Diversity, Inclusion and Equal Opportunity
In CEZ Group, we perceive diversity as a principle that enables people to fulfill 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.
CEZ Group is committed to respecting and upholding human rights in all its operations and business activities, as it declares in the Code of Conduct. CEZ Group adheres to all relevant legal requirements and obligations and strictly prohibits any form of malpractice, corporal punishment, discrimination, human trafficking, slavery, forced labor, and child labor within its operations. CEZ Group‘s commitment to corporate responsibility and ethical conduct reflects the national legislation, EU regulations, international treaties, and regulátory rules currently in force and effect. CEZ Group participates in the UN Global Compact initiative and follows and respects the Universal Declaration of Human Rights, the United Nations Convention on the Rights of the Child, and the core conventions of the International Labor Organization (ILO).
CEZ Group creates a positive working environment for its employees where they can develop their potential and grow professionally. CEZ Group does not tolerate any form of direct or indirect discrimination, bullying, harassment, or other inappropriate behavior, as it declares in the Code of Conduct. The collective agreement also includes the principle of non-discrimination. Practical measures, procedures, and guidelines are in place to ensure compliance with these principles. A fair, non-discriminatory, and equal approach to all employees is a basic value recognized by CEZ Group. CEZ Group strives for strong, long-term relationships with employees based on mutual respect and trust.
CEZ Group has become a signatory to the Human Rights Ten Commandments initiative, initiated by the Office of the Government of the Czech Republic, the Government Commissioner for Human Rights, and the non-profit organization OPIM. The Human Rights Ten Commandments initiative is focused on the promotion and protection of human rights in the Czech Republic.
All activities and operations of CEZ Group are regularly monitored, evaluated, and transparently communicated. Mechanisms are in place to ensure the prevention, detection, and remediation of any negative impacts on human rights in relation to employees.
No risk of cases of forced, compulsory, or child labor was identified in any country at any of CEZ Group‘s operations. The legal system of the Czech Republic fully reflects international human rights conventions.
If employees suspect or know of illegal or unethical conduct in violation of CEZ Group‘s Code of Conduct, they can report it through the Whistleblowing Hotline without fear of any sanctions. Furthermore, within the framework of collective agreements of companies to which ČEZ, a. s., provides personnel services, employees are guaranteed the right by the employer to discuss their grievances, possibly also with representatives of labor unions. Grievances can be filed by employees themselves or through employee representatives (labor unions).
In 2024, two cases affecting human rights within CEZ Group’s own workforce were confirmed. In both cases, corrective measures were implemented and appropriate consequences were drawn. In 2024, there were no payments of fines, penalties, or damages due to violations of social and human rights factors.
CEZ Group has had a long history of promoting diversity. In 2014, it was one of the first signatories of the European Diversity Charter in the Czech Republic. In accordance with the Diversity Charter and the Code of Conduct, CEZ Group is committed to maintaining a work environment open to everyone regardless of their gender, race, skin color, nationality, ethnic origin, religion and belief, worldview, health status, age, sexual orientation, gender identity, political affiliation, cultural origin, or union membership, or other discriminatory criteria.
A dedicated Diversity and Inclusion department was established at CEZ Group, which educates employees on the topic of diversity, equal opportunities, and inclusive environment, stereotypes, prejudices, or balancing work and private life in various life situations (e.g., parenthood, informal care), including consultations on what CEZ Group can offer its employees in those situations.
The Diversity and Inclusion Policy adopted by the Board of Directors of ČEZ, a. s., in December 2021, is binding on all CEZ Group companies. The policy outlines a culture of diversity, inclusion, respect, trust, equal opportunities, and dignity in the workplace, embeds it in the company‘s activities, and covers the topics of recruitment, management and remuneration, development of employee potential, flexible working arrangements, and work-life balance.
The Diversity and Inclusion Policy includes specific commitments regarding the inclusion of vulnerable groups of employees, in particular employees over 50 years of age, employees with disabilities, parents of young children, LGBT+, and informal caregivers.
By joining the Pride Business Forum Memorandum in April 2022, CEZ Group committed itself to promoting LGBT+ equality in the workplace and creating an open and safe work environment for LGBT+ employees. Collective agreements promote the rights of same-sex couples to the level of married couples beyond the framework of Czech law. Same-sex couples are now able to take paid or unpaid leave in the same cases as spouses.
The collective agreement guarantees employees with disability status an increase in their personal benefit account by CZK 3,000 and the opportunity to take up to two days of paid leave to obtain or maintain their disability status.
In 2024, we ran a series of educational webinars for employees on the topic of informal care. At the same time, we prepared a practical guide for these employees, the Informal Care Guide, which summarized all relevant information.
Specialized interactive guidelines are continuously updated, summarizing all relevant information fostering an inklusive workplace (Guide to flexible forms of work, Guide for parents), including information on the fact that employees on maternity leave under the Czech Labor Code can take up to 28 weeks of paid leave, 2 weeks of paternity leave, and parental leave up to the age of 3 (guidelines for employees taking maternity and parental leave, summary information for managers of employees whose subordinate is taking maternity or parental leave and guide for informal caregivers). CEZ Group communicates the topics of diversity and inclusion and the support given to its employees on its specially thematic internal website.
Rules are determined for enabling remote work and its approval in order to strengthen face-to-face interaction in the workplace, but also to allow work flexibility under specified conditions. CEZ Group continues to support its employees in establishing Employee Resource Groups (ERG). An ERG aims to create a safe and inclusive environment and gain the perspective of employees who may be vulnerable, such as LGBT+ employees, employees with disabilities, parents of young children, or informal caregivers. Through surveys in employee groups, the needs of vulnerable employees are identified and feedback is obtained on the effectiveness of the measures taken. In 2024, the ERGs focused on topics for parents, informal caregivers, LGBT+, and people with disabilities. CEZ Group continuously promotes diversity on its internal website.
ČEZ, a. s., supports organizations and activities dealing with gender equality, support for women, and LGBT+ people (e.g., OPIM, Business & Professional Women CR z.s., Business for Society, Pride Business Forum Endowment Fund, ROSA – centrum pro ženy, z.s., Equal Pay Day Conference, TEDx, Heroine). Through the ČEZ Foundation, we support charitable organizations promoting racial and ethnic equality and assistance in excluded localities (e.g., DROM Roma center, Adra).
CEZ Group is also actively committed to implementing Sustainable Development Goal 5 (SDG 5), which aims to achieve gender equality and empower all women and girls. It supports equal opportunities for women and their full and effective participation in decision-making at all levels of private and public life, at work, and in career. This includes focusing on inclusive corporate culture, recruitment practices and processes, career development, leadership training, mentoring, retention and engagement efforts, and compensation parity.
In May 2021, the Board of Directors of ČEZ, a. s., approved the VISION 2030 strategy. The strategy reflects CEZ Group‘s ESG ambitions and targets. In terms of diversity, CEZ Group has set a long-term target of achieving a 30% share of women in the company‘s management positions. The target was set in cooperation with external advisors based on an analysis of leaders in ESG, not only on the Czech and European markets, but globally. This target was subsequently confirmed in discussions with experts from ESG agencies.
In line with the principle of equal opportunity, gender-neutral job advertising is implemented, and the principle of balanced gender representation is incorporated into the recruitment process.
CEZ Group offers flexible working hours, company kindergartens, and day camps for children. Other family-friendly benefits include a discount on babysitting or household care services, or paid time off to deal with family matters beyond the scope of the law. CEZ Group offers employees caring for children education and personal development that helps them better combine work and care duties, which reflects their needs and current societal issues in individual topics.
Special attention is paid to employees who are on maternity or parental leave. CEZ Group ensures that they receive all important information. During their leave, employee maintain their access to the company network and work email. Practical guides were also created focusing on parenting and work flexibility.
CEZ Group implements initiatives for women focused on their empowerment. By offering mentoring training to senior female managers, it builds on the implemented development programs for women with the aim of ensuring mutual support and passing on experience to other women through mentoring. The goal of the Women Power and Women Network initiatives is to gradually interconnect female managers at all levels of management in CEZ Group and offer them participation in special educational events. Development activities focused on women, aimed at supporting women and providing opportunities for their professional growth, are overseen by board member Michaela Chaloupková.
ČEZ, a. s., is a signatory to the UN‘s Global Women’s Empowerment Principles (WEPs) initiative, which supports companies in creating equal opportunities and empowering women. In doing so, it has made a public commitment to strengthen diversity, equal opportunity, and fair treatment of women and men in accordance with the principles set out by the United Nations.
In December 2023, CEZ Group became a signatory to the Charter against Domestic Violence. By that, it committed itself to complying with the established standards to support victims from among its own workforce, including mitigating the negative impacts of domestic violence on working life. In addition to offering education on the issue of domestic violence, CEZ Group cooperates with the non-profit sector, which offers specific tools for professional assistance.
CEZ Group‘s key objective is to recognize and encourage high performance, professional development, and behavior that match our strategy and values. Remuneration is determined respecting non-discrimination, objective, and gender-neutral criteria. CEZ Group complies with the principle of equal working conditions and equal pay for equal or equivalent work and has policies and processes in place to achieve this.
The principles of equal pay form an integral part of the Diversity and Inclusion Policy, and they were incorporated into collective agreements and internal documentation concerning reward practice. Since 2022, the principle of equal pay has been applied when determining the remuneration of female and male employees returning from maternity and parental leave.