How do Polish companies handle diversity and inclusion?

As the global workforce becomes increasingly interconnected, diversity and inclusion (D&I) have emerged as key topics in business culture. Poland, with its rapidly developing economy and growing international workforce, is also grappling with how to foster inclusive workplaces. While some strides have been made, D&I in Polish companies is still a work in progress.

In this post, we'll explore how Polish companies handle diversity and inclusion, what progress has been made, the challenges they face, and what the future might hold.

What Do Diversity and Inclusion Mean in the Polish Context?

In most Western countries, D&I efforts have long included gender equality, racial and ethnic diversity, LGBTQ+ inclusion, support for people with disabilities, and equal opportunities for various age groups. In Poland, D&I is still evolving, and many of these dimensions are relatively new to corporate agendas.

Traditionally a homogenous society, Poland has experienced more demographic and cultural diversity in the last two decades, especially due to:

• EU integration
• Influx of foreign workers (especially from Ukraine, Belarus, India, and Asia)
• Global expansion of Polish companies
• A growing population of returning Polish emigrants

These shifts have prompted a gradual cultural change in the workplace.

Diversity in Polish Workplaces

Gender Diversity

• Gender parity in corporate leadership remains a challenge. Women are underrepresented in executive and board-level roles, although they make up a large share of the workforce.
• Poland ranks in the mid-range among EU countries on the EU Gender Equality Index.
• Many companies are now adopting internal policies to close the gender pay gap, promote women in leadership, and offer family-friendly benefits.

Ethnic and National Diversity

• The largest minority workforce groups are Ukrainian, Belarusian, Indian, and Vietnamese nationals.
• International companies operating in Poland are more likely to have diverse teams and inclusion strategies.
• Polish companies are increasingly hiring foreigners, especially in IT, manufacturing, and healthcare. However, language barriers and cultural integration can still be difficult without internal support.

LGBTQ+ Inclusion

• LGBTQ+ rights remain a contentious issue in Poland. As a result, many Polish companies avoid direct engagement with LGBTQ+ inclusion unless they are multinational corporations with global standards.
• Some larger Polish companies and international brands (such as Google, IKEA, and Accenture) have taken steps to support LGBTQ+ employees through internal policies, employee resource groups, or Pride campaigns.
• That said, many local companies still remain silent or inactive on LGBTQ+ inclusion due to political or social pressure.

Disability Inclusion

• Legal frameworks require employers to accommodate workers with disabilities, but implementation varies.
• Employers with more than 25 staff are required to hire a certain percentage of people with disabilities or pay a fee to the State Fund for Rehabilitation of Disabled People (PFRON).
• Awareness of accessibility and inclusion practices is growing, but progress is uneven across sectors.

Generational and Cultural Inclusion

• Ageism is a subtle issue in Polish workplaces, especially with younger professionals being favored in tech and startup sectors.
• Conversely, in state institutions and traditional industries, older employees dominate leadership roles.
• Cross-generational collaboration is being encouraged in some companies through mentoring and training programs.

Inclusion Strategies: What Are Companies Doing?

Forward-thinking companies in Poland are taking several steps to improve inclusion:

• Diversity training programs to build awareness among managers and staff
• Employee resource groups (ERGs) for underrepresented groups
• Inclusive recruitment practices, such as removing bias from job descriptions
• Remote and flexible work policies that support parents, caregivers, and people with disabilities
• Code of ethics or anti-discrimination policies to protect employees from harassment or unequal treatment

Sectors Leading the Way

Certain industries in Poland are more proactive in adopting D&I practices:

• Tech and IT: Due to international collaboration and high demand for talent, companies in these sectors often prioritize inclusive hiring.
• Finance and consulting: International firms in these industries often bring global D&I policies into their Polish branches.
• Shared services and business process outsourcing (BPO): These often multinational companies are more likely to support multicultural teams.

Challenges to Diversity and Inclusion in Poland

Despite growing awareness, D&I efforts in Poland face some systemic and cultural challenges:

• Limited public discourse: Unlike in many Western countries, diversity is still not a prominent topic in national conversations.
• Conservative values: In some regions and industries, traditional views may slow progress on gender or LGBTQ+ inclusion.
• Language and integration barriers: Foreign workers may struggle to integrate socially and professionally without company support.
• Lack of legal incentives: Poland does not mandate diversity reporting or enforce strong affirmative action policies.

The Role of International Influence

Multinational corporations operating in Poland often act as drivers of D&I, bringing with them established global standards. These companies are typically more transparent, proactive, and public about their diversity strategies. This influence can lead to a ripple effect, inspiring local firms to adopt similar practices over time.

The Future of D&I in Poland

The landscape is changing. Younger professionals are more globally minded and expect inclusive environments. At the same time, EU regulations and corporate governance standards are pushing companies to be more transparent and socially responsible.

In the coming years, we can expect:

• More public conversation about diversity and workplace equality
• Stronger pressure from global clients and investors on companies to meet ESG (Environmental, Social, and Governance) standards
• Digital and generational inclusion to take a more central role
• Gradual shift in management attitudes, especially among startups and tech-driven organizations

Final Thoughts

While Poland is still at an early stage in the journey toward fully inclusive workplaces, there are clear signs of progress. A combination of global influence, demographic shifts, and changing employee expectations is slowly reshaping corporate culture. Companies that invest in diversity and foster inclusive work environments are likely to gain a competitive edge in attracting and retaining top talent.

Whether you're a foreigner looking to work in Poland, a business leader navigating a multicultural team, or an HR professional shaping company policy, understanding how D&I is developing in Poland is essential for building a more open and productive workplace.