
37
CITY SERVICE SE CONSOLIDATED ANNUAL REPORT 2021 Management report
37
2.14. INFORMATION ON COMPLIANCE WITH THE
CORPORATE GOVERNANCE CODE
The Company observes applicable legislation, the rules of the Warsaw Stock Exchange, and
the Best Practice for GPW Listed Companies 2021 (hereinafter also referred to as the “WSE
Corporate Governance Code”).
Especially, the Company intends to be as transparent as it is legally and practically possible using multilingual Company’s
website. However, due to, inter alia, differences between Polish and Estonian corporate law the Company does not com-
ply with the following rules of the WSE Corporate Governance Code:
1.3.1. environmental factors, including measures and risks
relating to climate change and sustainable development. The
Company does not have a formalized business strategy that
takes into account ESG topics, including measures and risks
related to climate change and sustainable development issues.
However, it does not rule out applying thereof in the future;
1.3.2.
social and employee factors, including among others ac-
tions taken and planned to ensure equal treatment of women
and men, decent working conditions, respect for employees’
rights, dialogue with local communities, customer relations.
The Company does not have a formalized business strategy
that takes into account the ESG subject matter, taking into ac
-
count the issues described in rule 1.3.2. However, it does not
rule out applying thereof in the future
1.4. To ensure quality communications with stakeholders, as
a part of the business strategy, companies publish on their
website information concerning the framework of the strat-
egy, measurable goals, including in particular long-term goals,
planned activities and their status, defined by measures, both
financial and non-financial. ESG information concerning the
strategy should among others. The Company does not have
a formalized business strategy that takes into account the
ESG subject matter in the described scope. Currently, the
Management Board of the Company presents information
on the assumptions of its business strategy in the submitted
periodic reports.
1.4.1. explain how the decision-making processes of the
company and its group members integrate climate change,
including the resulting risks. The Company does not have a
formalized business strategy that takes into account the ESG
subject matter, taking into account the issues described in
rule 1.4.1.
1.4.2. present the equal pay index for employees, defined as
the percentage difference between the average monthly pay
(including bonuses, awards and other benefits) of women and
men in the last year, and present information about actions
taken to eliminate any pay gaps, including a presentation of
related risks and the time horizon of the equality target. The
Company has not formally adopted a strategy that would
contain information in the ESG area described in rule 1.4. -
such statistics are not kept. However, the Company ensures
equal remuneration paid to its employees through equal rates
of basic remuneration for the same / similar positions and in
the same departments.
1.5. Companies disclose at least on an annual basis the
amounts expensed by the company and its group in support
of culture, sports, charities, the media, social organisations,
trade unions, etc. If the company or its group pay such ex-
penses in the reporting year, the disclosure presents a list of
such expenses. Company does not publish the information
about the amounts expensed in support of culture, sports,
charities, the media, social organisations, trade unions, etc.
2.1.
Companies should have in place a diversity policy appli-
cable to the management board and the supervisory board,
approved by the supervisory board and the general meeting,
respectively. The diversity policy defines diversity goals and
criteria, among others including gender, education, expertise,
age, professional experience, and specifies the target dates and
the monitoring systems for such goals. With regard to gender
diversity of corporate bodies, the participation of the minor
-
ity group in each body should be at least 30%. The Company
does not have a formal diversity policy, it does not apply any
limitations to the diversity of its bodies and makes every ef
-
fort to ensure diversity in bodies in all areas, also in terms of
gender. The selection criteria for performing functions in the
Company’s bodies are the competences, experience, educa
-
tion as well as time and organizational capacity of the candi-
date for a given function.
2.2. Decisions to elect members of the management board
or the supervisory board of companies should ensure that
the composition of those bodies is diverse by appointing
persons ensuring diversity, among others in order to achieve
the target minimum participation of the minority group of at
least 30% according to the goals of the established diversity
policy referred to in principle 2.1.As explained in rule 2.1.
As at the date of this report, the Company does not have
a diversity policy with regard to the Management Board and
Supervisory Board of the Company. The most important se-
lection criteria are the competences of the members of the
Management Board and the Supervisory Board. The Compa-
ny is not able to appoint candidates for positions in governing
bodies and to influence the decisions of the Shareholders and
the Supervisory Board of the Company.