What is in our DNA?


Asseco’s greatest asset is its people. That is why we make every effort to hire the best specialists in the market and create a friendly environment for employees to develop personally and professionally. We operate with respect for the principles of equality in terms of gender, background, age, beliefs and other diversity factors.


The success of IT companies is determined primarily by the competence of its employees. Therefore, in the recruitment process, we attach the greatest importance to practical knowledge and qualifications. Objective evaluation and clearly defined criteria ensure that all candidates have an equal chance.

13.8 thousand

women

19.2 thousand

men

13800

women

19200

men

status as of 31.12.2023

status as of 31.12.2020.

We care about wage equality.

Due to the nature of the IT industry and the fact that the success of an organization is primarily determined by the knowledge and practical skills of its employees, issues related to hiring, employee development and the creation of the right work environment are crucial to the long-term sustainability of the Company. The nature of the IT industry and the success of an organization is primarily determined by the knowledge and practical skills of its employees. Due to this fact issues related to hiring, employee development and the creation of the right work environment are crucial to the long-term sustainability of the company.

Recruitment and professional development processes at Asseco Poland are carried out in compliance with the principles of equality in terms of gender, social background, age, beliefs and other factors regarding the diversity of candidates.
Employment by gender as of December 31, 2023
Type of positionWomen
Men
Participation
of women
Participation
of men
Management2918%82%
Other management staff7320426%74%
Production6081 37530%70%
Non-production posts19712461%39%
Total employees8801 712

34%66%

In the recruitment and professional development process, we attach the greatest importance to the practical knowledge and qualifications of employees, which influences the selection of people with competencies best suited to the position. Clearly defined criteria and objective assessment of skills ensure that everyone has an equal opportunity for professional development.
Wage equality index in 2023*
Type of positionFactor
Management97%
Other management staff75%
Production78%
Non-production posts92%
* The equal pay index presents the ratio of the average remuneration of women to the average remuneration of men.


For the types of positions in the Company identified in the table below, the average salary of women is lower than the average salary of men. This is mainly due to the fact that a greater number of men have more experience in the IT industry, longer seniority in Asseco Poland and the resulting in-depth knowledge of the Company’s products, which have been developed over the years. In the group of employees, where the experience and seniority of women and men are similar, the level of earnings is equal.
Due to the nature of the IT industry and the fact that the success of an organization is primarily determined by the knowledge and practical skills of its employees, issues related to hiring, employee development and the creation of the right work environment are crucial to the long-term sustainability of the Company. The nature of the IT industry and the success of an organization is primarily determined by the knowledge and practical skills of its employees. Due to this fact issues related to hiring, employee development and the creation of the right work environment are crucial to the long-term sustainability of the company.

Recruitment and professional development processes at Asseco Poland are carried out in compliance with the principles of equality in terms of gender, social background, age, beliefs and other factors regarding the diversity of candidates.

Employment by gender as of December 31, 2023

Type of position Women Men Participation of women Participation of men
Management 2 9 18% 82%
Other management staff 73 204 26% 74%
Production 608 1375 30% 70%
Non-production posts 197 124 61% 39%
Total employees 880 1712 34% 66%

In the recruitment and professional development process, we attach the greatest importance to the practical knowledge and qualifications of employees, which influences the selection of people with competencies best suited to the position. Clearly defined criteria and objective assessment of skills ensure that everyone has an equal opportunity for professional development.

Wage equality index in 2023*

Type of position Factor
Management 97%
Other management staff 75%
Production 78%
Non-production posts 92%
* The equal pay index presents the ratio of the average remuneration of women to the average remuneration of men.

For the types of positions in the Company identified in the table below, the average salary of women is lower than the average salary of men. This is mainly due to the fact that a greater number of men have more experience in the IT industry, longer seniority in Asseco Poland and the resulting in-depth knowledge of the Company’s products, which have been developed over the years. In the group of employees, where the experience and seniority of women and men are similar, the level of earnings is equal.

We act ethically.

Fair and transparent principles of cooperation and mutual respect have accompanied us since the inception set up of Asseco. They are extremely important both in internal relations and in cooperation with customers and external partners. The most important norms and values are described in the Code of Ethics, which for years has been a formal guidepost for us.

It was written in accordance with the principles adopted at Asseco. We are guided by it every day, taking care of the strong position of our company in the market. It is such key issues as transparency, respect and clear rules of conduct that largely determine success.
Download Code of Ethics.

We develop competences.

We offer our employees a wide range of company-wide and individual training courses that develop their technical and soft skills while supporting the achievement of business goals.

Asseco’s employees are also subject to employee evaluations – during their probationary period and then regularly on a quarterly, semi-annual or annual basis. It makes it possible to determine: the degree of completion of assigned tasks, the quality, timeliness and manner of their execution, as well as, importantly, the compliance of conduct with Asseco’s values.
11.8 thousand

number of employees trained

11800

number of employees trained

*Employees were able to participate in more than one development activity.

*Employees were able to participate in more than one development activity.

We share knowledge.

We publish the most interesting information related to technological trends on the public Technology Blog. The articles are written by our employees voluntarily. We also provide a large dose of valuable knowledge in the LiveTECH by Asseco podcast – substantively about IT, where our experts discuss with invited guests. In addition, we periodically meet at TECH BreakFast by Asseco events, which are directed not only to the company’s employees, but also to students and industry professionals.
82
33
Technology Blog posts
TECH BreakFast meetups
82
Technology Blog posts
33
TECH BreakFast meetups

We offer attractive benefits.

We provide our employees with the opportunity to participate in many interesting and developmental projects, but also a rich social package. Benefits are available to all employees, regardless of seniority or position.

Multisport card,

private medical care,

group insurance program,

subsidies for postgraduate studies,

co-financing of foreign language learning,

participation in the Asseco Active Team,

fruit and healthy brunches,

integration trips and special meetings,

fruit days and healthy brunches in offices,

access to educational platforms, e-magazines,press,

a cafeteria program implemented using the benefit platform,

Christmas vouchers,

Employee Pension Scheme (PPE) – a form of voluntary group saving for retirement.

Multisport card,

Private medical care,

group insurance program,

subsidies for postgraduate studies,

co-financing of foreign language learning,

participation in the Asseco Active Team,

fruit and healthy brunches,

integration trips and special meetings.

fruit days and healthy brunches in offices,

access to educational platforms, e-magazines,press,

a cafeteria program implemented using the benefit platform,

Christmas vouchers,

Employee Pension Scheme (PPE) – a form of voluntary group saving for retirement.

We care about fitness and well-being.

We support both physical activity of employees and mental activity by providing psychological support. Employees can benefit from:

support of a psychologist, psychotherapist and business coach;

webinars in the field of psychology, stress management, healthy lifestyle,

Mental Thoughness Questionnaire tests (MTQ Plus tests),

hybrid work model, responding to the need for greater flexibility in approach to the manner and place of performance of tasks and duties.

Asseco Active Team – a program promoting physical activity, consisting in reimbursement of the costs of participation in sports events (covering entry fees, clothing costs).

1.8 thousand

employess participating in workshops and webinars in the field of psychology.

1800

employess participating in workshops and webinars in the field of psychology.

status as of 31.12.2023.

status as of 31.12.2020.

Read Asseco’s 2022 non-financial report.

Learn about our business, social and environmental performance.

Download
the ESG Report

Read Asseco’s 2022 non-financial report.

Learn about our business, social and environmental performance.

Download
the ESG Report