MOL GROUP D&I AMBITION - GENDER CHAPTER

MOL’S COMMITMENTS TO CANDIDATES AND EMPLOYEES WITH A SPECIAL FOCUS ON GENDER DIVERSITY

Based on MOL Group’s 2030 Enter Tomorrow Strategy, our goal is to be the first choice for employees and potential colleagues regardless of their gender, age or nationality. To ensure we overcome our unconscious biases, from 1 June the following principles are implemented in our recruitment, selection and promotion processes across the whole Group in line with our D&I framework 2017 - 2019:

Commitments to gender diversity

We review each advertised job posting to avoid unconscious bias and to ensure we are using inclusive language.

  Commitments to gender diversity

We ensure that at least one female candidate is interviewed for 50% of the positions.

 
Commitments to gender diversity

We accept only those short lists from 3rd party recruitment agencies that include at least one female candidate – where applicable.

  Commitments to gender diversity

We include at least one female and one male member in each interviewer panel. Otherwise, the panel is not allowed to make hiring decisions.

 
Commitments to gender diversity

We include at least one female candidate on the longlist of each relevant advertised position.

  Commitments to gender diversity

We offer female candidates the same salary as male candidates in the same position.

 
Commitments to gender diversity

We go through recruitment process every time there is an open vacancy unless there is a succession plan in place. Each and every succession plan should have the following characteristics:

  • It is documented
  • It includes at least one female successor
  • At least one female decision maker participated
    in creating the succession plan
Commitments to gender diversity

MOL Group’s ultimate goal is to have one joint commitment to gender
diversity during the recruitment, selection and promotion process.
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