CSR Report 2018

Corporate Social Responsibility Report
for the year 2018

The Engineering Design Centre (EDC) is a joint initiative of General Electric Company Polska Sp. z o.o. and the Łukasiewicz Research Network – Institute of Aviation. As the largest engineering design center in Europe, we have been providing state-of-the-art solutions for the modern industry for 19 years.

We combine the technological potential of our organization with cutting-edge digital technologies. We develop our products and the competences of our engineers, increase the responsibility of entire teams and expand our network of contacts.

2018 was full of challenges for EDC community. When introducing large organizational changes, dialogue is extremely important. That is why we have been dependent on honest communication with our employees and external partners. We organized regular meetings with employees and skype broadcasts with EDC management. We also decided to create our profiles on social media to make external communication easier and more effective.

We continued our cooperation with the academic environment and the local community in the area of developing a passion for science, expanding engineering knowledge in practice using our laboratory facilities and through workshops and trainings for young engineers.

We value the transparency of our operations, which is why we share our non-financial and financial data with our stakeholders.

Basic financial data in PLN ’000
for General Electric Company Polska Sp. z o.o.
Balance Sheet Total 531,868.32
Equity 361,990.07
Sales Revenues 263,960.95
Net Profit 34,804.45
Gross Profit 26,581.97
 Number of Employees 1,003.00
Basic financial data in PLN ’000
for Łukasiewicz Research Network – Institute of Aviation
Balance Sheet Total 450,914.10
Equity 165,816.60
Sales Revenues 282,306.80
Net Profit 27,870.30
Gross Profit 28,929.20
Number of Employees 1,234.00

Our Culture

Our Employees

At the Engineering Design Centre, we do our best to ensure that all the individuals employed are aware of their full development potential. Training is an inseparable part of our corporate reality. We assign great priority to continuous improvement. Our ambition is to build a strong organization with the participation of fully-fledged managers and thoroughly committed employees. The employees at the Warsaw-based design center are offered a program of flexible training courses adapted to their position and developmental goals. We provide them with a set of tools that support their development and help them expand their horizons according to their individual needs.

In 2018, we held:

✓ 304 preliminary training sessions for new employees;

✓ 40 language courses;

✓ 264 technical training sessions;

✓ 103 training courses developing soft skills and Project Management Skills

✓ 429 training sessions on labor standards, entitlements and provisions in force;

✓ 45 training sessions developing leadership skills;

There was a total of 1,529 training sessions in 2018. All sessions attracted a total number of 9,303 participants.

 “Soft skills” trainings

Our training courses on soft competences are designed, in particular, to help our employees acquire and improve their interpersonal, communication and presentation skills. The meetings take the form of workshops – carried out in medium-sized groups (around a dozen people) by a trainer who is simultaneously an expert in a given field. During the training sessions, our employees learn new behaviors, have an opportunity to practice and discuss them with the group, as well as plan the way they want to utilize this knowledge in the future. Soft training courses are selected by our employees themselves, depending on their needs. Alternatively, they can be referred to such training courses by their superiors. Participation in our workshops generates a series of practical benefits that can be used in everyday life and constitutes an excellent source of inspiration for managing one’s work, projects and team.

Technical trainings

To enhance their professional qualifications and gain more opportunities for development, employees, with the consent of their manager, enroll in training sessions dedicated to technical issues. Each employee’s development path includes both mandatory training and courses which can be attended in one’s free time.

Technical training is divided into:

  • stationary – conducted on site, on EDC premises, by our qualified and experienced specialists;
  • global – conducted in English via an Internet messenger or by telepresence.

Leadership trainings

People who lead teams at EDC, can also participate trainings dedicated to them. There are trainings that are assigned to each person who is promoted to People Leader role – there are obligatory for People Leaders e.g. Leadership training for new manager. Also, organization provide external/ internal trainings ‘on demand’ where Manager decide which competences he/she wants to develop.

CoSE (Centre of Skills Excellence) Trainings

As part of the improvement process, we provide our employees with training courses that develop their non-technical skills as well. Thanks to the workshops conducted by internal trainers, the participants expand their knowledge and improve the skills that help them achieve greater efficiency at work and in private life. These training sessions are available to all employees and are held outside of their working hours.

Development and recruitment programs

Edison Engineering Development Program (EEDP)

The EEDP is an international program designed for fresh graduates (up to 2 years after graduation), who would like to embark on a professional career in engineering. The program is primarily focused on increasing technical skills, learning problem solving methods in engineering projects, as well as enhancing effective teamwork skills. Daily work is combined with learning and dedicated training sessions. Throughout the program, the engineers circulate amongst 3 or 4 different teams. Such circulation makes it possible for them to better familiarize themselves with the organization and the various areas of engineering work. At the same time, the programs’ participants receive a large dose of knowledge. Practice shows that they take active part in all the classes and do their best to take full advantage of them.

In 2018, we invited a total of 11 individuals to participate in the Edison Engineering Development Program. Those people are gaining experience in the areas of GE Aviation and GE Power.

 Industry-based training

The priority for each employee is to gain the status of a professional in his/her field. As an employee friendly organization supporting the professional goals of our employees, we make it possible for our specialists to take advantage of various developmental program.

Such programs differ across all the areas of our organization. We mostly offer goal-oriented program so that our employees can concentrate on the objectives they have set at a specific time. These programs are diversified and dependent on numerous variables, including experience. The employees use a tool based on functional models, allowing them to assess their level of knowledge and plan their own technical development. A useful tool for planning their professional career is offered by matrices with templates of technical and soft competences, specified at the levels of the employment structure. Using such matrices, our employees analyze their specific skills and predispositions, and then, based on the observations, receive a dedicated development path directed towards the selected area. The matrices stimulate employees to learn, as well as allow them, despite the rush of daily activities, to still focus on the future and their own development. They are also useful to the management of our organization in their daily managerial activities, in assigning tasks or planning the workload. Thanks to competence matrices, we can discern and monitor the path leading to an ideal state in which we have a fully flexible, cross-trained team.

Furthermore, our organization has implemented the process of “exchange”, which makes it possible for employees to acquire knowledge about projects executed in each of the departments. The benefit of this solution is the possibility of exchanging views and experiences between employees of the same business area, openness to new solutions and attempts to diversify the work. The criteria for the exchange are manifold – the employees migrate between departments within specific program or as a result of available resources in the particular teams. This process is intensified by the employees’ participation in technical discussion groups, where engineers at all levels can, on a broader forum, exchange information about state-of-the-art methods, technologies and processes, as well as share their ideas and newly developed solutions, thereby stimulating innovation.

 Talent Development Program (TDP)

In 2018, we launched a special edition of the Talent Development Program in the Aviation business, giving engineers a chance to develop in the area of systemic thinking. Eleven participants are given an opportunity to strengthen their skills in examining systems in terms of their complexity, sensitivity to a change of a single variable, or tendency to deepen or attenuate a given system parameter in time. The outline of the program was developed on the basis of the developmental needs identified in the participants concerning three main areas, namely product development and certification, product integration with the system, as well as technical program management. One of the key elements of the program is technical mentoring. Participants are able to discuss issues related to their daily work and professional development in terms of systemic thinking and specific products on which they are currently working, taking advantage of the knowledge and experience of selected experts. This way, the organization will facilitate simultaneous achievement of professional goals and development of future technical leaders within the organization. Power Talent Development Program (Power TDP) Power TDP, implemented in 2015 and continued in 2017 is a 1.5-year-long program for talented engineers of GE Power, designed to enable them to professionally develop their leadership skills. The program is primarily focused on learning the methods of problem solving in engineering projects, as well as improving the effectiveness of teamwork. Meetings are held once a month and cover such areas as: entrepreneurship, ownership and accountability, communication and cooperation in various teams as well as leadership. In 2018 edition of the program, for a mixed group from various EDC businesses started 11 people.


Mentoring at the EDC was developed to address the specific needs of our staff, as a form of support for employees in their quest to achieve their individual goals. This cooperation is based on knowledge sharing. The receptiveness to dialogue and employees’ opinions are the foundation of our organizational culture. The mentoring process involves all the employees at our center. Activities involve mutual inspiration, stimulation and counselling by specialized experts in specific fields, as well as assistance in achieving success by our talented staff. We place great emphasis on the partner-based nature of the mentor employee relationship. It offers much freedom – each employee can choose his/her own mentor or ask his/her superior for assistance in this regard. The role of a mentor is entrusted to experienced employees of the company, who have extensive experience and knowledge in a given area, as well as highly developed personal and social competences. As a supervisor of an employee’s professional development, a mentor supports mentors in solving any emerging problems and provides them with specialist knowledge about the work performed. Furthermore, a mentor helps mentors follow their individual career paths tailored to their needs and expectations. An unquestionable advantage of mentoring in our organization is the growing commitment of employees to their work, the strengthening of internal communication and good atmosphere both within a team and across the entire EDC. Mentoring at the EDC has so far been mainly informal in nature. A more formalized form of mentoring is offered by the One GE Mentoring Program, which pairs up mentoring individuals from various GE sites in Poland, as well as fosters the exchange of knowledge and creation of relationships between various businesses.

Development programs

In 2018, in order to address the developmental needs of managers, we continued the Engineering Development Leadership program. Within the framework of the program, there are developmental sessions which include motivational speeches by inspiring speakers, exercises, discussion panels, articles and films on issues related to leadership skills necessary in the current business conditions and the changing reality. The management staff from the Aviation department took part in 4 sessions

Acceleration Lab

In 2018 we launched a new development initiative within GE Power business. 12 participants had a chance to face real-life business challenges such as developing knowledge-sharing tool, recruiting interns or preparing Power heritage campaign. The goal of the program is to develop leadership skills in practice by learning “on-the job”. To support those activities, the participants has a series or meetings with GE Power and EDC Leadership team, took Gallup’s Strengths Finder talent assessment and each of them had a mentor assigned. The program lasted one year, and the formal graduation took place on Engineering Recognition Day ceremony.

Power Mentoring Program

The one-year Power Mentoring Program has been launched in 2018 to strengthen the cooperation between two parts of Power business – design and services as well as give our young talents exposure and visibility. The mentees were 10 engineers starting their career in GE Power and the mentors were the technical experts (Controlled Title Holders) and system engineers. The program has some formal boundaries but mostly offered flexibility to choose the right topics, meeting frequency and goals. The mentoring covered both technical topics as well as business discussions and career advices.

HealthAhead – ensuring the well-being of our employees

One of the Engineering Design Centre’s objectives is to promote a healthy lifestyle among our employees. This is why the HealthAhead (HA) initiative has been actively implemented for almost 10 years now. This program revolves around leading a healthy lifestyle: healthy eating, coping with stress, physical activity, promotion of preventive examinations and fighting the tobacco addiction. The HA’s mission is to inspire employees and their family members to obtain optimum health and well-being. Moreover, HealthAhead helps achieve a work-life balance, for instance by organizing stress-coping campaigns, meditation classes and support groups related to home-related problems.

In 2018 in HealthAhead organization we had 16 active groups (EDC Basketball, Bikers, Calisthenics, Climbers, Hockey, Divers, Healthy Spine, Kayakers, Runners, Soccer, Squash, Swimmers, Table Tennis, Trathlon, Voleyball and EDC Yachting Team) which organized below events:

Eat Well

  • 7 nutrition workshops
  • Individual consultation with dietician
  • Introduction of the new„Healthy Snacks” to the vending machines

Stay Healthy

  • Medical care of employees – Lux med
  • Influenza vaccination campaign
  • Seasonal Information Campaigns

Find Balance

  • 9 Mindfulness Workshops
  • 10 Yoga Workshops
  • HeadSpace promotion
  • Organized Mindfulness Month activities
  • Organized Healthy Spine month and massages

Sleep Soundly

  • 3 Sleep Soundly workshops

Quit Tobacco

  • World day without a cigarette
  • Quitting tobacco workshop

HealthAhead plans for 2019:

Find Balance

  • Cycle of Yoga workshops
  • Cycle of Mindfulness workshops
  • Assertiveness workshop
  • Mindfulness Month
  • Healthy Spine Month
  • How to deal with stress – cycle of classes
  • Work-life balance classes for parents

Stay Healthy

  • Medical care of employees – Lux med
  • Seasonal Information Campaigns

Sleep Soundly

  • Sleep Soundly workshops

Eat Well

  • Cycle of nutrition workshops
  • Cycle of individual consultations with dietician
  • Create EDC recipe book
  • Cooking workshops for employees

Quit Tobacco

  • Awareness campaigns
  • Quitting tobacco workshop
  • World No Tobacco Day (31 May)

HealthAhead Day

  • May 15th event at ILot Campus

GE Women’s Network – we support the development of women

One of the most important assumptions behind the organizational culture of the Engineering Design Centre is to provide a workplace for each person who has the knowledge, abilities and skills in his/her selected field, irrespective of sex, cultural differences, political or religious views, and sexual orientation. GE Women’s Network is one of the initiatives created to address the above-mentioned issues. It shows that diversity manifested through the presence of female engineers in business is a positive or even expected phenomenon. This initiative promotes the profession of an engineer amongst women and encourages them to take up studies at technical faculties. The activities of GE Women’s Network are concentrated on the improvement of managerial and technical skills of women, career planning and integration with other women. GE Women’s Network fulfils its goals through training courses and workshops, dedicated developmental programs, as well as meetings with the senior managerial staff and persons who have become successful in corporation and in business.

In 2018, GE Women’s Network organised 12 miscellaneous events including: EDC Academy, Self-confidance training, SCRUM/Agile dla zielonych, inspiring event with Dorota Wellman.

Engagement Team – involvement of our employees

Cooperation, receptiveness to dialogue and opinions of our employees is the foundation of the Engineering Design Centre’s culture. Since 2014, we have organised regular meetings of employees from various management levels (a dozen or so people), whose aim was to address the needs and strive to improve the working conditions of our staff. We have actively involved our employees in discussions on the development of our organisation and jointly solved any problems that have appeared. Moreover, the employees have been able to share their opinions by talking with their immediate superiors on a daily basis. We have a successful track record of numerous projects aimed to improve our employees’ working environment including: opened a modern canteen for our employees, which offers various types of food, works on the parking rules and regulations and on the document specifying the new standard of offices or setting the new dress code rules.

Benefits: medical care, Multisport cards, subsidies

Medical care

Each employee on an employment contract may benefit from private healthcare, encompassing health programmes, disease prevention, as well as daily support in case of any health problems. Each subscription guarantees unlimited access to specialist consultations during illnesses, upon exacerbation of chronic disease, as well as help in emergency cases. The services available to our employees and their families include:

• comprehensive specialist consultations

• consultations of a psychologist (including a sexologist/andrologist) and psychiatrist

• consultations of professors with referral • comprehensive diagnostic tests (laboratory and imaging diagnostics)

• out-patient consultation procedures

• skin allergy tests

• pregnancy management

• vaccinations against flu/antitetanus anatoxin

• dental consultations

• preventive “Healthy Woman” and “Healthy Man” Medical Check-Up

• rehabilitation, etc.

Life insurance

All our employees, irrespective of their working time, are offered basic group health and life insurance coverage on preferential terms. If an employee wishes to participate in the insurance coverage, s/he needs to complete a relevant declaration. The insurance coverage encompasses the life and health of each subscribed employee and, to the extent specified, his/her closest family members. Insured employees are entitled to payments, for example, in the event of illness or accident leading to their hospitalisation or incapacity to work.

Multisport card

With our employees in mind, we have negotiated attractive conditions for joining the Multisport Programme, which allows the participants to use the numerous options available for actively spending their free time. Employees who declare their willingness to participate in the Multisport Programme receive a special Sports Card that provides them with an unlimited access to over 244 sports facilities across Poland and to miscellaneous recreational and sporting activities. Moreover, it is possible to purchase additional, personal Multisport cards for family members. Each of our employees can enrol one person over 15 years of age, as well as three children up to the age of 15 years.


For the benefit of our employees and their families, within the framework of our Company Social Benefits Fund available in our organisation, we provide a series of additional benefits, i.e. additional funding before Easter and Christmas, as well as before summer holidays, housing loans and special assistance grants. Moreover, employees who find it necessary to wear eye glasses while working with computer screens may apply for additional funding to purchase them. We also offer subsidies to the 3rd pension pillar (IKE). We develop and build the competences of our employees. Thanks to the commitment of our staff, we are able to fulfil international projects. We finance or co-finance employees’ training courses, workshops, seminars, post-graduate studies and language courses.

We invest in people

Our employees constitute an exceptional capital of our organisation. Based on the many years of our experience, we have noticed that they are more eager to use their potential if they receive suitable conditions from the employer and pleasant atmosphere in which they can work. On order to provide our engineers with a friendly working environment, we have implemented, in all the areas of our activities, the GE Performance Development system, based on an individual approach to every single employee. It is used by employees at all levels of our organisation. The system allows each employee individually to work on their efficiency, manage their own career and create their own professional development path. Employees receive feedback on their performance not only from the immediate superior but also from their colleagues. Our priorities and cooperation with the surrounding environment make it possible for us to work on ourselves on a regular basis, take care of our professional development and design our professional future.

For Local Community

GE Volunteers – we offer help

GE Volunteers is an initiative established by General Electric, which was adopted at the EDC in 2010. The principal motto of GE volunteers is to provide direct support to those in need chosen by the employees involved in charity initiatives. In our opinion, involvement in the employee volunteering programme helps both the company and its employees obtain mutual benefits. They include, amongst others, the creation of the image of a responsible and socially involved organisation, as well as the integration of employees and enhancement of their job satisfaction level. Our employees take conscious decisions about helping others, in accordance with their own needs and potential. We support all those who participate in joint charitable projects and inspire them to take further actions.

In 2018, our employees organised 26 projects, during which we worked together for 1300 hours.The campaigns concerned 4 areas, namely education, local community support, health-oriented issues and increasing environmental awareness.

By helping others, we support the development of science through:

Tutoring and sporting activities

Our volunteers selflessly help youngsters from the Janusz Korczak Children’s Home No. 2 and the Children’s Home No. 9 in Warsaw with their learning difficulties. Most of our employees are people with scientific minds. Therefore, they enjoy sharing their knowledge through tutoring sessions in mathematics, chemistry, physics and foreign languages. The classes were held at our centres, depending on the children’s needs – from 1 to 5 times a week. Besides tutoring, during the summer and winter sport seasons, our volunteers have organised periodical training courses for children in outdoor team games.

The Young Explorer’s Club

In cooperation with the Academy of the Future, GE Volunteers organise regular classes for children and youth of the Young Explorers Club. On the premises of the Institute of Aviation, along with volunteers, young club members carry out scientific experiments in physics, chemistry or natural sciences. The relationships amongst participants based on mutual trust and inspiration, joint determination to solve fascinating puzzles of nature, involvement and passion of both sides are more than just slogans.

GE Volunteers organized a few recurring events for kids from Children’s Care Home No. 2 in Warsaw, such as ice skating and bumper cars driving at the National Stadium in winter and bike tours or horse riding when the sunshine came back to us. They also coordinated numerous educational events for Warsaw’s primary schools’ students – the youngsters had even an opportunity to learn how to program a robot to recognize and avoid objects on its path! The Volunteers did not forget about our little brothers – along with the kids from the above-mentioned Children’s Home, they constructed nesting boxes for birds. Newly built shelters were later handed over to the Forest Inspectorate of Celestynów.

The previous year concluded with a tasty action called “It’s a piece of cake”, where the Volunteers collected 3600 PLN selling homemade cakes and pies baked by EDC managers.

EDC Academy

EDC Academy under the brand of Pani Inżynier w Pracy organize by GE Women’s Network it’s a 4-day workshop. We have invited 24 female students from Polish technical universities to  learn how to build their careers and got to know how work in the technology industry looks like. They discovered the secrets of self-presentation art, visited EDC laboratories, got knowledge about what engineers at EDC do every day and became familiar with Agile culture.

Why women? We believe that employees’ diversity and the comfortable work environment allow for development, innovativeness and competitiveness. Pani Inżynier w Pracy: Akademia EDC is an initiative aimed at promoting technical faculties and engineering profession among women in the areas which are usually considered to be dominated by men.

Night at the Institute of Aviation

Night at the Institute of Aviation is the largest event in Warsaw that presents scientific research for aviation and space, as well as enterprises and institutions that work in these sectors. The event is addressed to all lovers of aircraft, science, technology and those who take keen interest in the world and like active ways of spending their leisure time. It is also an opportunity to ask questions of specialists from various fields, as well as to touch, photograph and test modern aviation and space technologies.

On October 12th 2018, EDC took part in the 9th edition of Night at the Institute of Aviation. This year more than 43 000 visitors participated in that enormous nocturnal educational events in Poland, aimed at popularization of aviation and aerospace industry sector in Poland and at promoting engineering professions. 72 EDC engineers were waiting for the guests on the stand in the main hall of the X building and in 3 EDC laboratories. They were there to share their knowledge and passion to innovation and technology. Our guests could have watched our multimedia exhibition and 3D printing show. They learned how to operate an ROV and checked how the Virtual Reality looks like. Many talented visitors joined EDC technical quiz and made themselves a unique engineering photo at the photo booth. Kids loved their pictures in the pilot hat and had a lot of fun folding paper planes in the Creative zone.

EDC Hackathon 2018 – Flight Simulator

During the 9th Night at the Institute of Aviation we hosted the second EDC programming competition – EDC Hackathon 2018 – Flight Simulator. 16 programmers (4 teams) were chosen to take part in our unique avionics adventure. The task was to make the fully functional and responsive cockpit to be used with the simulator of Cessna 172SP.

The competition lasted 24 hours. During this time the participants were assembling and programming the cockpit. The jury consisted of EDC experts made the difficult decision about the winners, giving each team the points for both – realization of the task and for things such as fair-play, technical proficiency and the ability to perform the task with minimal number of hints

Cooperation with Girls in Tech organization

On Wednesday, June 27th 2018 GE Women’s Network together with Girls in Tech foundation organized the first meet-up “Digital solution for Aviation – drones, aviation systems and piloting”. It was a great event for those who are interested in drones, wanted to learn more about airplane control or were curious of the details of the system engineering for aircraft on-board systems. We hosted over 50 guests who had an opportunity to talk to some experienced specialists working on world-class digital projects.

For Students

In 2018, we got involved in a series of meetings and projects with students to give them an opportunity to become familiar with the EDC as an employer open to cooperating with universities and willing to help young people get into the labor market.

At EDC we attach a great importance to expand the network of our business contacts and commerce projects with new partners. Thanks to the extensive cooperation between the GE sites in Poland and worldwide, we know that even during organizational changes we are always ready to deliver the results expected by our clients. To reach the network of our various stakeholders, we are developing our on-line profiles, cooperate with local authorities and community as well as academic environment.

Engineering Design Center
Aleja Krakowska 110/114
02-256 Warsaw

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