Equal opportunity and diversity

We ensure equal opportunities to all current and future employees. Beside national regulations, equal treatment for all is guaranteed through collective agreements, our Code of Ethics, Trade Union agreements, Group-wide guidelines and internal regulations.

In June 2010, MOL managers and employee representative bodies signed the Equal Opportunity Plan (EOP) of MOL Plc valid for 2010-2012. It is the first document in the Group that, besides declaring the necessity of equal opportunity and formulating a ban on discrimination, specifies the responsible staff and establishes deadlines for actions. We are confident that the EOP will help to increase the social awareness of our managers and members of certain employee groups which require more attention.

The scope of this plan covers all the employees of MOL Plc., with special respect to women, single parents, parents with two or more children under ten years of age, those with any kind of disability, and employees over 50 or belonging to a national or ethnic minority. Moreover, an Equal Opportunity Board has been established and an equal opportunity officer has been designated. In 2011, we would like to extend EOP to all Hungarian subsidiaries. The necessary guidelines for implementing EOP at subsidiaries have already been compiled.

In 2010, MOL joined the Employers' Equal Opportunity Forum, the first professional lobby group bringing together equal opportunity mediators within companies, and providing them with a stronger platform to fight for equal opportunity. The Forum was initiated by the Salva Vita Foundation (Hungarian NGO), and it was founded with the participation of ten Hungarian and multinational companies.

We ensure equal opportunities to all current and future employees. In fact, MOL 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 avoid potential discrimination, particularly regarding conditions of employment, career moves, compensation and rewards and program implementation. MOL Group does not tolerate any type of discrimination, especially those related to sex, marital status, age, ethnic origin, colour, organisational membership, political conviction, disability, religion, or sexual orientation. In Hungary legal regulations do not make it possible to keep records on the employees’ ethnic/minority status; data regarding ethnicity /minority is derived from the results of the voluntary and anonymous survey (see below).

We are committed to 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 skill.

Women in MOL Group

***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 (%):

As an international company one of our core values is diversity, also regarding the origins of our employees. When possible we hire on local labour market but in strategic positions or where knowledge transfer to local employees is necessary we fill the positions using expatriates. (An expatriate is somebody employed abroad, for a previously defined longer period of time, for the benefit of MOL Group in strategic positions which require special knowledge.) This type of employment can last for a maximum of 3 years. Such positions should only be filled by local employees after knowledge transfer is completed.

In 2009 we conducted a voluntary and anonymous survey in MOL Plc. (receiving more than 800 answers) about opinions on workplace, equal opportunity practices, ethnic background, changed work abilities and any physical or mental disabilities.

According to this survey and a former statistical analysis of MOL Plc’s HR database we created our own diversity indicators on equal opportunity such as: number of workforce by minority individuals, any form of disability, education, etc.

Breakdown of employees by diversity indicators according to the survey:

Breakdown of employees by diversity indicators according to the statistical analysis: