Diversity and Equal Opportunity

In CEZ Group, we perceive diversity as a principle that enables people to fulfil their potential irrespective of individual differences. We believe that providing equal opportunities and promoting diversity and inclusion is a natural way of doing business innovatively and sustainably. We treat people equally in dignity and rights. We reject discrimination of any kind. All our actions and activities are regularly monitored, evaluated, and transparently communicated.

CEZ Group has had a long history of promoting diversity. In 2014, we were one of the first signatories of the European Diversity Charter in Czechia. Following the Diversity Charter, we are committed to maintaining a workplace environment open to all, irrespective of their gender, race, skin color, nationality, ethnicity, religion, disability, age, sexual orientation, gender identity, political affiliation, cultural background, or trade union membership.

We are also actively committed to implementing Sustainable Development Goal 5, which aims to achieve gender equality and empower all women and girls. We support equal opportunities for women and their full and effective participation in decision-making at all levels of private and public life.

In May 2021, the Board of Directors approved CEZ Group’s strategy VISION 2030—Clean Energy of Tomorrow. The strategy reflects our ESG ambitions and goals: regarding diversity, we have set a long-term goal of achieving a 30% share of women in management.

Subsequently, the Board of Directors adopted a Diversity and Inclusion Policy, binding for all CEZ Group companies. The policy declares a culture of diversity, inclusion, respect, trust, equal opportunities, and workplace dignity. The policy outlines a comprehensive approach to the company’s diversity goals. It integrates diversity and inclusion into the company’s activities, encompassing recruitment, management and remuneration, development of employee potential, and work-life balance. The policy protects vulnerable groups of employees and provides them with opportunities. It includes measures to improve employment conditions for employees over 50, employees with disabilities, parents of young children, LGBTQ+, and informal caregivers.

The Diversity and Inclusion policy has been reflected in collective agreements with trade unions. One of the outcomes is the adjustment of the rights of registered partners to the level of married couples above and beyond the scope of Czech law, promoting equality of LGBTQ+ at the workplace. Registered partners are now able to take paid or unpaid leave in the same cases as spouses: to get married, to accompany their partner to a medical facility, to attend a birth, and to take parental leave. Another practical outcome focuses on employees with disabilities. Their personal benefits account is increased by CZK 3,000, and they can take up to two days of paid leave to claim their PWD (person with a disability) status. The collective agreement also includes the principle of non-discrimination and equal pay.

The company’s supportive approach to employees who are also informal caregivers has been recognized through a project called I Care, and I Work. In this project, employees can participate in webinars on health, social and financial issues, discussing topics relevant to their experience as informal caregivers. They can also take advantage of individual counselling. Employees in difficult life situations can use anonymous chats for support.

We offer employees who retired the benefit of joining Senior Clubs. They can also benefit from the CEZ Group Seniors Endowment Fund. The fund organizes cultural events or seniors’ meetings.

In April 2022, we joined the Pride Business Forum Memorandum and committed to creating an open environment for LGBTQ+ employees. We raise awareness among our employees through public discussion with LGBTQ+ ambassadors. We also offer a free-of-charge helpline S Barvou Ven specializing in consultancy in sexual orientation, gender identity and coming-out.

In the event of unethical or illegal behavior contrary to the Code of Conduct, employees can use the Whistleblowing Hotline to report the incident. In 2022, there were zero harassment and discrimination incidents reported; one case reported in the previous year was investigated and closed with the conclusion that it was not a case of harassment or discrimination.

In May, we offered a series of lectures, discussions, and online events to celebrate the Month of Diversity.

In October, we organized training for HR business partners focused on the employment and treatment of people with disabilities.

We created specialized interactive guidelines summarizing all relevant information fostering an inclusive workplace, and we communicate topics and support given to our employees on our internal website. We actively promote diversity and an inclusive workplace though our living library Energy of Stories – sharing testimonials of our D&I ambassadors.

In December, we issued a guideline summarizing options of flexibility at work to support work-life balance and wellbeing of our employees.

In 2022, our employees spent 9,600 hours on diversity and inclusion training.

In 2022, the company’s efforts in diversity and inclusion were awarded a Silver Certificate – Strategy in Diversity by Business for Society, the largest platform for sustainable business in Czechia. The diversity index is assessed by DISA – Diversity and Inclusion Strategic Assessment methodology and reflects collective innovative best practice of sustainable companies within the Diversity Charter.

In 2023, our activities to promote diversity and inclusion will include various plans and public commitments. We will launch diversity and inclusion awareness training for all employees in ČEZ, a. s., and selected subsidiaries. Further, we plan to launch an educational campaign focusing on unconscious bias. We will continue to support our employees in establishing Employee Resource Groups (ERGs), gathering especially LGBTQ+ or parents.