Żabka GroupX

we are learning from our response to the COVID-19 pandemic and the war in Ukraine how to implement new social initiatives based on our values of responsibility, openness, credibility and ambition. In terms of our own team, we aim to provide everybody with the opportunity to build the value of our company in a sustainable
manner, giving our people the support they need along with a sense of independence, clearly defined goals and an effective development path. As a result of this focus, Gallup has reported a significant increase in our employees’ sense of involvement and ranked us among the 23% top employers in the world.

The company’s organizational culture is its heart. It is a set of shared values ​​and beliefs that shape the way we operate and the relationships between employees. Without it, the company has no identity. Organizational culture binds and connects us all.
It is thanks to the culture we have built in the Żabka Group that we feel good in the company and willingly identify with it.
Our company is made up of people who want to change the reality around us. This desire causes us to constantly look for new, innovative solutions and implement them with energy. It is thanks to this driving force that we as an organization have come such a long way since the day we opened the first Żabka store. I am very proud of our team, because all the changes that have happened so far and that we still plan to make are possible primarily thanks to people.
In Żabka, time flies several times faster than anywhere else, and change is our element. We do great things, pursue bold goals and concepts, because we believe that success requires an idea, courage and discipline in its implementation. I get great satisfaction from managing a company that determines the future in its industry, which is undoubtedly a consequence of bold business decisions and consistency in their implementation. What guarantees our coherence and is our strength are the values ​​that unite us – AMBITION, RESPONSIBILITY, OPENNESS and RELIABILITY. You won’t find them on any of the walls or coffee mugs, because it is more important for us that they are part of our everyday life – visible in our behaviors, decisions and how we approach business.
Looking into the future, it is impossible to guess what Żabka will be like in 2050. The only certainty is that it will be a large organization, created by committed people, continuing to boldly change reality. I am convinced that thanks to our current and future employees, we will be able to achieve further joint successes.

In Żabka Group we are working to build an organisation based
on openness and diversity. One of our strategic objectives is to
increase the level of our employees’ engagement.
We achieved this in part by ensuring equal pay regardless of gender, as confirmed by our EQUAL-SALARY certification. The certification process went beyond the audit of salary data, with focus groups talking to employees and checking their perceptions of equal pay opportunities. The certificate we obtained therefore confirms equality not only in the conduct of our salary policy but
also in its perception and credibility among employees. What matters most at Żabka is competence, experience and motivation to develop, an attitude towards searching for new ideas and openness. These are features necessary in teams whose goal is to develop the offer and services available within the convenience ecosystem that we, as a Group, create. We treat the diversity of employees as an advantage of our organization. Moreover, we have adopted diversity and inclusive organizational culture as one of the strategic areas. Our goal is for everyone, regardless of age, gender, family situation or economic status, to feel good in the company and be able to be themselves. This approach translates into the effectiveness of activities, attracts new talents, and has an impact on creating additional value for ourselves and the environment. We use female job names on an equal footing with male ones. Our company has female board members, female directors, female managers and female specialists, among others. The use of gender-sensitive or neutral language is a common concern for all of us. However, it is important to note that there is no compulsion to use feminine forms in our organisation. We leave it up to those concerned to decide for themselves.

Behind our business success are several thousand committed employees, and franchisees. Together we have created an organisation based on standards of equal treatment and transparency, where every employee, co-worker and franchisee has equal opportunities and can openly talk about and implement
their ideas. Achieving this requires an appreciation of many different needs and points of view, which is why we conduct
the Gallup Q12 (measuring engagement level of employees) and Gallup Inclusion Index survey. The Gallup questions are a framework for us to know how to
create and improve our working environment. We analyse the data and prepare action plans to address issues that have impact
on engagement and inclusion of our employees. As a result, we create a unique organisational culture, able to recognise the potential of everyone, while creating an environment for open collaboration and sharing experiences. Furthermore, as part of employee volunteering, each Żabka Group employee can spend up to 8 hours a month helping others during working hours. In total in 2023 we spent almost 1000 hours on helping others.

Pension scheme – It’s a programme to systematically raise your personal capital for your retirement, independently of what the national pension scheme offers. The programme is meant for any Żabka Polska employees who have been working for the company for at least 2 years.
Extra funding – We take care of our employees’ development and health. In justified circumstances, we help fund student fees as well as language courses. We also provide an in-house social benefit system for our employees.
Employee Assistant Program – EAP is a free and trustworthy counselling programme for our employees and their families. The programme provides psychological, legal and financial counselling as well as supports managers in their day-to-day work challenges, which could affect their wellbeing and performance.
Maczfit – A 25% discount on meals and diets prepared by the diet catering market leading in Poland.