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5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.8. Summary of achievement of social (S) area goals in 2023, 5.8.3. Charitable and sponsorship activities

5.8.3. Charitable and sponsorship activities

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April 29, 2024

- Category : 5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.8. Summary of achievement of social (S) area goals in 2023, 5.8.3. Charitable and sponsorship activities

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[GRI 3-3] [Own indicator 5]

The Budimex Group companies are happy to become actively involved in charitable activities and additionally run sponsorship projects. The document regulating this area of their activities is the Instruction for approving sponsorship or patronage projects and donations.

In 2023, companies helped those in need, especially as part of programs they initiated in previous years and of long-term cooperation with local non-governmental organizations and public institutions.


BUDIMEX SA

Parent Zone

The Parent Zone is a Poland-wide social program initiated and financed in full by the company. As part of activities undertaken in pediatric wards in hospitals throughout Poland, space is created by appropriately arranging premises or sections of corridors which are not in use for the youngest patients to spend time with their parents, forget about their illnesses and discover the world through play. The project has also a broader dimension – it promotes emotional and health benefits arising from the family involvement in care over a treated child. It is carried out with the participation of Budimex SA employees who become engaged as volunteers in arranging these zones e.g. by performing minor fit-out works. In 2023, we created a Parent Zone in a hospital in Ełk. The program’s website: https://strefarodzica.budimex.pl.

Home from the Heart

Another edition, being already the third edition, of the Home from the Heart program was started in 2023, The purpose of the program is to support families affected by housing and financial problems. This time, Budimex SA, supported by other construction companies and volunteers from the Budimex Group companies, is building a modern and environmentally friendly modular house for Teresa who has become homeless as a result of fire. The house, fully fitted out and equipped, will be delivered in spring 2024.

More information on the initiative can be found at: https://domzserca.pl.

Hello ICE

The Hello ICE education initiative is also an authorship initiative. It consists in organizing interesting, interactive lessons on safety, during which preschoolers and primary schoolers learn appropriate behavior on the road and are taught to provide first aid. In 2023, the subject matter of the project was extended to include knowledge on how to safely ride roller skates, scooters or electric bicycles. In the aforementioned year, over 20 thousand children from various education establishments took part in a total of 160 meetings with Budimex SA volunteers and the police and fire service representatives.

More information about the initiative under the honorary patronage of the Minister of Sports and Tourism can be found at: https://helloice.pl.

Support for other initiatives and entities

In 2023, Budimex SA continued to co-finance the Diamond Explorers scholarship program, which is aimed at providing financial support to talented and effectively operating groups of young people, to make it possible for them to participate in prestigious nation-wide and international exact and engineering science competitions. More information about the project can be found at: https://odkrywcydiamentow.com.pl.

Budimex SA continued, in the preceding year, its assistance activities addressed to young people facing difficult life circumstances, by providing funds to finance the activities of the Demos Foundation which arranges for premises for conducting pedagogic, educational, therapeutic and sports activities, as well as organizes scholarship programs and workshops for youth leaders. The company also supports the purchase of school equipment and the organization of educational tournaments and holiday rest for school students in areas fighting poverty in the following voivodships: Warmińsko-Mazurskie, Mazowieckie, Podlaskie and Łódzkie, as well as the operation of volunteer fire-fighting teams. Other areas of the company’s engagement in 2023 included, among other things, assistance to Polish Army soldiers injured while on military missions abroad and to their families, the development of youth sports and the protection of the historic Powązki Cemetery.

In the year covered by the report, Budimex SA also supported the Foundation for the Development of the University of Gdańsk which is responsible for the maritime station and seal center in Hel. As part of the cooperation, the seal rehabilitation center received a sophisticated biochemistry analyzer. The equipment will considerably reduce the waiting time for blood test results which will significantly increase chances to save treated animals.


MOSTOSTAL KRAKÓW SA

In 2023, charitable, social, cultural, research and sports initiatives addressed to the local community received support from the company in the form of donations. The company supported the statutory activities of a total of 21 entities. Moreover, Mostostal Kraków SA sponsored the girls’ volleyball team UKS Jedynka Kluczbork. The correctness and transparency of the company’s engagement was ensured by the Committee for Donations appointed in it, which each time gave consent to the company’s participation in a given initiative. Charitable and sponsorship activities are regulated in Operating instruction IO(MK)-01-05-08.

The company participated in a total of 36 pro-social projects in 2023 (apart from charitable projects they included e.g. information campaigns), organized at the initiative of employees, local governments, care and education centers for children and young people and hospitals and at the invitation of business partners. The company’s objective for the year was to double the number of pro-social projects and expenditures. The objective was met.


FBSERWIS GROUP

In 2023, the FBSerwis Group provided financial support to, among others, the following categories of entities:

  • firefighting stations (operated by volunteer teams and by the national firefighting service),
  • education and foster care centers,
  • local cultural centers,
  • sports clubs,
  • organizations arranging local communities or promoting culture or sports,


Total expenditure of the Budimex Group for social purposes

The total of all donations made by Budimex SA in 2023 was approximately PLN 1.28 million, with a total value of all sponsorship projects of the company over that period reaching PLN 1.79 million. The FBSerwis Group companies provided approximately PLN 129 thousand in the form of donations and approximately PLN 118 thousand as part of sponsorship projects, whereas Mostostal Kraków SA provided, respectively, PLN 185 thousand as donations and PLN 200 thousand as part of sponsorship projects.


Figure: Expenditure of the Budimex Group for social purposes

 


 

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5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.8. Summary of achievement of social (S) area goals in 2023, 5.8.2. Contribution to local socioeconomic development

5.8.2. Contribution to local socioeconomic development

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April 29, 2024

- Category : 5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.8. Summary of achievement of social (S) area goals in 2023, 5.8.2. Contribution to local socioeconomic development

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The Budimex Group’s contribution to sustainable socio-economic development in the local or regional scale or throughout Poland is based mainly on it performing the following roles:

  • service provider
As part of carried out contracts the Group designs, builds, modernizes and maintains infrastructure of key importance for the efficient and safe functioning of the society, the economy and the state, e.g. motorways, expressways and bypasses, bridges, railway lines and stations, flood protection facilities, factories and industrial facilities. It is becoming increasingly engaged in the energy transition of Poland, not only by developing the network of general-access electric vehicle charging stations, but also by constructing backup facilities for offshore wind farms. The construction of public buildings, such as museums, theaters, sports and recreation facilities and public administration or administration of justice buildings, is equally important. In addition, in a number of townships it is the Group companies that deal with waste collection and appropriate management of waste. More information about specific contracts and their importance can be found in Sections 7.1. and 7.2.

  • taxpayer of payers of other charges

The Budimex Group makes a significant contribution to the state budget and local budgets. In 2023, it paid a total of PLN 1,083 billion on account of corporate income tax, VAT and real estate tax.


Table: Direct economic value generated by the Budimex Group
[GRI 201-1]



  • employer and partner in human resource education and training

Budimex SA is a large employer, providing direct employment to 7,337 persons [1]. In 2023, the company allocated as much as PLN 1,536 million for salaries and employee benefits. It invests in the development of teams and supports the education of future human resources, especially engineering staff for the national construction sector. This is enabled in particular through the internship program for higher education and technical school students.

Budimex SA has signed over 40 partnership agreements with higher education institutions, technical secondary schools and vocational schools. 363 higher education students were admitted to paid internship in 2023. In addition, the company runs the BX Ambassador program in which selected students of engineering faculties participate. In the academic year 2023/2024, 17 ambassadors from 16 Polish higher education institutions promote the Budimex Group as an employer among their peers.

Budimex SA also runs a program of cooperation with secondary technical schools in which currently 40 schools participate. In 2023, 61 school students had their vocational internship in the company as part of their technical secondary school education program.

In 2023, the company organized 99 events addressed to higher education students and 38 events for schools. They have the form of, among others, trips to construction project locations, job fairs (often combined with talks and/or presentations on the Budimex Group) and lectures.

In addition, Budimex SA supports various competitions and projects at universities and high schools, such as the “Zwolnieni z Teorii” Program and the Building Knowledge and Skills Olympiad, aimed at motivating young people to develop and improve their professional skills in the construction industry.


  • business partner


As the purchaser of a number of products and services necessary to carry out contracts, the Group companies contribute to maintaining thousands of jobs in its value chain.


  • technological innovation developer


The research and development work undertaken by the Budimex Group contributes to the development of the construction sector, which also includes reducing its impact on the environment and enhancing the safety of works conducted. Additional information on this issue can be found in Section 2.11.


  • patron of important institutions and social initiatives


The Group companies support important pro bono goals, among other things by providing donations to local non-government organizations.

[1] As at 31 December 2023.

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5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.8. Summary of achievement of social (S) area goals in 2023, 5.8.1. Dialogue and cooperation with stakeholders

5.8.1. Dialogue and cooperation with stakeholders

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April 29, 2024

- Category : 5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.8. Summary of achievement of social (S) area goals in 2023, 5.8.1. Dialogue and cooperation with stakeholders

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[GRI 2-29] [GRI 2-23] [ESRS SBM-2]

The Budimex Group is committed to building long-term relationships with relevant stakeholders, in which it is guided by the company’s values described in Section 3.1. We encourage stakeholders to share their observations, and we use conclusions drawn from them in development processes to make the company more dynamic and sustainable. The communication form is chosen to meet the specific needs of a given group and to communication possibilities of both parties. We also put a lot of importance on sharing information about our impact on the environment, communities and our internal regulations for managing this impact in a transparent way, as well as on communicating our actions in the area of sustainability.

Table: Identified relevant stakeholders of the Budimex Group



The Communication and Public Relations Department and the Strategic Analysis Department are responsible for the dialogue with stakeholders at Budimex SA. The frequency and forms of contact are adapted to the needs and relationship with a given group of stakeholders. In 2023, social consultations and dialogue covered over 100 construction contracts, 83 social conflicts were resolved as part of consultations held.

The unit responsible for the dialogue with stakeholders at Mostostal Kraków SA is the Management Board, Administration and Communication Office. The company’s activities in this area are based on obtaining feedback from stakeholders, verifying it and undertaking specific, jointly developed actions.

Contact with the external stakeholders of the FBSerwis Group is the responsibility of mainly the Management Board, and also of the Marketing Department. sales departments and customer services employees.

Dialogue with communities is described below, and information on surveying the opinions of the Budimex Group employees can be found in Section 5.1.

Dialogue with communities

[GRI 3-3] [Own indicator 4] [GRI 2-25] [ESRS S3-1]

The Budimex Group attaches the utmost importance to communication and cooperation with residents of the areas directly neighboring the sites where projects are being carried out. The Policy for cooperation with local communities indicates specific actions to be taken both before the commencement of construction works (holding a dialogue regarding a specific project in order to dispel concerns, if any), and in the course of the contract term (building a relationship with the social environment of the project). Since many investment projects involve specific inconvenience for residents (e.g. higher traffic volumes and increased noise due to the transport of building materials, operation of machinery, closure of roads), we conduct non-obligatory, additional social consultations going beyond the procedures required in the course of obtaining administrative decisions. To this end, companies participate in the sessions of community councils and city councils to respond to doubts and address reported concerns. Consultations with local government bodies are also often arranged. In addition, Budimex SA provides access to feedback channels for residents in the form of a contact form available on the website and the company’s profiles on social media, through which a continuous dialogue with stakeholders is held. Actions undertaken by us reduce the risk of the occurrence of phenomena that might adversely affect local communities. They thereby prevent social protests and the protraction of administrative procedures.

In 2023, no long-running conflicts with local communities occurred as part of Budimex SA’s activities.

A few incidents were reported in that period; in each case corrective measures were taken to mitigate the identified inconvenience.


Summary of the information actions carried out by Budimex SA in 2023:

  • 2022 Results Conference
  • First Quarter 2023 Result Conference
  • Two First Quarters 2023 Result Conference
  • Three First Quarters 2023 Result Conference
  • Press conference in connection with releasing the ESG Strategy 2023-2026
  • Publication of the 2022 Integrated Report
  • Press conference in connection with opening the Polish History Museum
  • Press conference and a media trip to attend the opening of the PepsiCo factory in Środa Śląska
  • Press conference in Szczecin in connection with sliding a railway bridge over the Regalica river
  • Press conference in connection with the commencement of the construction of the installation terminal for offshore wind farms of the ORLEN Group
  • Press conference in connection with the execution of an agreement for the construction of the Zabierzów bypass
  • Press conference in connection with the commencement of works on a new server building for the Ministry of Finance in Radom
  • Press conference dedicated to a robot developed as part of the Concert project
  • Press conference in connection with creating a mural promoting safety on tracks and roads at the Warsaw West station
  • Press conference in connection with the execution of a partnership agreement with the Railway Technical Secondary School in Warsaw
  • Press conference in connection with the execution of a partnership agreement with a Technical Secondary School in Bełchatów
  • Participation in the Polish Infrastructure Congress
  • Participation in the Railway Congress
  • Participation in the World Road Congress
  • Participation in the TRAKO International Railway Fair
  • Participation in the BUDMA International Construction and Architecture Fair
  • Participation in the BALTEXPO Maritime and Military Fair
  • Participation in a conference of the Polish Wind Energy Association
  • Participation in the Nuclear Energy Congress
  • Participation in the European Economic Congress
  • Participation in the Economic Forum in Karpacz
  • Participation in a conference of retail investors in Karpacz
  • Patronage over and participation in the Olsztyn Green Festival
  • Meeting with Slovak media in Bratislava
  • Meeting with Czech media in Prague
  • Visit of Slovak journalists to Budimex construction project locations in Poland
  • Social consultations concerning the construction of Terminal T3 for the Baltic Hub in Gdańsk
  • Consultations with the councilors of the Mokotów district in connection with the construction of a tram line to Wilanów
  • Consultations with the councilors of the Wilanów district in connection with temporary traffic organization
  • Information campaign addressed to the residents at the Goworka and Spacerowa streets in Warsaw in connection with a traffic closure
  • Information campaign addressed to the residents of areas neighboring the military hospital construction project location in Kraków
  • Information campaign addressed to the residents of the Warsaw estate of Wiślany Mokotów in connection with its development and disturbance of night-time quiet hours
  • Information campaign addressed to the residents of Ełk in connection with conducting burdensome night works
  • Information campaign addressed to the residents of Poznań, Gorzów Wielkopolski, Bydgoszcz and Szczecin in connection with starting the operation of over 100 new electric vehicle charging stations
  • Information campaign in “Gazeta Wyborcza” for the metropolitan Warsaw area in connection with investment projects carried out by Budimex in Warsaw
  • Information campaign concerning the progress of works involved in the construction of the T3 container terminal
  • Information campaign concerning the progress of works involved in the construction of the Elbląg river waterway
  • Information campaign concerning the progress of works involved in the construction of a new pedestrian and bicycle bridge in Warsaw
  • Information campaign concerning the progress of works on the Integrated Passenger Transport Center in Lublin
  • Co-organizing the Home from the Heart social campaign consisting in building a home for a person affected by homelessness in Wołomin near Warsaw
  • Organizing the “Fat Thursday” campaign addressed to drivers from the districts of Wilanów and Mokotów
  • Organizing the “Brunch with Budimex” education campaign in primary schools in Ełk
  • Organizing the Children’s Day celebration at selected construction projects carried by Budimex: the Warsaw West station, the Ełk station
  • Official opening of the Parent Zone in Ełk
  • Participation in the “Excused from Theory” education campaign
  • Participation in the “Green Tram Stop” campaign in Warsaw
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5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.8. Summary of achievement of social (S) area goals in 2023

5.8. Summary of achievement of social (S) area goals in 2023

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April 29, 2024

- Category : 5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.8. Summary of achievement of social (S) area goals in 2023

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The Budimex Group’s responsibility for the actual and potential impact on the surroundings is manifested through the actions it undertakes in the social area. They arise from the company’s mission and its corporate values, as well as from the commitments defined in the ESG Strategy 2023-2026. They allow the Group to contribute to the UN Sustainable Development Goals regarding health and wellbeing (goal 3), education (goal 4) and gender equality (goal 5).

In 2023, as part of further improvement of employment terms and employee comfort, another edition of a periodic commitment survey was launched, which made it possible to define the areas requiring improvement or refinement.

To enhance the wellbeing of the company’s team members, they were offered an opportunity to participate in webinars on preventive healthcare, as well as to receive psychological support in the form of a specialist on-call helpline.

The importance of safety rules, constituting a priority for the construction sector, was highlighted and the monitoring of potentially hazardous incidents and the exchange of knowledge were continued – both among employees and with partners and subcontractors. In accordance with a strategic intention, the Safety Week was run in the case of over 90% of contracts (94%) carried out by the company. Also 576 safety visits were made to projects carried out under contracts.

Since the continuous development is seen as an obligation towards team members and customers, a number of training programs were continued in the company (Young Engineer Academy, Contract Manager Academy, Super Leader or Management Stairway). A total of over PLN 8.5 million were allocated for training and other development initiatives, which exceeded the strategic assumptions for 2023.

In 2023, actions aimed at promoting diversity in the organization were continued at Budimex SA. Three information campaigns concerning cross-gender and cross-cultural nad intergenerational differences, as well as cooperation with people with disabilities, were conducted. The company hired 40 trainees from Ukraine, and 14 employees of Budimex SA went to the United Kingdom and Australia as part of the Global Mobility program to work there under Ferrovial contracts. To prepare the organization for growth in neighboring markets, allowances for persons working on projects abroad were introduced in Budimex SA.


Knowledge about social changes and willingness to respond to future challenges for the construction sector were the driving force of the Budimex Group’s initiatives addressed to young generations. The assumed strategic objective, consisting in reaching at least 5,000 school and higher education students with education programs, was achieved through the organization of, among others. 142 events and 27 lectures in technical secondary schools and higher education institutions.

Additionally, as part of its social engagement, Budimex SA conducted in 2023 new editions of the company’s flagship programs focusing on initiatives for the benefit of local communities, equalization of opportunities and education of the youngest generations. For example, the company opened the 42nd Parent Zone in Ełk and initiated the 3rd edition of the Home from the Heart project as part of which it is rebuilding a house of Teresa in Wołomin together with the Polish Development Fund. In 2023, the subject area of the Hello ICE campaign, aimed at promoting knowledge of road traffic among preschoolers and primary schoolers, was extended to include roller skating and scooter or electric bicycle riding.




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5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.7. Ensuring a safe and healthy work environment

5.7. Ensuring a safe and healthy work environment

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April 29, 2024

- Category : 5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.7. Ensuring a safe and healthy work environment

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[GRI 3-3] [GRI 403-1] [GRI 403-2] [GRI 403-3] [GRI 403-7] [GRI 403-8]

As a construction sector company, the Budimex Group regards occupational health and safety issues as particularly important. Regulating them appropriately and adhering to the rules in force is a key component of our responsibility towards employees, as well as other relevant stakeholders who expect us to meet the highest standards when carrying out contracts. Guaranteeing employees safe working conditions clearly follows from the Group’s fundamental values and has been directly included in our ESG Strategy 2023-2026.

Since 2019, Budimex SA has held a certificate confirming the compliance of the occupational health and safety management system with international standard ISO 45001, and Mostostal Kraków SA also got this certificate in 2020. ISO 45001 assumes the engagement of all entities participating in the project implementation process in creating safe jobs, which is an approach shared throughout the Budimex Group.

In addition to management systems, the Ferrovial minimum occupational health and safety standards are in force in the Budimex Group. Their main purpose is to organize the construction process taking into account the rule whereby each Group employee and a representative of its business partner should go back to their close ones after work. It is additionally stressed in the document that nothing should stop us from respecting safety rules for which we always have to find time.

All cooperation offers made to us by the suppliers of goods and services must take into account the catalogue of the occupational health and safety requirements supplementing the requirements provided for by law, and the appendix defining our expectations in this respect constitutes an integral part of the signed contracts. Additional information on our raising of standards in the supply chain can be found in Section 7.5.

In addition to the Ferrovial Group’s standards and Budimex SA’s internal standards, the occupational health and safety standards set out in the Agreement for Safety in Construction [1] of which Budimex SA is a signatory and a founder member are implemented. They are based on many years of construction practice of the members of the Agreement and take into account all project stages, from planning to construction works.

All subcontractor employees carrying out work for Budimex SA are covered by identical occupational health and safety rules and internal regulations as the company employees.

Occupational health and safety policy

The Occupational health and safety policy [2] is obligations of the top management of the Budimex Group to use experience, technical solutions and effective management systems to ensure safe and healthy conditions for carrying out contracts, which will effectively prevent accidents and cases of work-related ill health of the employees of companies and subcontractors and will allow to maintain a high level of labor safety.

The detailed guiding principles of the Occupational health and safety policy are:

  • to ensure an appropriate context of the organization in relation to the scope of the activities conducted, including all the interested parties and the related risks and opportunities,
  • to ensure control over and reduction in occupational health and safety risks in accordance with the principle of the hierarchy of controls,
  • to monitor and strictly adhere to the legal and other occupational health and safety regulations in force applicable to the company’s activities,
  • to ensure appropriate training for the employees of the Budimex Group companies in order to raise their commitment and awareness for the purpose of improving working conditions and building leadership at each level of the organization,
  • to create conditions for consultations and joint participation in the establishment of common safety for all employees, by supporting initiatives aimed at improving occupational health and safety processes,
  • to continuously improve the occupational health and safety management system by implementing the best available practices in order to prevent incidents and build an occupational health and safety culture.


Occupational health services

The Budimex Group fulfills its obligations in the area of occupational health services, by referring its employees for preliminary and periodic examinations.

The companies forming the Group have entered into agreements for the provision of occupational health services with Medicover Polska Sp. z o.o., which provides comprehensive healthcare services and, as a healthcare institution, runs, among others, the Outpatient Care Center whose facilities are basic entities of the occupational health service system. Medicover is entitled to provide healthcare within the meaning of the Act of 27 June 1997 on occupational health service and to conduct medical examinations of employees and issue medical certificates on the basis of the Regulation of the Minister of Health and Social Welfare of 30 May 1996 regarding the conducting of medical examinations of employees, the scope of preventive healthcare of employees and medical certificates issued for the purposes provided for in the Labor Code and other provisions of generally applicable laws.

Table: Workers covered by an occupational health and safety management system
[GRI 403-8]



Budimex SA contracts, and Medicover undertakes to provide, the following occupational health services:

  • conducting preliminary examinations of candidates for work,
  • conducting periodic and check-up examinations,
  • issuing medical certificates for the purposes provided for in the Labor Code and in regulations issued on its basis,
  • monitoring the health condition of employees belonging to specific risk groups and adolescents, persons with disabilities and women,
  • analyzing the health condition of employees, and specifically the occurrence of cases of work-related ill health and their causes, and workplace accidents,
  • participating in meetings of the occupational safety and health committee and issuing opinions for accident investigation committees,
  • collecting, storing and processing information about occupational risks and the health condition of employees covered by preventive healthcare,
  • carrying out preventive vaccination necessary because of the work performed – depending on the working conditions and types of hazards – in accordance with the provisions of law, with the exclusion of vaccine costs.


Additionally, employees have access to an extensive package of healthcare services including, among others, services provided by a psychologist, psychiatrist and other doctors, including dental services.

Medicover also carries out sanitary and epidemiological tests for candidates for work and the employees of the Budimex Group if such tests are necessary to fulfil duties in a specific position.

A referral to an occupational health doctor for an employee or a candidate for work is issued by the employer. It contains the following information:

  • type of examination for which the employee/candidate is referred (preliminary, periodic, check-up or sanitary and epidemiological),
  • position (positions) in which the employee/candidate for work is to work,
  • health conditions at the workstation, and specifically the result of the measurements of hazardous and onerous factors conducted by laboratories (in accordance with applicable regulations),
  • information on the method of work, and specifically a constrained posture or monotonous movements.


The employee/candidate for work is referred for consultation and examinations on the basis of a referral. Subsequently, based on their results, a doctor licensed to conduct occupational health examinations issues a certificate confirming the absence or existence of contraindications for performing work in a specific position.


As part of the above-described process, the Budimex Group is required to:

  • provide information about the presence of factors constituting health hazards or onerous conditions, along with the current results of tests and measurements of these factors,
  • ensure the participation of a Medicover representative in meetings of the occupational health and safety committee,
  • provide access to documentation containing the results of inspections of working conditions in its part concerning health.


Healthcare services are provided in Medicover Centers, the Damiana Center and facilities cooperating with Medicover. The employer helps employees to arrange for occupational health examinations by contacting the Medicover helpline. If works are started under a new construction contract to be carried out away from large cities in which Medicover has its branches, the Group company requests it to enter into an agreement with healthcare centers located close to the location of the construction works in order to facilitate its employees access to healthcare services.

Occupational health and safety committees and the Occupational Health and Safety Executive Committee

Occupational health and safety committees with the participation of employees and the employer, which represents all employees, operate in the companies forming the Budimex Group.

At the end of 2019 and beginning of 2020, additionally an Occupational Health and Safety Executive Committee was established at the initiative of the President of the Management Board, composed of company presidents, construction directors, branch directors and the director of the Labor Safety Department. It undertakes strategic actions in the area of raising the occupational health and safety level in the Budimex Group. One of its tasks is to develop plans for subsequent years, that is to set safety related goals for the entire Group.

A regular item of the agenda of the committee’s meetings is a discussion on the current occupational health and safety statistics in the company and decisions regarding lines of actions aimed at ensuring safe working conditions.

Employees at all levels of the organization are engaged in monitoring the safety status. Occupational health and safety services conduct safety inspections and a team of auditors monitors the correctness of operation of the occupational health and safety management system with the use of system audits. The compliance of the systems of work under contracts is verified through the Construction Assessment System audits.

Since 2019, the senior management of Budimex SA has been making visits aimed at building a safety culture at all levels of the organization. Over 600 of such visits were made in 2023. The aforementioned goal is also attained by providing all employees of the Budimex Group with access to the IT system, which enables them to report observations, incidents and accidents which are subsequently analyzed by the Labor Safety Department. The company puts a special emphasis on making employees report as many occupational health and safety issues as possible, since this allows us to focus on the most serious hazards and look for ways of eliminating them.

Accident prevention and training on occupational health and safety

[GRI 403-3] [GRI 403-4] [GRI 403-5]

We aim at ensuring that our teams act in accordance with the best occupational health and safety practices in their daily work. Training in this respect is organized more often than required by law, and its program is developed jointly with employees.

In the Budimex Group, each occupational health and safety incident is described in accordance with the requirements of Polish law, and also in accordance with the procedures and classification adopted by the Ferrovial Group, with the internal regulations of our strategic investor being more detailed than national laws. Our company additionally conducts more in-depth analyses of occupational health and safety incidents which are potentially fatal, i.e. are internally classified as HiPos (High Potential). According to the definition, it is any incident that potentially results in an accident or an actual accident which in other circumstances could result in real, serious injuries/diseases, death or serious material damage. Conclusions drawn from this type of incidents are discussed at weekly meetings of the top management of the Budimex Group, in a circle of a few hundred people performing management functions in the entire company (the procedure referred to as an executive incident review, EIR), and then cascaded throughout the organization as lessons learnt. Moreover, in cases agreed by the Occupational Health and Safety Executive Committee, other actions are taken at the level of companies and contracts.

The organization has decided that not each accident belonging to the same category involves the same potential effect, and therefore it has focused on a detailed analysis of the most serious ones. Such an approach makes it possible not only to conduct a more detailed analysis and to better adapt solutions to the structure of the entire company, but owing to the engagement of the senior management it has given an appropriate weight to decisions taken and has ensured resources necessary to implement them.

Examples of decisions taken in 2023:

  • implementation of requirements concerning vertical transportation going beyond the requirements set out in Polish law,
  • tests of fiber optic clothing to make employees better visible while performing works,
  • introduction of obligatory signalman/hookman training for subcontractor employees.


As part of periodic instructions provided by direct superiors, employees may update their knowledge on the most important hazards and occupational health and safety rules relating to tasks they perform. Campaigns are conducted in the Budimex Group regarding the safety standards applicable in it, in which both intranet and standard communication tools, such as posters and leaflets placed and distributed in offices and at construction sites, are used. Many occupational health and safety training sessions for the company employees were held in 2023. In addition to the standard training required by law, the occupational health and safety module was also delivered as part of the Contract Manager Academy and Young Engineer Academy throughout the year. Approximately 200 persons working in specified positions took part in it. Figures concerning the participation in preliminary, periodic and specialist occupational health and safety training can be found in subsection 5.1.6.

The Kelvin TOP-SET training, focusing on analyzing root causes, was organized as development training for the occupational health and safety services with the aim of enhancing the quality of analyses conducted by them after incidents and accidents. A selected group of specialists became the internal trainers of this incident and accident investigation methodology.

Safety Week

In 2023, the tenth, jubilee Safety Week was held in the Budimex Group and in companies being parties to the Agreement for Safety in Construction. Its slogan was “I watch and don’t risk! STOP has power”, and it focused on safe logistics and transport organization, that is activities common in the construction market irrespective of the type of construction. With reference to the theme of the event, we equipped nearly 1,700 company cars with car packages, and webinars devoted to road safety used to gather over 300 listeners in a single session.

Apart from the main slogan of the Safety Week, a number of other actions promoting safe work were prepared in the Budimex Group. In their vast majority, they were local initiatives of construction projects and plants. As part of 191 contracts, we run a total of 572 occupational health and safety initiatives and training courses attended by nearly 6,000 representatives of the Group and 548 representatives of companies cooperating with us. Also an Internet occupational health and safety challenge addressed to the Group employees made its debut. It was taken up by 720 persons who answered questions and solved riddles relating to a safe work system. We also conducted 38 first aid training sessions and 26 fire protection courses. As part of the 10th edition of the event, an art contest with prizes was held, addressed to the Budimex Group employees’ children.



Other occupational health and safety initiatives

Labor safety information was included in a number of periodic education and development programs launched in the Budimex Group. In 2023, as part of the Young Engineer Academy, training sessions for young construction engineers were held, presenting the most important aspects of safety management at the level of a construction contract and cooperation with subcontractors, and the practical application of this knowledge, which was illustrated using the example of works at a height. As part of the Contract Manager Academy, employees preparing for the role of a manager attended classes on building a safety culture and leadership in this area.

In 2023, we continued also the Step Up campaign, the purpose of which is to point out areas with the highest likelihood of the occurrence of accidents and serious injuries. The campaign promoting the prevention of injuries and incidents was conducted with the participation of the President of Ferrovial Construction, Ignacio Gastóna, in all companies of the Ferrovial Group. A safety campaign relating to the introduction of machinery into construction sites and its maintenance was also organized. Films and other materials presenting the method of verifying a machine to be introduced were produced as part of it, which were shown to the Group employees and subcontractors present at the construction sites.

Occupational health and safety risks

The exposure of the Budimex Group employees to hazards depends on the nature of the work performed by them. In the case of construction contracts, they include mainly hazards relating to the risk of falling from heights, becoming injured while handling building machinery and being involved in road incidents. With respect to Mostostal Kraków SA, hazards are related not only to construction works, but also to work in permanent establishments producing steel structures. The FBSerwis Group employees, on the other hand, responsible for maintaining roads and motorways, are exposed mainly to public space risks, and also to hazards relating to the processing of waste in plants.

All accidents, irrespective of their consequences, are treated very seriously in the Budimex Group. Each incident assessed as potentially fatal (HiPo) is communicated to the entire organization in the course of an EIR meeting and through alerts.

Very diverse works are carried out in the Budimex Group and therefore various methods of assessing and minimizing work-related risks are used. The following issues are of key importance in this context:

  • the safety and health protection (BIOZ) plan – defining the procedures and rules, as well as risks and preventive measures in relation to a specific construction site,
  • safe work instructions – constituting the basis for determining the safe method of performing work for a specific task and for assessing the related risks,
  • job instructions along with an occupational risk assessment – familiarizing employees with the safe work rules for a given position and the related occupational risks.


Additionally, the Budimex Group keeps a register of operational and strategic risks, specifying occupational health and safety hazards, their potential impact and the methods of minimizing them. More information on risk management in the Budimex Group can be found in Section 6.2.


Table: Indicators pertaining to occupational health and safety issues
[GRI 403-9]


Table: Other occupational health and safety indicators



[1] They can be found at: https://www.porozumieniedlabezpieczenstwa.pl/standardy-bhp.html.

[2] The document is available at: https://www.budimex.pl/pl/zrownowazony-rozwoj/zintegrowany-system-zarzadzania.

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5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.6. Building awareness in the social area (S), 5.6.1. Development programs in operation in the Budimex Group32F

5.6.1. Development programs in operation in the Budimex Group

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April 29, 2024

- Category : 5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.6. Building awareness in the social area (S), 5.6.1. Development programs in operation in the Budimex Group32F

- Tags :

Coaching and mentoring

Development activities [1] are offered not only to top management members, but also to middle-level executives, both in central and production units. Coaching is aimed at developing the competences indicated to be strengthened by the employees themselves or their superior. It makes it possible to achieve durable changes in behavior and attitude. leading to the maximalization of the person’s professional and personal potential, and is highly valued by our team members. Coaching is provided in the Budimex Group based on a specific process and is confidential. The company cooperates with over a dozen external coaches in this respect.


In 2023, another edition of the mentoring program, called officially Masterful Synergies, was launched. A record number of mentors and mentees – 40 women and men among whom there were specialists, managers, directors and Management Board members – joined the program. The overall objective of the program is to exchange knowledge and experience and to build cooperation. The goals attained by the mentee by definition support work effectiveness, and thereby the results of the entire Group. The program focuses on technical, expert, managerial and leadership competence building, reinforcing employees’ strengths, preparing for or adapting to new roles, supporting women’s development and teaching how to manage stress and workload. We prepared a cycle of training sessions and webinars for mentors and mentees, as well as information and education materials concerning the project and their roles.

Contractor Academy

A program designed for specialists newly employed in the Budimex Group and those with many years of experience in the organization. The Academy’s purpose is to provide and systematize knowledge on contract terms and to establish a strong team of experts who exchange experience and are a strong partner for businesses. The program was implemented from May 2022 to October 2023 by internal and external trainers for a group of 47 persons. Classes were held in four blocks – contract terms, legal aspects, professional effectiveness and personal effectiveness.

Young Engineer Academy


A development program addressed to newly hired engineers and trainee engineers. Its purpose is to efficiently introduce such persons to work in the organization, exchange experience already gained and build awareness of development opportunities in the Budimex Group. It consists of training sessions and workshops on the economic and formal and legal aspects of production, the building of relationships with external and internal partners, stress management, best communication practices or business security. The program also standardizes the key competences required from engineers and enables them to act more efficiently in accordance with the rules applicable in the Group, Two editions of the program were launched in 2023, 6th and 7th, with a total of 104 participants.

Engineer Academy

A cycle of training courses conducted by internal and external experts in specific fields, implemented in the organization for contract staff. Their participants may broaden and update their technical knowledge and exchange best practices. In 2023, we complemented the Engineer Academy with a waste management module. which was taken by over 100 persons. A similar number of employees participated in training for construction managers and a total of 441 persons took part in the Engineer Academy program last year.

Contract Manager Academy


A program supporting newly appointed contract managers and persons who are being prepared to be promoted for this position with acquiring knowledge, subject-matter competences and managerial skills relating to managing a contract and a team. The Academy is divided into several stages and includes, among others, a module dedicated to the standards applicable at Budimex SA delivered by internal trainers. as well as workshops on business security, negotiations and team management. 43 persons participated in the program in 2023.

Academy for Regional Economic Managers

A program initiated in 2023 in response to the need to update knowledge, and first of all to the changing environment and employees’ expectations and requirements. The purpose of the Academy is the exchange of experience among participants and providing them with management methods and tools. It consists of four modules which are leadership in action, team in change, mental wellbeing and difficult conversations, and I as a female leader/I as a human being. Over 20 employees on average participate in particular Academy for REM modules.

Super Leader


A program aimed at building leadership competences among senior executives and managers by reinforcing strategy communication skills, subordinate team development skills and skills relating to engaging employees in attaining joint goals. It consists of three modules, each of which presents a different leadership style. Before starting group classes, participants undergo an organizational climate diagnosis and a diagnosis of the applied leadership styles to obtain development guidance on this basis, In the following steps, they improve their skills in the course of workshops alternating with coaching sessions and master class sessions and implementation tasks they perform. In addition, each of them receives a set of materials to work on the development of a specific leadership style. In 2023, the third edition of the Super Leader program was completed by 82 persons, to whom feedback was provided at the diagnosis stage by over 610 employees. The program is implemented in cooperation with business partners – leaders in the market of consultancy and training services.

Managerial Stairway

A path for the development of managerial skills, from a beginner manager to a top senior management member, which takes into account the position held, experience to date and the competences necessary for effective management at particular career steps. The program consists of four stages which gradually broaden participants’ knowledge. Its catalogue includes a wide offer of training provided on-site and online by external trainers. Workshops are held periodically for closed and open groups. In 2023, 240 persons completed training for beginner managers.

Leadership webinars for managers

60/90-minute meetings with the participation of external experts, aimed at inspiring managers to develop emotional intelligence, to care for mental wellbeing, to build relationships in teams, to enhance their vital energy and to effectively appreciate subordinates.

Ironclad Success


A program supporting the career development of women in the Budimex Group, making it also possible to increase their number in managerial positions. It consists of four workshops delivered by external experts (“My skills, my talents, my new self”, “My personal effectiveness”, “My inner self as a female manager”, “My brand, my authority”), between which participants carry out implementation tasks supporting the development of the acquired skills. The 3rd edition, which started in 2022, ended in the second half of 2023. 47 female employees of the Budimex Group – from specialists to managers – participated in it.

Internal Trainers

A program launched in 2023 with the aim of building an internal trainer community and enabling internal trainers to exchange experience and best practices and to mutually inspire one another to develop and broaden knowledge, as well as at improving the effectiveness of internal training. 44 employees enrolled for the program as part of which we prepared training sessions on performing a trainer’s role for them.

Programs for the development of interpersonal skills, addressed to specialists and managers, are also implemented in the Budimex Group. They have the form of development paths divided into several main stages, taking into account successive levels of progress in acquiring competences.

Communication Stairway

An important factor enhancing effective communication and cooperation in the Budimex Group is a possibility of conducting an individual analysis of an employee in accordance with the Extended DISC model. It is an examination that makes it possible to know the natural predispositions of a person; it is based on self-reflection – the participant self-assesses their behavior in specific situations. The main areas under analysis are behavior and communication styles manifesting themselves in the professional sphere. After the examination, the employee usually participates in a webinar the purpose of which is to become familiar with the Extended DISC model and to prepare for work with the individual report on one’s own. There are certified employees in the Budimex Group who are authorized to provide Extended DISC feedback. In 2023, 193 persons participated in communication path programs.

Negotiation Stairway

We offer a themed training package to employees for whom negotiations are a component of their daily work. It makes it possible to systematize and standardize the knowledge of negotiation techniques, strategies and barriers, but also to get to know one’s strengths and weaknesses as a negotiator and to teach how to manage emotions in the course of a negotiation process. In 2023, 79 employees participated in training as part of this path.

Language Training

In connection with a dynamic growth in foreign markets. 2023 was a time of extremely intense development of language skills for the Budimex Group. We prepared an offer addressed to persons who actively use foreign language skills in their daily work. We made it possible for them to learn English, German, Slovak and Czech individually, in groups or in intensive language courses. Company employees also participated in intensive Total Immersion courses, both in Poland and abroad.






Table: Average hours of training in 2023
[GRI 404-1] [ESRS S1-13]


Where attending all the meetings was required to get credit for the course, training which was not completed in full was not included in the number of training hours. On the other hand, each non-obligatory training which was started was taken into account, with only the hours actually attended by employees being included in the total number of training hours.

Table: Number of employees upgrading employee skills in 2023
[GRI 404-2]


Table: Number of employees upgrading employee skills in 2022



Table: Number of training hours broken down by selected topics in Budimex SA in 2023
[GRI 404-1] [ESRS S1-13]



Table: Number of training hours broken down by selected topics in Budimex Group



In the report for 2022, the table concerning the number of employees trained in selected topics in fact showed the number of training hours delivered. Data concerning the number of training hours broken down by selected topics is presented above, whereas data concerning the number of employees trained in selected topics is presented below and it covers 2023 only.

Table: Number of employees trained in selected topics in 2023



In 2023, Budimex SA allocated a total of PLN 8.6 million for employee training, including PLN 2.2 million for women and PLN 6.4 million for men. In Mostostal Kraków SA, this amount totaled PLN 394,791, of which the amounts allocated for women and men were respectively PLN 142,375 and PLN 251,416, and in the FBSerwis Group this amount was PLN 396,680.

Feedback for employees

We pay a lot of attention to the building of awareness of the importance of feedback – provided by the manager to the employee, but also by the employee to the manager. A broad range of materials concerning the rules for providing such feedback is available on the company’s intranet. One of the key tools for communicating to employees what their strengths and the diagnosed areas for development are is a dialogue with the direct superiors held, among others, in the course of the annual performance review process.

Table: Employees receiving regular performance and career development reviews in 2023
[GRI 404-3]


Table: Employees receiving regular performance and career development reviews in 2022



Health Foundations

Employees are supported not only in their career and personal development, but also in caring for their physical and mental health. In 2023, the Health Foundations program was launched, as part of which webinars, training sessions and sports events relating to these issues are held among other things.

A number of webinars promoting preventive healthcare and building the awareness of the need to care for wellbeing were organized. To mark the International Day of Health, a webinar entitled “Do you know what you eat? How to read labels?” was given and employees were invited to attend preventive health workshops with a psycho-oncologist from the Rak’n’Roll Foundation entitled “What to do when an illness occurs in the work environment?”. Other webinars concerning preventive healthcare proposed on this occasion to company employees were “How to take care of the heart”. “How not to go crazy in today’s world” or “Occupational burnout – the edge of a breakdown or a chance for a new beginning”.

In October 2023, during the Breast Cancer Awareness Month, Budimex SA organized a webinar entitled “How to prevent breast cancer and cervix cancer”, and in November, as part of the Movember campaign, or the International Month of Action Against Men’s Cancer, a webinar entitled “Testicular cancer and prostate cancer – causes, symptoms, treatment and prevention” was given.

Physical activity is promoted among employees, Sporting competitions are organized, including e.g. running, walking or cycling, and the company also encourages employees to actively train and participate in competitions. Its representation took part in the 8th edition of the Polish National Volleyball Championship of Roadworkers, which it won. Employees also participated in the Polish Cross-Industry Grand Prix in Indoor Football, winning the second place.

All employees are offered a very good healthcare package and a physical activity package as part of the MultiSport card.

With the aim of building employees’ mental resilience, the company invites them to attend training on stress management techniques, and managers to attend training on stress management at work in a managerial position.

[1] The quantitative remuneration data presented in this section refer only to employees employed on the Polish market.

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5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.6. Building awareness in the social area (S)

5.6. Building awareness in the social area (S)

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April 29, 2024

- Category : 5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.6. Building awareness in the social area (S)

- Tags :

[GRI 3-3] [GRI 404-1] [GRI 404-2] [GRI 404-3] [ESRS S1-1]

Supporting employee development

The process of planning employee development is a part of the annual goal setting process and the related employee performance review process. Individual development needs, including training requirements, are defined in the course of discussions between the employee and the superior. On this basis, the HR Development and Systems Department creates a training and development action plan for the next year. Actions are carried out in accordance with the 70:20:10 model, i.e. 70% represents the practical implementation of tasks, 20% has the form of support provided by other persons (e.g. the superior, coach or mentor), and 10% represents training.

Training and workshops in the Budimex Group are available in an open form, as well as in the form of dedicated classes, corresponding to the needs of specific teams. Technical, specialist, negotiation, communication, computer, management and language training is offered, among other topics, as part of catalogue training courses.

Some training courses are delivered by internal trainers, i.e. highly qualified employees of the Budimex Group, who deal with issues being the subject matter of the training on a daily basis. This allows to effectively adapt the education offer to the specific nature of the company’s activities and to directly meet employees’ development needs. Additionally, it builds and promotes a knowledge sharing culture in the Budimex Group.

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5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.5. Remuneration and non-salary benefits29F

5.5. Remuneration and non-salary benefits

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April 29, 2024

- Category : 5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.5. Remuneration and non-salary benefits29F

- Tags :

[GRI 202-1] [ESRS S1-10]

The remuneration policy [1] implemented in the Budimex Group meets all the requirements set out in the provisions of law, and its formulation ensures the long-term sustainable growth of the company – this is achieved through the structuring of total remuneration taking into account the amount and quality of the work performed and in a manner motivating employees to attain ambitious goals and leading to the implementation of the company’s strategic objectives. The adopted remuneration practices enable the recruitment and maintenance of the best qualified employees through a tailored package including basic salary, bonuses and attractive fringe benefits.

Remuneration in the Budimex Group is structured on the basis of:

  • work regulations – in the case of all employees,
  • company’s collective bargaining agreement – in the case of the employees of Budimex SA and Mostostal Kraków SA,
  • remuneration regulations – in the case of employees of the other Group companies employing more than 50 persons,
  • bonus regulations applicable in individual companies,
  • the Remuneration policy applying to members of the governing bodies of Budimex SA [2] – in the case of Management Board and Supervisory Board members (more information on the rules for remunerating members of the company governing bodies can be found in Section 6.1.),
  • the provisions of the remuneration regulations for a given market or, if no such regulations need to be adopted, the provisions of employment contract – with respect to employees working abroad. The terms of employment in foreign markets are additionally regulated by the Policy of posting employees to foreign markets and the Benefit policy.


Pay reviews are conducted in the Budimex Group periodically and are aimed at keeping our offer attractive for current and potential employees. A lot of the organization’s attention focuses on preventing pay discrimination based on gender, which is achieved through, among other things, monitoring the level of and levelling the pay gap (more information on this issue can be found in subsection 5.1.3.).


Table: Ratios of standard entry level wage by gender compared to local minimum wage
[GRI 202-1]

* The data includes only wages paid in the Polish market.

In 2023, pay rises covered 87% of employees. As a result, the average monthly remuneration at Budimex SA increased from PLN 15,175 to PLN 16,295 gross, whereas, according to Statistics Poland, the average gross monthly remuneration in Poland was PLN 7,540.36 last year.

Table: Average gross monthly remuneration



In accordance with the assumptions for area S of its ESG strategy, Budimex aims to achieve a gender pay gap ratio of less than 9% by 2026.

Particular incentive systems in the Budimex Group are adapted to the character of specific business areas, on the assumption that the main task of these systems is to ensure the attainment the company’s business objectives and the development of employees. The incentive system for management staff is based on individual objectives set for its representatives at the beginning of the year and consistent with the objectives set for the area or the entire company. In the case of persons employed in production, the amount of the variable remuneration components depends on the result of the annual performance review, as well as the degree of fulfilment of particular contracts, i.e. their progress and financial result.

In November 2023, the company was awarded distinction in the Employer of Rzeczpospolita competition organized by the Rzeczpospolita daily, in the best remuneration solutions category. Budimex SA was recognized for initiatives aimed at compensating employees for the decrease in the value of their income caused by inflation. This confirms that the company, acting in the spirit of social dialogue, creates and implements solutions guaranteeing employees decent pay, while taking into account the economic realities.

Employee benefits

[GRI 401-2] [GRI 403-6] [ESRS S1-11]

The Budimex Group continuously develops its benefit offer, to ensure it is adapted to employees’ needs, guaranteeing a wide range of options to them. Additionally, we are working on fully coordinating benefit practices across individual companies.

Persons employed in the Budimex Group have the following at their disposal:

  • an extensive package of healthcare services – irrespective of the position held. In 2023, the healthcare package was broadened by including, among other things, dental treatment and additional physiotherapy procedures, as well as medical procedures carried out as part of same-day surgery treatment. Access to healthcare services was also improved for blue-collar employees working outside large cities, by engaging Medicover healthcare centers and collaborating facilities and introducing advantageous terms of reimbursement of healthcare service expenses incurred in any facility throughout the country.
  • psychological support and on-call access to a psychologist at all times.
  • subsidies to the Employee Capital Schemes – the companies of the Budimex Group have decided to additionally subsidize on a voluntary basis monthly contributions.
  • life insurance for employees and their close ones. The basic package is financed by the employer with a token cost of PLN 1.00 on the part of the employee. In 2023, the program was modified – the terms of insurance were improved while maintaining a similar contribution level. and the taking out of insurance and the payment of benefits were made easier.
  • a wide choice of services available under the MyBenefit cafeteria platform, allowing each employee to decide on their own where the means from the company employee benefit fund assigned to them should go.
  • subsidies to expenses on sports activities as part of the Active BX initiative (sports units) and the possibility of using sports facilities through a MultiSport card. 24% of employees use these cards and 9% have purchased them also for members of their families.
  • subsidies to expenses on participation in sports events in which they represent the company, such as Poland Business Run.
  • an additional paid non-working day on birthday or name day.




In addition:

  • persons facing difficult life circumstances may benefit from loans bearing attractive interest rates and hardship allowances,
  • employees carrying out official duties at a place located at a distance of more than 50 km from their place of residence are entitled to lodging allowances,
  • blue-collar employees working far from their place of residence, if this is required by the contract, are entitled to free lodging, and all blue-collar employees, irrespective of whether they are posted to another location or work at their place of residence, are entitled to a free lunch every day,
  • persons who actively use English, German or Czech in their everyday work can participate in individual language courses subsidized by the company, and all employees have access to the English language learning platform eTutor and can invite one relative or close friend to join the course free or charge,
  • the company subsidizes the costs of obtaining professional licenses and attending postgraduate courses,
  • employees receive gifts for giving birth,
  • top management members are covered by the stock plan of the Ferrovial Group.


Additionally, Budimex Group employees received gift vouchers for Christmas in 2023.

In connection with the purchase of 100% of shares in PPUH Konstalex by Mostostal Kraków SA on 15 May 2023, steps were taken to unify the benefit system with the new owner company. To this end:

  • identical packages of healthcare services were introduced, available for employees irrespective of the position held,
  • the bylaws of the company employee benefit scheme were brought into force, which enable employees to take advantage of the benefits provided for in it (subsidies to holiday expenses for employees and their children, loans for repairs to houses and flats bearing preferential interest rates, hardship allowances, gift packages for children),
  • the process of covering employees with life insurance was started (a protection package was launched on 1 January 2024).


We periodically check the level of employee satisfaction with the offered benefits. In 2023, as part of the commitment survey described more broadly in subsection 5.1., 80% of respondents agreed with the statement that the offer of additional benefits provided by the company matched their needs.

[1] The quantitative remuneration data presented in this section refer only to employees employed on the Polish market.

[2] The document is available at: https://www.budimex.pl/repository/relation/Lad_Korporacyjny_2020/PL/Polityka_wynagrodzen_czlonkow_organow_Budimex_SA.pdf.

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5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.4. Employment structure28F

5.4. Employment structure [1]

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April 29, 2024

- Category : 5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.4. Employment structure28F

- Tags :

[GRI 2-7] [GRI 2-8] [GRI 401-1] [GRI 405-1] [GRI 401-3]


In connection with the Budimex Group’s growth in foreign markets and in the domestic market (e.g. the purchase of Konstalex, growth in the renewable energy sources market), the number of its employees had been increasing gradually to reach 7,337 of permanent and temporary employees on 31 December 2023 [1]. Thereby, it was 4.5% higher compared with the previous year.

Table: Employees hired for an indefinite and definite term on a year-on-year basis at Budimex SA
[GRI 2-7]




Table: Employees hired for an indefinite and definite term on a year-on-year basis in the Budimex Group

*Includes of all employees working in the Group (Polish and foreign markets)
**The German market was specified because has the most significant share (employment volume) relative to other foreign markets.

As of December 31, 2023, total employment in Budimex Group companies was 7337 employees, including 6431 in the Polish market and 906 in foreign markets (Czech market -11 employees, Slovak market – 34 employees and German market – 861 employees).

Table: Data concerning workers who are not employees at Budimex SA
[GRI 2-8]


Table: Data concerning workers who are not employees in the Budimex Group
[GRI 2-8]




Table; Employment structure
[GRI 405-1]




Table; New employee hires in the Budimex SA and in the Budimex Group
[GRI 401-1]

*Includes of all employees working in the Group (Polish and foreign markets)
**The German market was specified because has the most significant share (employment volume) relative to other foreign markets.

In 2023, the total number of new hires in Budimex Group companies was 2004 employees, including 1219 in the Polish market and 785 in foreign markets (Czech market – 13 employees, Slovak market – 24 employees and German market – 748 employees).

Table: Employee departures in the Budimex SA and in the Budimex Group


*Includes of all employees working in the Group (Polish and foreign markets)
**The German market was specified because has the most significant share (employment volume) relative to other foreign markets.

In 2023, the total number of employee departures in Budimex Group companies amounted to 1826 employees, including 1016 in the Polish market and 810 in foreign markets (Czech market – 3 employees, Slovak market – 3 employees and German market – 804 employees).

Table: Employee turnover rate at Budimex SA
[GRI 401-1]


Table: Employee turnover rate in the Budimex Group



Table: Information on maternity and paternity leaves at Budimex SA
[GRI 401-3]




Table: Information on maternity and paternity leaves in the Budimex Group




[1] All quantitative data in this section referring to Budimex SA include also the employees of the company’s foreign branches (with the exception of the data on vacations).

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5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.3. Promoting diversity

5.3. Promoting diversity

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April 29, 2024

- Category : 5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.3. Promoting diversity

- Tags :

[GRI 3-3] [GRI 2-10] [GRI 405-2] [ESRS S1-1] [ESRS S1-16]

Diversity issues are clearly regulated in corporate documents that apply to all companies in the Budimex Group. These include the Company’s Responsibility Policy Principles, developed at the Ferrovial Group level. They obligate all the company’s employees to, among other things, respect basic human rights, foster equality and diversity, and maintain a work-life balance. The second document that applies throughout the Ferrovial Group is the Human Rights Policy, which deals with avoiding discrimination, promoting equal employment opportunities, and recognizing the value of diversity in the workplace. The Budimex Group’s Code of Conduct, in turn, implements the principles of the policies indicated and counteracts employment discrimination. In addition, the Anti-Mobbing and Discrimination instruction is in effect at the individual company level.

The Diversity Policy implemented by Budimex SA and Mostostal Kraków SA focuses on:

  • proactively managing diversity as part of its human resource management policy,
  • creating an open and diverse work environment,
  • countering all forms of discrimination,
  • ensuring equal opportunities in access to education and promotion,
  • ensuring fair and objective employee evaluations,
  • ensuring equal opportunity to access information on the Group’s ethical standards,
  • achieving pay equality as measured by the gender pay gap index,
  • maintaining the level of women’s representation in the total number of Budimex SA employees at a level above the average for the construction sector,
  • maintaining the level of women’s representation in senior management and among managers at a level at least equal to the level of women’s representation in the total number of Budimex Group employees,
  • promoting diversity and education in cooperation with the organization’s stakeholders.


The document’s provisions also cover the areas of recruitment, compensation, work-life balance, and protection against mobbing, discrimination and unjustified dismissal. In order to efficiently manage the aforementioned policy, the so-called anti-discrimination and anti-mobbing monitoring was introduced, as well as a system of educational tools, training and workshops. Every year, the results of its implementation are reported to Budimex SA’s Management Board.



The diversity policy applies to the entire employment structure of the Budimex Group. Given the importance of the impact on the rest of the staff of adhering to diversity principles at the highest levels of the organization, in 2021 the Diversity Policy of the Budimex SA Management Board was adopted. Its purpose is to ensure that the principles of equal treatment and diversity are observed at the management level of the Budimex Group. The policy guides the organization’s efforts to meet best practices in diversity, including those enshrined in the Warsaw Stock Exchange’s Best Practices for Companies Listed on the WSE 2021. The Diversity Policy of the Budimex SA Management Board introduces a minimum level of gender representation in the recruitment process for positions on the Management Board of 30% of all persons approaching the final stage of the recruitment process, if such persons are represented in the pool of candidates applying for the position and their competencies are at least equal to those of other candidates.

In addition, since 2022. the Diversity Policy of the Budimex SA Supervisory Board [1] has been in effect. Its goal is:

  • taking into account diversity principles in the process of selecting the company’s Supervisory Board,
  • obligating the Shareholder Meeting to be guided by objective selection criteria in the process of appointing Supervisory Board members,
  • supporting the implementation of initiatives seeking to ensure equal opportunities in access to training. promotions and benefits,
  • use of objective criteria for evaluating the actions of the Supervisory Board.


The Budimex Group is breaking down barriers related to employee health by hiring people with disabilities. The myBenefit system provides additional benefits for employees with a disability certificate and employees who have a family member with a disability.

Our company is a signatory to the international Diversity Charter – a voluntary commitment to treat all employees equally, prevent any form of discrimination in the workplace, and create an environment conducive to diversity. The document expresses the organization’s willingness to involve all groups of its stakeholders in efforts to protect and promote diversity.

Table: Results of unadjusted wage gap calculation for Budimex Group for 2023 (total compensation)
[GRI 405-2]


* Comparative analysis on total compensation basis including bonuses per FTE.

In 2023, Diversity Weeks were organized at Budimex SA. The purpose of the events was to spread knowledge and promote topics related to specific aspects of diversity. Each included webinars. contests and other activities for employees. The 2023 Diversity Weeks focused on gender differences, intergenerational differences, disability (organized in cooperation with the TAKpełnosprawni Foundation) and intercultural differences.

Confirmation of the quality of Budimex SA’s diversity management practices comes from the results of a global study commissioned by the Financial Times in November 2023 on companies’ support for diversity and women’s professional development. In the Diversity Leader 2024 ranking, based on employee surveys and HR indicators such as the number of women in leadership positions and diversity communication in the organization, our company scored 71.6 out of a possible 100 points. Thus, Budimex SA overtook many of the leading players in the international market and was ranked 10th among construction companies worldwide and 363rd overall (out of 850 companies included in the survey).

It is worth mentioning that according to data as of 31 December 2023, at Budimex SA, women account for as many as 55% of those employed as construction engineers – in 2012 the percentage was 31%.

Preventing discrimination against women

The Budimex Group actively prevents gender discrimination. To this end, it regularly analyzes the level of the GPGR, gender pay gap ratio (unadjusted wage gap), reflecting the pay gap between people employed in the organization. It represents the difference in average pay between men and women in each position group and is calculated in accordance with the methodology established for the Ferrovial Group as a whole, based on total pay, including bonuses, as well as on fixed pay. In 2023, the GPGR calculated based on total compensation including bonuses reached -1.7%, compared to -1.9% in 2022. From the perspective of base salary and fixed salary components. in 2023 there was no wage gap (it was exactly 0.02%).

The Diversity Policy provides for an obligation to achieve a fully equal pay in particular groups over the next years. To attain this goal, pay rises are granted in the Budimex Group taking into account the gender equality principle, and starting from 2023 all companies allocate part of their pay rise budgets directly for pay rises aimed at equalizing salaries.

We also attach a lot of importance to non-discrimination, among others based on gender, in the recruitment process, as well as to the transparency of decisions to select specific candidates. Other actions aimed at equalizing career opportunities for women include the Ironclad Success development program (described in more detail in subsection 5.1.6.) and the Mother on Maternity Leave program.

Table: Results of unadjusted wage gap calculation for Budimex Group for 2023 (fixed salary components)


* Benchmarking based on fixed salary components (i.e. without non-basic bonuses and awards. allowances and overtime payments. per FTE).

[1] All three of the company’s implemented diversity policies can be found on the website: https://www.budimex.pl/en/about-budimex/corporate-governance

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5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.2. Human rights due diligence

5.2. Human rights due diligence

By on

April 29, 2024

- Category : 5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.2. Human rights due diligence

- Tags :

[GRI 2-23] [GRI 2-24] [GRI 2-25] [GRI 2-26] [GRI 2-27] [ESRS SBM-3] [ESRS S1-3]


Budimex Group complies with the provisions of the following documents:

  • Universal Declaration of Human Rights,
  • International Charter on Human Rights,
  • UN Guiding Principles on Business and Human Rights,
  • OECD Guidelines for Multinational Enterprises.


This means a commitment in all areas of activity to:

  • respect and observe human rights,
  • avoid significant negative impacts on human rights,
  • conduct appropriate due diligence processes with regard to entities with which we have business relationships, in all areas of activity.


We are bound by the Ferrovial Group’s common Principles for the Protection of Human Rights. The goal of the document is to raise companies’ awareness of human rights and increase their capacity to address issues in this sphere. It obligates all employees, customers, suppliers and contractors in relations with the Budimex Group to, among other things, non-discrimination and the promotion of equal opportunities, and to respect the prohibition of child and forced labor, as well as the right to organize and engage in collective bargaining. The principles described in the document are rooted in the Universal Declaration of Human Rights adopted by the United Nations and the eight international conventions identified in the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work.

The documents that, at the operational level, ensure that human rights are respected in the day-to-day operations of our companies are approved by the Management Board: Code of Conduct. the Rules of Conduct for Business Partners/Code of Conduct for Business Partners, the Compliance Policy and the Anti-Harassment and Discrimination instruction. They serve as reference points for Budimex Group employees and business partners, among other things, describing rules and guidelines for conduct in the listed types of relationships and areas of influence of the company. An important element of the Group’s human rights due diligence is the existing whistleblowing mechanisms described in Section 6.1.

As part of its strategic goals related to sustainability, the Budimex Group plans to expand due diligence procedures in its supply chain. The current rules for enforcing human rights from business partners are described in Section 7.5.

Responsibility and resources involved in the management of human rights topics

Responsibility for making and implementing decisions in the area of human rights is assigned to Management Board of Budimex SA’s (strategic decisions) governing bodies and individual operating units and positions. Compliance with the Code of Conduct at Budimex SA is guarded by Budimex SA’s Ethics Committee (see Section 6.4. for more information on the Committee). In addition, at Budimex SA, Mostostal Kraków and FBSerwis, a compliance function has been set up, responsible, among other things, for ensuring that the companies’ operations comply with laws and internal regulations, including those in the area of human rights (e.g. those concerning anti-mobbing and discrimination).

In any necessary case related to the management of significant human rights issues, there is a possibility of consultation between Budimex SA and subsidiaries, e.g. as regards knowledge sharing and exchange of experience – for example, in adapting internal regulations of companies to the provisions of the whistleblower directive [1].

Identification and assessment of human rights risks and impacts

The Budimex Group identifies human rights risks and impacts on an ongoing basis and adjusts internal regulations as necessary. The Group analyzes from this angle not only events of key importance to the companies’ operations (e.g. policy change, market entry, new projects), but also changes in the labor market. An example is the increase in the share of foreign workers in the Polish labor market, which can result in an increased risk of xenophobic behavior.

Human rights risks are identified in the context of labor rights, personal data protection, information protection, occupational health and safety, in the area of purchasing, as well as in operational activities under ongoing contracts. A process for identifying risks and impacts that includes the topic of human rights is being carried out for both own operations and important business relationships, including key elements of the supply chain. It is carried out on the basis of the Risk Management Procedure, which includes stakeholder consultations held with internal experts representing each area of the organization’s operations. In addition, there is regular communication with trade unions regarding the protection of human rights. Dialogue with stakeholders exposed to negative impacts is undertaken reactively and on a case-by-case basis. With regard to ongoing projects, this is done through the contract communication process described in the Policy for Cooperation with Local Communities.

The procedure for identifying risks and human rights impacts is automatically triggered when new business relationships are established. Budimex SA and FBSerwis have a due diligence process in place for entities defined as consortium partners. who complete the Consortium Partner Questionnaire, which is an appendix to the Business Partner Due Diligence operating manual.

The Budimex Group maintains a risk register, which also includes human rights risks identified by organizational units. Under the existing system for assessing risks and impacts. no negative impact of the Group on human rights or violations in this area have been identified, detected or reported.

General information on the risk management system can be found in Section 6.2.


Actions taken in connection with the assessment of human rights risks and impacts

Responsibility for specific areas of risk management has been distributed among experts, managers and directors. It is their responsibility to identify the risks included in the register and to assess and prioritize them, taking into account the requirement to involve stakeholders, including groups exposed to negative impacts. If significant negative impacts on human rights are identified, appropriate corrective action is taken. The system for preventing and mitigating impacts and implementing corrective actions for significant human rights impacts also includes the supply chain – see Section 7.5. for more information.

Monitoring and communication of human rights impacts

The Budimex Group monitors and evaluates the effectiveness of its response to human rights risks and impacts, and uses this information to continuously improve its processes and systems. This includes involving stakeholders and vulnerable groups in evaluating the effectiveness of any steps taken. With regard to ongoing projects, this is done on the basis of Budimex SA’s manual Cooperation with Local Communities on Contracts.

Based on data from the whistleblowing system, quarterly reports are produced on, among other things, potential human rights violations. There were no such reports in 2023.

Commitment to conduct corrective actions

The Budimex Group is committed to acting independently or cooperating in corrective actions for the benefit of entities, such as employees and communities, where it exerts or contributes to a negative impact in the area of human rights.

[1] Directive (EU) 2019/1937 of the European Parliament and of the Council of 23 October 2019 on the protection of persons who report breaches of Union law.

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5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.1. Policies and accountability

5.1. Policies and accountability

By on

April 29, 2024

- Category : 5. SOCIAL RESPONSIBILITY IN BUSINESS, 5.1. Policies and accountability

- Tags :

[GRI 2-23] [GRI 2-30] [ESRS S1-1]

The source of our company’s success is its employees – their knowledge, skills and experience, but also their attitudes reflecting the values that form the foundation of the Budimex Group’s organizational culture (see Section 3.1.).

As part of the implementation of the ESG strategy with regard to the company’s staff, the main focus was on building commitment, talent development and mobility to enable expansion into foreign markets. These activities are reinforced by building an attractive offer for employees and job candidates (salaries, benefits, development offer) and effective communication with these groups, as well as promoting diversity in employment.

The way we work is based on the Budimex SA organizational rules and regulations. It records not only the organizational chart of Budimex SA, but also the responsibilities and tasks carried out by the various departments.

The most important internal documents of significance for the shape of the working conditions in the Budimex Group include work regulations, employee compensation and bonus regulations and company collective bargaining agreements, which are in force at Budimex SA and Mostostal Kraków and which cover a total of 5,00724F26F[1] employees, i.e. 78% of the Group’s total staff employed on the Polish market. Of crucial importance are also the documents on guaranteeing human rights and managing diversity, described in Sections 5.2. and 5.3., respectively. In addition, the Budimex Group has operating procedures and instructions that regulate, among other things, issues related to the recruitment and dismissal of employees and the organization and implementation of training and other development activities.

We provide trade unions operating in the Group, i.e. the NSZZ Solidarność Intercompany Trade Union Organization, with full freedom to exercise their rights, and we cooperate closely with them in shaping internal regulations on human resources management. We also take into account feedback submitted directly by employees, as well as the results of their engagement surveys. Another such survey was conducted by an independent third-party vendor in accordance with its methodology in 2023.




Employee engagement survey 2023

The survey, preceded by an information campaign, invited 6,704 Budimex Group employees from Poland, the Czech Republic, Slovakia and Germany. Despite the fact that the survey was electronic only, more than 4,200 people responded, which means a turnout of 63% (among white-collar workers it was 75% and among blue-collar workers 47%). The engagement index, i.e. the percentage of Group employees who feel motivated to speak well of the company, continue their employment with the company and give more of themselves than is expected, was 39%.

Among the strengths of their workplace, the employees cited the employer’s attention to occupational health and safety and its quick and effective response to problems in this sphere. In addition, employees appreciate the ethical conduct of business, the relationship with direct managers (open communication, fair treatment or providing necessary support) and the relationship within teams (sharing knowledge and experience, working together to achieve goals). Areas identified as needing improvement include access to information about directions, plans and results, consistency of goals across areas and work-life balance. Following the survey, three company-wide project groups have been set up, and in addition, workshops are being held to deepen the survey results, so that optimal corrective actions can be selected at the local and central levels.

[GRI 402-1]

Internal regulations from the employee area are modified within the timeframes stipulated by the regulations (e.g.. the mandatory 2 weeks for entry into force). Best practices adopted by the Group, however, assume that any change is preceded by a communication campaign, which generally includes the organization of additional meetings, the preparation of information materials and lists of questions and answers for clarity and transparency of the actions taken.

The content of internal regulations, not only from the labor area, and changes in their provisions are communicated to employees in particular:

  • as part of the onboarding process,
  • via the intranet,
  • with the use of boards on construction sites (this applies especially to documents in the OSH area).

[1] All employment figures cited in this report are expressed in number of people (as of 31 December 2023).

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