Impact’26 : Totalizator Sportowy élimine les différences dans les récompenses accordées aux concurrents du Tour de Pologne en fonction de leur sexe

Beata Stelmach took part in the panel “From diversity to belonging, how leaders build a culture of true equality”, during which representatives of business and science informed how the principle contained in the title of the panel is implemented in the companies they run.

“Let this be the standard. Women and men deserve awards of the same amount. Women put as much effort into cycling as men do. We would like other disciplines, other partners and other sponsors to follow our example,” President Stelmach appealed during the panel.

The president of the management board, Beata Stelmach, pointed out that diversity is particularly important in large organizations, and in the TS she manages, diversity concerns, for example, the age of the employees employed there.

“At Totalizator Sportowy we employ seven thousand people, some of whom are fresh graduates, some are high school graduates, and some are approaching retirement age. So in our case, this diversity also applies to age, which is valuable,” said Beata Stelmach.

Anna Papka, director of Corporate Relations and Impact at McDonald’s Polska, said that this company, which employs approx. 38,000 people in Poland. people, diversity is not a corporate goal that McDonald’s strives for, but diversity is simply the way the company is.

“The question is how to turn this diversity into something that we can call belonging, inclusiveness, because for me diversity is, for example, who is sitting at the table, and belonging is who has a voice and influence on organizational decisions, on how the organization functions. It seems to me that especially in difficult moments, when something goes wrong or a crisis occurs, this belonging is tested,” said director Anna Papka.

Maciej Herman, managing director of LOTTE Wedel, noted that research shows that stereotypes are still mainly taken into account when making personnel decisions regarding promotions or filling specific positions.

“In Norway, after the introduction of quotas, it turned out that the number of girls who started applying to universities, technical and business schools increased dramatically because they finally believed that they would have a chance in these fields. It is not that men are more technical and women less, it is just a matter of enabling women to advance through top-down tools,” Herman said.

Prof. Andrzej Leder from the Institute of Philosophy and Sociology of the Polish Academy of Sciences said that tolerance for diversity in Poland has its limits, and people tend to hierarchize various features.

“This means that they consider certain people to be better for one reason or another, for example, they judge better educated people as better, and less educated people as worse,” said Prof. Leder.

Marta Życińska, general director of the Polish branch of Mastercard Europe, said that there should be appropriate tools to build diversity, especially within gender.

“I would like to share that we have great recruitment tools. When we recruit based on gender, there must be at least one woman. As for the inequality of the pay gap, which we also talked about here, we have an audit once a year and all inequalities are eliminated,” said Marta Życińska.

90 hours of debates, speeches, meetings, 650 speakers, 25 thematic tracks – the 11th edition of Impact, one of the most important economic and technological congresses in our part of Europe, took place in Poznań. The capital of Greater Poland hosted, among others, Prime Minister of the Republic of Poland Donald Tusk, former Prime Minister of Canada Justin Trudeau, managing director of the International Monetary Fund Kristalina Georgieva, winner of the Nobel Prize in Literature Olga Tokarczuk. Impact’26 is also a vibrant space for presenting different perspectives and establishing business relationships.

Source d'information : Salle de presse du PAP