Complicated procedures make it difficult to access candidates from outside Europe, although the direction of Asia, Africa and South America seems inevitable. Moreover, fears related to the employment of migrants are fueled among the public, which may further exacerbate the situation related to insufficient labor in the coming months. Especially in the perspective of seasonal work. Today, the lowest unemployment rate in the entire European Union – 2.6% according to Eurostat – affects the growing problems in filling staff shortages. How long will the labor market withstand this?

Recruiting Far Ahead

In response to current staff shortages, companies are starting to look for employees from further corners of the world. Candidates from Colombia, Mexico, Nepal, India and the Philippines are already being recruited to work in Poland. These people are primarily located in the operational sectors – production, logistics, catering and retail – which are most affected by staff shortages, according to analyses by the LeasingTeam Group, which deals with comprehensive HR solutions for companies.

In one of the companies where we onboarded employees from Colombia, only 2 out of 50 people resigned after a year. Retention is incomparable. The candidates are also very motivated – already at the training stage, we saw greater commitment than in the case of employees from Ukraine or Poland – says Daniel Sola, Director of the Department of Recruitment and Legalization of Foreigners at LeasingTeam Group.

It is also becoming increasingly clear that Ukrainian citizens – after several years of working in Poland – today have higher expectations of employers. It is not only about the rate, but also about the accommodation conditions, the type of tasks performed or development opportunities.

This is a natural process: people who have been associated with the Polish market for a longer period of time no longer want to do the work they initially took up temporarily ,” notes Daniel Sola.

What’s next for employees from Ukraine?

According to LeasingTeam Group’s estimates, based on a survey of over 500 employees, 52% of Ukrainians plan to stay in Poland, 26% are considering returning, and 22% are still hesitating. Their decisions depend, m.in on the conditions of legalization of stay and stability of employment.

As a result of long-term conflict and the accompanying uncertainty, social and professional ties are strengthened. It is very clear that some employees from Ukraine are thinking about returning, but at the same time more and more people want to anchor here for longer. For them, Poland is not only a place of work, but also a place of life. Among other things, how quickly and efficiently we offer them stable conditions will depend on whether they will stay – comments Daniel Sola.

Ukrainians currently account for 75% of all foreign employees employed by LeasingTeam Group. In this group, 80% work physically (blue collar) and 20% occupy office positions. According to ZUS data from the end of November 2024, 794 thousand Ukrainian citizens were insured in Poland – 456 thousand on full-time jobs and 300 thousand on civil law contracts .

Lower costs, longer procedures

Recruitment from South America is one of the biggest untapped advantages of the Polish labor market today. The costs of the recruitment process can be up to ten times lower than in the case of citizens from Ukraine. Candidates are motivated, but access to them is blocked by time-consuming and unpredictable procedures.

We observe significant formal restrictions in recruitment from more geographically distant countries. Procedures can be so long and complicated that it is difficult to consider them as a real tool for supplementing the staff – points out Justyna Gosk, Operational Director of LeasingTeam Group.

One of the biggest challenges remains the time-consuming nature of procedures and their unpredictability. The applicable statutory deadlines stipulate a maximum of 30 days for issuing a work permit – in practice, it is often 3-4 months. In the case of visas – even two years, and without a guarantee that they will be granted.

Migration is a necessity, but we cannot treat it as the only solution to staffing problems. Without a stable and predictable legal framework, it is difficult to talk about long-term planning. Entrepreneurs can cope with time and procedures, but they cannot cope with chaos – says Andżelika Majewska, Vice President of LeasingTeam Group.

According to the data of the Polish Economic Institute, by 2035 2.1 million people will leave the Polish labour market – this is 12.6% of current employment. The largest losses will affect industry, education and health care. In the private sector, on the other hand, production, logistics, catering and retail are among the industries most dependent on the work of Ukrainian citizens. Even a partial weakening of this resource can mean operational difficulties and increased costs for companies.

Global Recruiting Is Not a Plan B

Today, diversification of recruitment directions is not only a response to current staffing problems, but a way to build long-term operational resilience.

When one source stops working, the other allows you to maintain continuity. For our customers, it is often not a choice, but a necessity. It’s not just about replacing – it’s about reaching where existing solutions no longer work – emphasizes Daniel Sola.

Candidates from Colombia, Mexico and Nepal are increasingly filling staff gaps where Ukrainians no longer want to work, i.e. in the most demanding, physical production and logistics roles.

Labour migration from further directions – Asia or South America – is no longer an alternative, but is becoming a potential foundation for a new structure of the labour market. However, without ensuring consistent and predictable legal procedures, Poland may not be able to use this potential.

If we do not start treating global recruitment as a critical infrastructure for the labor market – other countries will. We need a system that will not only get people to work, but will do it fast enough for companies to operate before we feel the consequences of the demographic collapse and record low unemployment.

Not code, but analysis – what does the representation of women in IT look like?

We see the largest share of women in areas that require analytical and communication competences, such as testing and quality (30.4%), IT analysis (31.2%) or project management (30.8%). However, in strictly technical areas, such as programming (8.6%), cybersecurity (3.1%) or DevOps (2.8%), they are still in a clear minority – notes Anita Dąbrowska, expert at LeasingTeam Group.

The employment structure of women in IT varies significantly depending on the specialization. Their lack in key areas affects not only statistics, but also innovation and the quality of technologies created. Teams with a dominant demographic may unwittingly design solutions that are less intuitive and functional for a wider range of users.

It is not the IT industry that is the barrier – the problem starts earlier

Women’s career decisions are not just based on individual preferences – they are influenced by years of previous experience, from education to social role models and access to first development opportunities.

The path to a career in IT begins long before the first recruitment. The role of education, access to technology and first professional experience is of great importance – emphasizes Dąbrowska.

In 2024, only 10.52% of women took the Matura exam in extended computer science, and 39.9% took the extended mathematics exam (CEC, 2024). As a result, fewer women take up technical studies – although they account for 44% of students at technical universities, only 16% choose majors related to new technologies (OPI, 2022).

What else makes it difficult for women to develop in IT?

The still present and stigmatizing stereotypes related to the image of a geek programmer, unconscious biases in recruitment processes and the decisions that result from them, or the lack of female role models mean that the number of women in IT is lower from the very beginning – points out the expert of LeasingTeam Group.

Difficulties also apply to the first job – female bootcamp and course graduates today have a higher entry threshold for IT than people with technical studies, especially in the face of a limited number of junior positions.

Even after entering the IT industry, women face new challenges. Male dominance in teams, difficulties with integration that may result from it, or limited access to management positions They can make their career path slower. Solutions? Greater emphasis on mentoring, conscious building of diverse teams and elimination of unconscious barriers at the recruitment and development level.

What actions can increase the participation of women in IT?

It is about both activities at the level of education and business. Especially if organizations in this industry want a greater representation of women in the areas of programming or cybersecurity.

Already in kindergarten and primary school, learning programming through play should also be focused on girls and adapted to their interests. At the same time, we need to promote development opportunities in the IT industry, referring to the profiles of women who have already achieved success. The earlier girls come into contact with the real application of technology, the greater the chance that they will consider a career in IT in the future – emphasizes Anita Dąbrowska.

Companies can also actively eliminate barriers by implementing competency-based recruitment, mentoring programs, and campaigns that promote team diversity. Support for women at the beginning of their careers is also important – recruitment programs for people who have changed careers and initiatives such as Google’s “Women Techmakers” help break down barriers and build a career path in IT.

Diverse teams mean better technologies – IT needs to understand this

IT is the industry of the future, but its potential for innovation depends on diversity. Without greater participation of women in technology, the market loses valuable talent and prospects, which affects the way solutions are created. It is crucial to act on many levels – from education to recruitment processes and professional development.

IT is not just a code, which is why the stereotype of a geek should be a thing of the past. The industry itself is an ideal space for innovation and diversity, where women thrive – notes Anita Dąbrowska, expert at LeasingTeam Group.

68% of women in the blue collar and temporary work sector – how is the market changing?

Women make up a significant part of the labour market, but their salaries are still lower and promotion to higher positions is more difficult. In Poland, they earn less than men in 93% of counties (Central Statistical Office, 2024), and in some sectors their share at the managerial level drops by up to half.

In 2026, the EU Pay Transparency Directive will come into force to help reduce the pay gap. This is an important step, but the law alone is not enough. Companies need to prepare for changes – from revising remuneration policies to measures to support women’s professional development.

Changes in the blue collar sector show that women are increasingly choosing technical and engineering professions. One of the factors responsible for this is the automation of processes, which makes physical barriers in technical positions gradually disappear.

Women are more and more boldly occupying the space in the area of blue collars, which for years was reserved mainly for men. In the blue collar and temporary work sectors, where LeasingTeam Group supports recruitment, women now account for 68% of all employees. However, we are observing a real revolution in the area of logistics. Just 10 years ago, it was rare for a woman to have a forklift license, for example. Today, there are warehouses where women with similar qualifications make up as much as 80% of the staff,” she says Justyna Gosk, Chief Operating Officer of LeasingTeam Group.

Salary transparency is another factor that supports the increasing participation of women in the “blue industry”. Leasing Team Group observes a significant increase in offers with explicit spreads from 10-20% in 2020 to 70% in 2024. This is a huge step towards equal pay, which makes women more likely to apply for technical or production positions.

Salary transparency – a step towards equality or a challenge for companies?

The differences in salaries at the level of specialists are smaller than at higher positions. This is confirmed by data from the SSC/BPO sector, for which LeasingTeam Group is also recruiting. The wage gap at this level is approx. 3,4%. However, the situation changes as the level of the position increases, which is discussed in more detail by Tomasz Borowiecki, Director of the Permanent Recruitment Department at LeasingTeam Group.

In some areas of the white collar sector, such as SSC/BPO, women account for up to 70% of employees, but in managerial positions their share drops to 48%. He is even lower on the boards. This is the result not only of the pay gap, but also of limited opportunities, which can often result from established beliefs and stereotypes – both on the part of men and women. Women are also more likely to face informal barriers to promotion, such as limited access to key projects or lack of mentoring support.

Salary transparency may prove to be a key tool for leveling the pay gap. If women know the salary range already at the recruitment stage, they will become more aware of how much they can and should realistically earn in a given position. Therefore, they will be able to better define their financial expectations, and this will help them build their position on the labor market.

The Pay Transparency Directive itself can expose existing inequalities and put pressure to eliminate them. Employers must be ready for the consequences: from the need to revise the remuneration policy, through possible employee turnover, to a change in the approach to promotions and talent development. Transparency is not enough if companies do not implement systemic solutions, i.e. transparent career paths, mechanisms supporting the advancement of women and educational activities that will change established patterns of thinking. Only the combination of these elements will enable greater representation of women at higher levels of the organization,” adds Tomasz Borowiecki.

IT open to change, but still dominated by men

Women’s representation in the IT sector remains low, which is confirmed by data from various sources. Flexible forms of cooperation in the industry and competence-based recruitment can give women more professional opportunities, but still too few women decide to develop in IT.

As Anita Dąbrowska, member of the board of IT LeasingTeam, admits, the reasons for this phenomenon should be sought, among others, at the level of education. Activities at the preschool stage may be crucial: introducing programming through play, adapting classes to their interests and promoting women’s success in IT. Still too few girls choose science profiles at school, which limits their future opportunities in the IT industry. According to CEC data from 2024, only 10.5% of female high school graduates decide to take the extended high school diploma in computer science, and at technical universities, women account for 44% of students, but only 16% choose majors related to new technologies (Information Processing Center, 2022).

According to the data collected by ITLT, women account for 16.1% of all people employed in IT specialist positions, which is consistent with the data of the Central Statistical Office (18.38%) and Eurostat (15.5%). We observe a greater share of women in testing and quality, business analysis and project management, i.e. in areas where analytical and communication skills are the most important. Women make up an average of 30% of the workforce there. On the other hand, in more technical specializations, such as programming, DevOps or IT architecture, their share is three times lower and amounts to an average of 5% – says Anita Dąbrowska.

Although few high school graduates choose extended computer science, the above data shows that women make up 15-18% of IT specialists. This shows that Many of them reach the industry in a different way – through programming courses, bootcamps or postgraduate studies. IT is still one of the most open industries to people who change their career path, and women who decide to take this step consciously invest in the development of new competences, often combining learning with their current work .

Not only technology – the “soft” competences of the future

The situation on the labor market means that employees have to keep up with the rapid development of the latest technologies. Women’s radar of development and building their professional value should also include such competences of the future as the ability to adapt, learn, communicate or work in a team, which are as important as hard technical skills.

Skills gaps are considered the biggest barrier to business transformation by respondents to the Future of Jobs 2025 (World Economic Forum) survey. This can also be seen on the Polish market, but it should be noted that employers today value not only hard skills related to the development of the latest technologies and AI, but also soft skills, in which even the most developed software will never replace a human. It is about cooperation, analytical thinking, resilience, flexibility and agility in action, development of leadership skills. Regular development and an open attitude focused on lifelong learning can be an advantage for women in the labor market,” she says. Iga Pazio, PR & Marketing Director LeasingTeam Group.

Equal pay policies and recruitment without prejudice

The 2024 LeasingTeam Group survey and report on ESG practices and priorities in organizations in Poland shows that:

When implementing ESG activities, organizations should not forget about any of its components. Care for the environment, modernized procurement policies, or process optimization are crucial, but it is equally important to take care of the S-social aspect – i.e. inclusivity, equality and diversity. Although inequalities in the labour market affect many groups, women still face barriers such as wage inequality and limited access to high positions in organisations. According to the data, they hold less than 40% of managerial positions in the private sector. Women who are professionally active or want to return to the career path are more conducive to transparent and impartial employment conditions. The solution may be to introduce strategies, principles and appropriate tools of equality policy in the organization, appoint an equal treatment coordinator or introduce development support programs with the support of a coach or mentor. –Says Iga Pazio, PR & Marketing Director LeasingTeam Group.

LeasingTeam Group data show that although the situation of women on the labour market in various sectors is slowly improving, the pace of these changes is still not satisfactory for the interested parties themselves. The analysis shows that women still face barriers to access promotions and better-paid positions – they are also a minority at the highest levels of the organization, despite the growing number of educated female specialists. What actions can change this situation? These include Salary transparency, clear, measurable and binding rules for assessing competences and promotions, the possibility of remote work or flexible working hours, or support for women returning after maternity leave through reboarding.

What is EcoVadis and what is the EcoVadis Committed award for?

EcoVadis is a global platform that evaluates companies in terms of their ESG (Environmental, Social, Governance) practices.

The evaluation system covers four key areas:

1. Environment – managing the company’s impact on the climate and natural resources.

2. Human and employee rights – compliance with ethical and social standards.

3. Ethics – acting in accordance with the principles of honesty in business.

4. Sustainable purchasing – choosing suppliers who act responsibly.

The ratings awarded by EcoVadis are recognized worldwide as a reliable indicator of companies’ commitment to sustainable development. The EcoVadis Committed award confirms that the organization not only meets ESG standards, but also continuously improves its operations, setting ambitious goals for the future.

Why is the EcoVadis Committed award important?

Obtaining the EcoVadis Committed award is the result of the commitment of the entire LeasingTeam Group. Our sustainability strategy is based on several pillars:

The EcoVadis Committed award is of great importance to us, as it strengthens the trust of our customers, partners and job candidates, confirming that we care about responsible actions, in accordance with the highest standards. This form of recognition also motivates us to continue to grow, continue our strategy and set new, ambitious goals in the area of ESG, proving to us that we are going in the right direction.

For our customers and business partners, the EcoVadis Committed award is a guarantee that they are working with an organization that is responsible and aware of its role in building a better future. Allows:

Sustainable development as the foundation of LeasingTeam Group’s operations

At LeasingTeam Group, we believe that sustainable development is not just a trend, but a necessity to build a future that is responsible for people and the planet. The EcoVadis Committed award is not only a source of pride for us, but also a commitment to do even better. We are proud of this achievement and treat it as a motivation for further action. We thank our employees, customers and partners who contribute to our mission every day.

If you want to learn more about sustainability efforts, download our free report on the study of ESG practices and priorities in organizations in Poland: 2024 REPORT: Do companies in Poland care about sustainable development?

The “Best Employer” report is a prestigious review of companies that stand out on the labor market through the application of exceptional standards of human resources management. At a time when the role of employee experience and employee well-being are becoming key elements of an organization’s success, similar statements play an important role as a benchmark for other companies. They present organizations that combine business development with concern for the satisfaction and development of their teams.

This year’s ranking of “Gazeta Finansowa” presents organizations that set standards in the area of HR, actively investing in human capital. This group includes organizations such as:

At LeasingTeam Group, the organisation’s strategy is based on the aforementioned flexibility, openness to feedback and ensuring a comfortable working environment. The company emphasizes freedom of action and responsibility, which is conducive to taking initiatives appreciated by the management, and also invariably believes that people are the foundation of every organization, and their commitment and satisfaction translate into the success of everyone.

Why is employee experience crucial?

Modern companies are increasingly realizing that taking care of employees is not only an ethical issue, but also a strategic one. Employee experience – i.e. the overall experience of an employee in an organization – has a direct impact on the effectiveness, loyalty, and commitment of teams. Employees who feel valued, have the opportunity to develop and work in a comfortable environment are more motivated and willing to cooperate in the long term. Companies that invest in the development and well-being of their team gain a competitive advantage by attracting the best talent in the market.

The “Best Employer” report is not only a list of outstanding organizations, but also an inspiration for other companies that want to create the workplace of the future. In the era of dynamic changes and growing expectations of employees, the success of a company largely depends on its ability to build a positive employee experience.

The Best Employers report is available in full here: https://gf24.pl/41450/najlepszy-pracodawca-2024/

Mistakes resulting from hiring the wrong person are costly. According to research conducted by ghSMART, a global consulting, education, and leadership analysis company, a mistake in hiring an employee costs on average fifteen times their base salary, counting specific expenses and lost productivity. Peter Ferdinand Drucker, one of the most prominent management thinkers and theorists of the twentieth century, estimates that the success rate of managers in hiring employees is only 50 percent. So how to eliminate these mistakes, save time and costs, and above all, find a way to flawlessly select the best employee for a given position in the company?

A book entitled “Who. How to solve the biggest problem in business” by Dr. Geoff Smart and Randy Street, CEOs and founders of one of the world’s leading consulting firms that helps Fortune 500 executives achieve their goals by hiring, developing, and leading talented teams.

This global bestseller was first published in 2008 and has since achieved classic status. The book has sold over 200,000 copies and continues to enjoy great interest and recognition from readers around the world.

The authors, based on their own experience and based on more than 1,300 hours of interviews with more than 20 billionaires and 300 CEOs, outline methods that every company can and should implement. They suggest how to avoid the wrong ways to hire, be specific about your expectations, generate flow, ask the right questions during interviews, and attract the people you want to hire. The advice contained in the book is helpful both for large companies looking for candidates for managerial positions, and for small companies hoping to develop their business. The publication presents the entire process of a comprehensive recruitment method: correct definition of the employee’s role, effective sourcing, proper selection, interview scenarios, and contract finalization.

The partner of the Polish edition of the publication is LeasingTeam Group. The book is available in the PWN online bookstore and other online bookstores.

On the one hand, the climate crisis, greater environmental awareness and the growing importance of an ethical organizational culture. On the other hand, the development of sustainable finance and the dynamically changing regulatory environment, with the CSRD directive and sustainability reporting standards (ESRS) at the forefront. There is no doubt that the social and political pressure is enormous, and the world today expects a radical transformation from business. It seems that sustainable development should be one of the top priorities of every company. However, only 28% of organizations surveyed by ARC Rynek i Opinia on behalf of LeasingTeam Group, which decided to take a look at the landscape of ESG activities carried out by companies with more than 50 employees in Poland, agree with this thesis.

– More and more companies are recognising that ESG activities are no longer just an add-on, but an integral part of their business strategy. It is no different at LeasingTeam Group, which is why, observing changes in this area, together with one of our TalentPoint brands, we have initiated a study to understand how companies in Poland approach the implementation of sustainable development activities. The survey was addressed to a kind of motherland of change in organizations, i.e. HR departments, business owners and people directly responsible for ESG and CSR – says Iga Pazio, Marketing & PR Director LeasingTeam Group.

A lot depends on the size of the company and the scale of operations

The report shows that although nearly half of companies (49%) admit that sustainable development is important to them, they do not consider it a priority area, and one in five treats environmental and social issues completely incidentally. Interestingly, there is a clear relationship between the size of a company and the level of commitment to ESG. The highest conviction about the need to prioritize these issues is in companies with more than 500 employees (37%), and the lowest in organizations with 51 to 100 employees (23%).

” LeasingTeam Group is one of those companies where we believe that achieving business goals can be effectively and successfully combined with care for people and the environment, and that ethical organizational culture and promotion of the right attitudes should be the foundation for running any business. says Andżelika Majewska, Vice President of LeasingTeam Group. – This also applies to the services and solutions that we bring to market. ESG is one of the key strategic directions for all our companies, and we want to support our clients in these activities as well. We are convinced that companies that join the green transformation process early enough will have a great opportunity to build a competitive advantage in relations with customers and investors – adds Andżelika Majewska.

Fortunately, the fact that ESG is not at the top of the list of priorities in most companies does not mean that no action is being taken in this area. To a greater or lesser extent, they are carried out by every second surveyed company, and in every fourth they are included in a separate strategy. Not surprisingly, such a document is mainly held by international companies. However, it may be surprising that as many as 19% of entrepreneurs declare directly that they do not plan to start such activities because they do not feel the need to do so.

The budget is a barrier, but we can see a paradigm shift in thinking about business

The biggest challenge for companies entering the path of sustainable development are budget constraints, which were indicated by as many as 58% of respondents. Not much less, 53%, pointed out the low involvement of employees, and every second company admits that it does not have the awareness and adequate knowledge to implement ESG principles. Other obstacles are the lack of time (48% of responses) and a clear policy or action plan (45%). The respondents blame the management staff for this state of affairs, which are not sufficiently involved in activities related to sustainable development in their companies (40% of responses).

“It is clear that there are no written strategies and indicators yet, that this is the initial period of expanding the spectrum of business. For years – and in Poland for much longer than in other European countries – it has been emphasized that business should focus only on maximizing profit, and all these “CSRs” are only unnecessary costs. When CSR finally turned into ESG, it turned out that business is people, that it is natural to maximize the positive impact and reduce the negative one in all areas important from the point of view of the quality of our lives. Only 1% of respondents believe that the activities carried out by companies supporting the idea of sustainable development do not have a noticeable impact on the company and employees. This is clear evidence of the paradigm shift in business happening here and now. comments Bolesław Rok, professor of management at Kozminski University.

It is encouraging that 87% of survey participants are aware that sustainability activities reduce the harmful impact of business on the environment. On average, three out of four companies also believe that ESG improves relationships with customers, suppliers and partners (77%), increases employee engagement and efficiency (76%) and attracts talent better suited to the organizational culture (73%).

The survey was conducted using the CATI and CAWI methods on a representative group of 515 companies with at least 50 employees. It was carried out between 24 June and 19 July 2024 by the ARC Rynek i Opinia research agency on behalf of LeasingTeam Group. The full text of the report “Do companies in Poland care about sustainable development?” was published on September 23, 2024 here. The substantive partner of the report is Great Digital, and the institutional patron is the Responsible Business Forum.

6 July 2024 is the deadline for the implementation of the EU CSRD Directive into the Polish legal system. It imposes an obligation on the largest entrepreneurs to submit ESG reports. Ultimately, however, it is to cover all companies, which is why some of them have already started the transformation process. HR departments and management play a key role in shaping the CSR strategy and building an ethical culture of the organization. What is the level of business involvement in sustainable development activities from their perspective? LeasingTeam Group and TalentPoint in cooperation with Great Digital and ARC Rynek i Opinia invite you to take part in a survey that will result in a report made available free of charge to the entire business community.

The CSRD obliges entrepreneurs to report on activities in the field of environmental protection, social responsibility and compliance with employee rights and corporate governance. Already in 2025, non-financial statements for the previous year in accordance with the new standards will be submitted by companies and capital groups with more than 500 employees, whose annual revenues exceed EUR 40 million or whose balance sheet total exceeds EUR 20 million. However, the obligation to submit ESG reports will be extended to other groups of companies from year to year. It is estimated that from 2026 it will cover over 3,000 Polish enterprises. The pace of transformation imposed by the European legislator is extremely fast and Polish entrepreneurs, sooner or later, will have to unify their reporting policy and adapt it to the EU standards introduced by the CSRD Directive.

– Entrepreneurs who start the transformation process early enough have a chance to build a competitive advantage in relations with customers and investors. We should remember that companies that have already been covered by the new regulations will require their suppliers and contractors to comply with ESG standards, even if the EU regulations do not yet directly affect them. The implementation of sustainable practices and the use of modern tools supporting work management will certainly improve the operational efficiency of the business and will have a huge impact on the candidate and employee experience. Employees are paying increasing importance to the company’s values and its green efforts, and an active and fair work environment is crucial for talent retention. says Iga Pazio, Marketing Manager of the LeasingTeam Group employment agency.

ESG regulations will significantly affect entrepreneurs’ business plans, especially since this area is to become an integral part of the organization’s business model, and not be treated only as a non-financial factor. Therefore, the work of the so-called green collars, i.e. people with competence in interpreting new regulations and implementing environmentally friendly solutions, is becoming increasingly important. However, ESG is not only Environmental, but also Social and Governance, and some of the key reporting indicators are: the method of human resources management, occupational health and safety, human capital development, access to benefits and healthcare, or diversity in the composition of the management board and transparency of executive remuneration. The new regulations therefore affect HR areas to a much greater extent than it might seem at first glance.

– The foundation for the implementation of ESG assumptions is the company’s organizational culture, resulting from effective communication conducted by HR leaders. Therefore, together with TalentPoint, we want to take a close look at the landscape of Polish companies’ activities in this area. The survey aims to identify the best practices and challenges that entrepreneurs encounter on the way to sustainable development. We encourage the entire business community to share their perspective and co-create a report that will shed light on how Polish companies are coping with the green transformation and inevitable changes in management, help them better understand ESG assumptions and implement effective actions for sustainable development,” says Iga Pazio, Marketing Manager of the LeasingTeam Group employment agency and the originator of the study.

The study “Do companies in Poland care about sustainable development?” commissioned by LeasingTeam Group and TalentPoint is conducted by the independent research institute ARC Rynek i Opinia and the Great Digital agency. It is carried out using the quantitative CATI method, supported by CAWI in the form of a publicly available survey. The results of the survey in the form of a comprehensive industry report will be made available free of charge in September this year.

The most important capital of any company is human capital. Guided by this assumption, the experts of “Gazeta Finansowa” distinguished employers who take special care of their employees. This is the second time we have been included in this prestigious list, and the title of Best Employer 2024 confirms that at LeasingTeam Group PEOPLE MAKE A DIFFERENCE.

Active support for employee development and openness to feedback, high-quality training, individually tailored incentive programs and a comfortable work environment – these are the main aspects taken into account when creating the Best Employers List of “Gazeta Finansowa”. As the authors of the report themselves emphasize, “only the best employers are able to recruit and retain the best employees”. This is the second time that the LeasingTeam Capital Group has been added to this prestigious group.

“The title of the best Employer of the Year 2024, awarded by the editors of “Gazeta Finansowa”, is a great distinction and ennoblement for us. We are glad that the effort we put into ensuring the professional satisfaction of our employees has been appreciated,” says Andżelika Majewska, Vice President of the Management Board of LeasingTeam Group. “We care about the development of our employees on many levels. Our company culture is based on freedom of action and responsibility, which is conducive to taking initiatives that meet with recognition and interest of superiors. We try to approach the needs of each employee individually, matching appropriate training and motivation programs. We also attach great importance to a comfortable working environment. We trust people, not rigid schedules, which is why we enable, for m.in, hybrid work or flexible working hours. We deeply believe that PEOPLE MAKE A DIFFERENCE – adds Andżelika Majewska.

The full list of the Best Employer 2024 by “Gazeta Finansowa” can be found at this link:
https://gf24.pl/39867/najlepszy-pracodawca-5.