu of the Czerska office canteen, introduced in November 2018, offers more vegetarian and ‘light’ options.

The menu was developed with the help of a dietician. In December 2018 a number of Warsaw employees could attend a lecture and consultations on healthy diet.

The lecture, organized in work hours, was conducted by a certified dietician.

In 2019 Agora plans to continue to cater for the employees’ needs and help them maintain a healthy diet and lifestyle, and find effective ways for a healthier lifestyle.

 

print
print

Agora’s training policy is founded on the premise that people are a key priority for the organization. Training is a source of knowledge and skills and allows for an effective implementation of changes and perfecting processes.

265

employees attended in-house training sessions that spanned

33

training days in total

Agora’s employee training programmes delivered in 2018 fall under three categories:

  • managerial (Manager’s Toolset, Coaching Management Style,)
  • introductory (Welcome to Agora, Navigator)
  • personal skills enhancement (You Have Power. React!)

Employees of all Agora Group entities were eligible to enter the programmes.

 

Tab. In-house training

IN-HOUSE TRAINING

2017 2018
Managerial personal skills enhancement 118 participants 152 participants
Introductory 101 participants 113 participants
Total 219 participants
33 training days 		265 participants
33 training days

Source: Human Resources Department, Agora Group. Data for GoldenLine not included.

WELCOME TO AGORA

On their first day in the new job, each new employee of Agora S.A. is invited to an all-day orientation workshop. Welcome to Agora programme provides them with the most important information about the company, health and safety regulations, data protection and computer usage rules as well as social responsibility aspects important to Agora. The training also covers prevention of discrimination and mobbing in the workplace, customer service code and other internal regulations. New employees also receive a comprehensive CSR information kit.

in-house COACHING

9

employees received in-house coaching in Agora in 2018

For two years Agora Group has offered its managers in-house coaching as a career development tool. The sessions are delivered by in-house instructors from Agora’s HR department, ICC coaches (International Coaching Community).

TRAINING IN GAZETA.PL

In 2018 Gazeta.pl continued to offer content and career development training to its employees.

372

employees of the Internet segment attended over

212

hours of training in total

102

employees of Gazeta.pl attended

19

IT training and conference events

The workshops included: coaching for sales managers, setting development goals, product development sessions for IT department, team management training for managers.

GAZETA WYBORCZA SCHOOL OF EDITORS

22

participants of the first School of Reporters in 2018

GAZETA WYBORCZA SCHOOL OF EDITORS

Competences of reporters should be passed down generation from generation and continuously adapted to the changes occurring in the media market. This is the idea behind School of Editors launched in November 2018. The school was designed to foster the growth of competences of young journalists through contacts with outstanding specialists, not only reporters of Gazeta Wyborcza, and to prepare them to face the journalistic challenges in the world of today.

The first programme of School of Editors was offered by the editors of Wyborcza.pl, local editions of Gazeta Wyborcza, Agora’s magazines and Gazeta.pl. The programme consists of 20 two-day sessions spread across 12 months. Instruction is delivered in the form of workshops and lectures, e.g. working on a specific text representing various genres, styles and formats.

Management standards in Gazeta.pl

Employee satisfaction surveys are conducted regularly in Internet Segment. As a follow-up Agora developed a cohesive system outlining employee expectations towards their superiors and work standards for the managers in Gazeta.pl.

The system is divided into three key categories: manager’s responsibilities, standardized employee assessment criteria and transparent code of conduct. The document was the outcome of workshops attended by the managers from all areas of the company’s internet operations.

Implementation of the standards is supported by a variety of methods and activities. One important change is ensuring regular manager-employee contacts and exchange of feedback. Each meeting, scheduled to take place by a specified date involves also the employee providing feedback to their manager.

Management Standards in Gazeta.pl are divided into four categories (Make decisions, Work with objectives, Work with people, Explore and develop your talents) and 14 principles. One of the measures to strengthen the standards is the introduction of open OKR (Objectives and Key Results), specific descriptions of objectives and key results for periodic verification. Additionally, the introduction of Management Standards is reinforced by dialogue with employees, including a survey on the strategy, as well as training schemes.

14

principles in Management Standards in Gazeta.pl

The document was adopted on 30 May 2018. Plans for 2019 include further surveys among Agora employees and workshops to increase the competences of Agora managers.

AMS pracodawca/employer DIMAQ

AMS pracodawca/employer DIMAQ

AMS was named DIMAQ Employer of the year. The title is awarded by IAB Poland (Interactive Advertising Bureau) to companies with high competences in digital marketing.

Career development / appraisal interviews conducted in most of Agora Group companies include elements such as: goals and tasks achievement, employee’s strengths and areas for improvement, manager’s expectations and employee’s needs as well as recognition of the employee’s contribution and plans for the future.

The company has developed a set of rules for the employees and managers, organized into the following internal documents: Career Development Interview Guidelines, Career Development Interview Sheet 2016, Appeal Procedure for Objectives and Tasks Appraisal. The documents were developed to identify the objectives of career development interviews, provide procedure guidelines and determine an appeal procedure available to employees.

Appraisal interviews are offered to all employees on a permanent contract or on a term contract (excluding the first trial period contract and individuals employed for less than three months).

1,714

employees of Agora Group took part in appraisal talks in 2018

89.6%

of total employees of Agora Group took part appraisal in 2018

Increasing the participation of senior and middle management in the appraisal process remains a challenge to Agora.

 

 

Tab. Employees participating in appraisal talks in Agora Group

Employees participating in appraisal talks in Agora Group - 2018

Agora Group Agora S.A.
AGORA Women AGORA Men AGORA Total AGORA Women AGORA Men AGORA Total
Total share of employees who participating in appraisal talks 89.4% 89.9% 89.6% 88.7% 88.6% 88.7%
low-level employees 89.5% 90.7% 90.0% 88.8% 89.5% 89.1%
managers and senior managers 89.7% 89.2% 89.5% 89.2% 87.8% 88.5%
Total number of employees who participating in appraisal talks 1 003 711 1 714 802 562 1 364
low-level employees 776 529 1 305 621 411 1 032
managers and senior managers 227 182 409 181 151 332

Source: Human Resources Department, Agora Group, not including data for GoldenLine and Helios SA where such appraisal talks are not conducted.

Employees participating in appraisal talks in Agora Group - 2017

Agora Group Agora S.A.
AGORA Women AGORA Men AGORA Total AGORA Women AGORA Men AGORA Total
Total share of employees who participating in appraisal talks 77,0% 91,3% 84,0% 79,9% 92,1% 85,8%
low-level employees 76,2% 90,3% 83,1% 79,5% 90,9% 84,9%
managers and senior managers 79,9% 95,1% 87,3% 81,2% 96,5% 88,7%
Total number of employees who participating in appraisal talks 820 929 1 749 644 696 1 340
low-level employees 653 739 1 392 515 540 1 055
managers and senior managers 167 190 357 129 156 285

Source: Human Resources Department, Agora Group, not including data for GoldenLine and Helios SA where such appraisal talks are not conducted.

 

For a number of years Agora Group has initiated and joined numerous educational, social and cultural projects, also for internal use. The idea behind these initiatives, addressed to Agora employees, is to create a welcoming workplace and building employees’ sense of agency in creating and modifying their environment.

Agora of ideas

20

employee projects in Agora of Ideas

Agora of ideas

Agora of Ideas is a project delivered by Human Resources department of Agora and invites the employees to submit initiatives for in-house implementation.

The following initiatives have been implemented to date:

  • Poster promoting pro-eco practices (such as ‘drink tap water’ or ‘bring your own cup’),
  • Spring clothes swap plus donating clothes to charities: Żoliboż Association Dom Rodzina Człowiek and Chlebem i Solą Foundation
  • First aid training conducted by certified paramedics,
  • Bicycle repair station,
  • Pilot run of a carpooling app (April – December 2018).
print
print

Agora Group has a number of motivation schemes in place, such as monetary schemes, sales-based programmes, motivation schemes for Management Board Members, etc. In 2018 Agora Group’s staff cost grew by 0.3%, mainly in Movie and Books as well as in Outdoor and Radio Segments. In the remaining operational segments of Agora Group the corresponding figures were lower yoy.

328.7 mln

total amount of staff cost in 2018

0.3%

yoy increase of staff cost

 

Tab. Payroll and employee benefits in Agora Group

Payroll and employee benefits in Agora Group

Agora Group Agora S.A.
2018 2017 r/r 2018 2017 r/r
Total payroll and employee benefits 328.7 327.6 ↑ 0.3% 196.6 201.0 ↓ 2.2%

Source: consolidated financial statements according to IFRS, 4Q2018; financial statements of Agora S.A. according to IFRS 2018.

 

Tab. Women and men pay against average pay in Agora Group*

Women and men pay against average pay in Agora Group* - 2018

Agora Group Agora S.A.
AGORA Women AGORA Men AGORA Women AGORA Men
Share of average nominal pay
managers and senior managers 94.0% 107.2% 94.4% 106.3%
low-level employees 95.4% 105.0% 94.1% 106.7%
Share of average real pay
managers and senior managers 94.7% 106.3% 95.0% 105.6%
low-level employees 98.9% 101.2% 96.8% 103.6%

Source: Human Resources Department, Agora Group.

Women and men pay against average pay in Agora Group* - 2017

Agora Group Agora S.A.
AGORA Women AGORA Men AGORA Women AGORA Men
Share of average nominal pay
managers and senior managers 92,5% 107,5% 92,5% 108,0%
low-level employees 95,7% 104,6% 94,5% 106,1%
Share of average real pay
managers and senior managers 88,5% 111,3% 86,3% 114,1%
low-level employees 95,7% 104,5% 95,0% 105,4%

Source: Human Resources Department, Agora Group.

In 2018 Agora Group developed a series of earning analyses that identified the gender pay gap in each segment and business of the group. Równość wynagrodzeń (Equal Pay), an application provided by the Ministry of Family, Labour and Social Policy was used for the calculations. Due to substantial differences in positions occupied, thorough investigation of the pay gap requires more work – detailing responsibilities in each position and comparing professional responsibilities associated with each.

print
print

Agora Group has the following employment regulations in place:


APPROACH TO MANAGEMENT
Employee code Employee Code is an internal, legally secure document in force in all Agora Group entities, regulating the organization and order of labour processes and relevant rights and obligations of the employer and employees. The rules apply to all employees, regardless of their position, type of contract or employment category.
Terms and Conditions of Forming a Joint Social Fund. Joint Social Fund Terms and Conditions of Forming a Joint Social Fund determine the key principles of forming and managing such fund, as well as eligibility terms for receiving payments from the fund. It is an internal document in force in all Agora Group entities that meets the criteria for forming such funds. Agora, Agora TC, Agora Poligrafia, Doradztwo Mediowe, Grupa Radiowa Agora, Inforadio, NEXT FILM, Domiporta, Yieldbird, Optimizers have signed an agreement establishing Joint Social Fund.
Agora’s Employee Remuneration Policy Employee Remuneration Policy (with annexes) regulates the terms of remuneration of all employees of Agora, regardless of the type of contract and position. It also specifies regulations relevant to certain specific positions. According to the document, each employee is entitled to remuneration corresponding to the type of work performed and their qualifications. Employee Remuneration Policy is a separate, internal, legally secure document in force in all Agora Group entities.
Remuneration Policy for Agora Group’s Key Managers link The purpose of the policy is to ensure attractive terms of employment to attract and retain qualified employees of key importance to the execution of the company’s strategy and achievement of long-term growth. Agora ensures that the term it offers are relevant to the situation on the market and in the organization and competitive.
Diversity Policy of Agora Group link The goal of Agora Group is to build a governance structure that guarantees that all employees support one another in their daily responsibilities. Activities promoting diversity within the organisation help to build a diverse yet efficient team. The diversity management policy at Agora Group is based on overcoming barriers such as age, gender and health status and is rooted in the belief that the professional potential of employees is based on their competences.
Policy for Preventing Workplace Discrimination and Mobbing in Agora S.A. Agora was among Poland’s first companies to develop their own policy for preventing discrimination and harassment in the workplace. Its first version came into force as early as in 2003. In 2018 the document was revised. The idea behind adopting an internal anti-discrimination and anti-mobbing policy in Agora S.A. is to prevent workplace discrimination and mobbing, and to educate employees in the matter. Other entities of Agora Group are obliged to adopt similar solutions.
Training Policy in Agora S.A. Agora’s Training Policy provides guidelines for the development and implementation of training schemes, indicates training tools for achieving business objectives, employee development and maintaining synergy among projects executed by the organization. The policy is an internal document. Other entities of Agora Group have not formally adopted training policies, while relevant stipulations are included in their employee codes and general workplace regulations.
Agreement on Teleworking Terms and Conditions in Agora S.A. Agreement on teleworking terms and conditions in Agora SA is an internal document signed on 6 July 2016 in Warsaw. It is an internal document and it specifies the terms of teleworking employment. The remaining entities of Agora Group have not developed similar documents. Each company has their own internal teleworking regulations, e.g. in. in their labour code and other relevant codes in force.

Top