Equal opportunity and diversity

At MOL Group, we ensure equal opportunities to all current and future employees. In fact, MOL Group goes beyond national regulations: equal treatment for all is guaranteed through collective agreements, our Code of Ethics, Trade Union agreements, Group-wide guidelines and internal regulations.

Our policy is to give no opportunity for discrimination, particularly regarding employment conditions, career moves, compensation and rewards and program implementation. MOL Group does not tolerate any type of discrimination related to gender, marital status, age, ethnic origin, colour, organizational membership, political conviction, disability, religion or sexual orientation.

The Group is committed to offering a fair remuneration policy. Our decisions are based on merit, performance and qualifications and other work-related criteria. Selection or nomination of candidates for any position is justified only by their experience and professional skills.

As an international company one of our core values is diversity, which relates to the origins of our employees. When possible we hire on local labour markets, but for strategic positions or where knowledge transfer to local employees is necessary we fill positions with international assignees.

(An international assignee is somebody employed abroad, for a previously defined longer period of time, for the benefit of MOL Group.)

MOL Group has realized the importance and potential of making its workforce as diverse as possible. Diversity is one of the key pillars of our HR strategy. It is a building block and critical driver of human capital. Group Human Resources has already created a diversity roadmap for the development of human capital at MOL Group as part of its overall Sustainability Strategy. The diversity roadmap will lead towards the creation of a sound, strong and sustainable diversity approach in MOL Group and will ultimately result in a system that can assure the maintenance of diversity. The document which contains the diversity roadmap was presented and approved at the Sustainable Development Committee meeting in December 2012. The main stages of the diversity roadmap are the following: Define the business case for diversity, structure the diversity leadership team, recruit a diverse set of employees, retain diverse employees, develop diverse leaders, train the workforce about diversity, communicate diversity strategy and measure the effectiveness of diversity initiatives. Implementation is planned for 2013.

Activities according to target group

The company’s actions to improve the situation of disabled employees and employees with reduced work capacity deserve special attention. In 2011 a survey was carried out regarding the employment situation of these employee groups at the larger MOL Group companies. Based on the survey it was found that although in the European Union, legislation clearly supports equal opportunities and employment of the above mentioned groups, this matter should be handled differently by the various companies according to their own country-specific regulations.

At the larger MOL Group companies (to varying degrees) we employ disabled people and people with reduced work capacity. Besides, attention is paid to the special situation of these employee groups. According to their health status they are provided with safe equipment, work environment and work conditions. Thanks to the favorable conditions given by local regulations at Slovnaft we purchase products i.e. clothes, from from companies employing protected employees, thus improving the employment situation of this target group. It is recorded in the collective agreement of MOL Plc. and Petrolszolg Ltd. that once in a year our employees with reduced work capacity are paid health insurance assistance that equals to the prevailing minimum wage in the country. With this financial assistance we are contributing to the payment of higher medical costs and health preservation of these employees. Besides, there are rehabilitation committees operated at MOL Plc., TVK Plc. and Petrolszolg Ltd. in order to rehabilitate those employees whose work capacity has been reduced during employment and as a result they became unable to perform in their jobs. It is the Committee’s task to investigate where, how and with what conditions would further employment be possible.

Further steps have been made to improve the situation of pregnant women and new mothers. Our aim is to keep them connected to the company and ensure they consciously prepare to return to work after maternity leave. In order to promote this goal we launched a newsletter for new mothers. In this monthly electronic publication we let them know about the latest news (personnel, organisational changes, operations related information, information regarding employees, internal job advertisements and the STEP health preservation corporate programmes) from the Group. Besides this, new mothers are invited to bigger corporate events (the MOL summer party, family days, the annual Christmas concert), where activities are also organised for families with small children. Depending on the job, the needs and interests of new mothers and the specific company we offer reduced working hours and make telework available for those who return to work.

Indicators		2012 without INA Group	2012 with INA Group
Employees entitles to parental leave
Male	pple	299	302
Female	pple	293	386
No. of employees that took parental leave
Male	pple	178	178
Female	pple	256	358
No. of employees returned to work after parental leave
Male	pple	19	22
Female	pple	103	171
No. of employees returned to work after parental leave and were still employed twelve months later
Male	pple	17	20
Female	pple	63	131

We support the ‘Romaster’ talent program launched by the Hungarian Business Leaders Forum (HBLF) in 2007. The aim of the program is to provide help for talented Roma high school students to obtain college/university degrees and later enter the labour market.

MOL Plc. continues to support diversity with its Equal Opportunity Plan that was renewed in 2012 and is expected to be approved in the first quarter of 2013. The plan covers all the employees of MOL Plc. and pays special attention to the rights of women, single parents, parents with two or more children under age ten, those who have any kind of disabilities and employees who are over the age of 50 or belong to a national or ethnic minority. The main purpose of the plan is to improve the working and employment conditions of these employee groups and to focus on their special needs. As a result, in 2012, through the work of the Equal Opportunity and Rehabilitation committee, MOL Plc. implemented the planned programs and carried out two successful rehabilitation procedures.

Women in MOL Group

	2010 without INA Group	2010 with INA Group	2011 without INA Group	2011 with INA Group	2012 without INA Group	2012 with INA Group
Women in total workforce (%)	22.7	23.1	23.7	21.6	24.2	22.3
Women in non-managerial positions (%)	22.9	23.3	24.0	21.8	24.4	21.9
Women in managerial positions (%)	14.3	17.6	14.8	16.3	17.4	18.8

* Major changes between 2008 and 2009 data are due to the higher number of reporting companies

Rate of average base salary of women to average base salary of men in each employment category (%):

Indicators		2012 without  INA Group	2012 with INA Group
Base saleries
Rate of average base salary of women to average base salary of men by significant location of operation
Hungary
Top management	%	n/a	68.2
Middle/General management	%	n/a	87.5
First line management/Supervisor	%	n/a	87.9
Specialist groups	%	n/a	93.3
Other	%	n/a	110.8
Croatia	%	n/a
Top management	%	n/a	n/a
Middle/General management	%	n/a	103.3
First line management/Supervisor	%	n/a	99.8
Specialist groups	%	n/a	105.5
Other	%	n/a	101.4
Italy	%	n/a
Top management	%	n/a	n/a
Middle/General management	%	n/a	n/a
First line management/Supervisor	%	n/a	n/a
Specialist groups	%	n/a	79.3
Other	%	n/a	79.8
Slovakia	%	n/a
Top management	%	n/a	n/a
Middle/General management	%	n/a	124.3
First line management/Supervisor	%	n/a	96.9
Specialist groups	%	n/a	95.7
Other	%	n/a	108.1