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Commitment
Commitment: The business and work done by the Pão de Açucar Group is
ethics-oriented. Such value is intrinsically permeated in all the Group’s actions.
Conciliating interests of shareholders, customers, suppliers and community, as well as valuing the human being in all the relationships it maintains, the Group rules its actions in accordance with the following principles: respect, honesty and integrity, humbleness and courage, life quality, responsibility,transparency, respect to confidentiality, nature conservation, quality in service delivery.
Systems Actions Performance
         
Human Resources Environment Management: constant
monitoring of the workplace.		 “Open Doors” Meeting – Monthly meetings intended for the direct contact between the topmanagement and our stores and CDs. “Talk with Abílio Meeting” – Open space between the chair of the board (Abílio Diniz) and employees from every level of the company. The discussion topics are free and raised by the participants, such as: suggestions for
improvements in the processes and curiosities about the group. The Purpose of these meetings is to narrow the relationship, enabling the exchange of information that affect directly or indirectly the environment in the Company. HR Service – Structure to collect and forward to the areas in charge the complaints and information provided by the employees. Each business unit has its own service team. This channel provides our employees with a direct and fast contact, making easier for the HR to identify and to take actions quickly on possible incidents that may affect the balance of the Organizational

Environment. Principle
Human Resoucres Makes available a number of actions on health, life quality and entertainment for the employees. Pão de Açúcar Gym – Sao Paulo Units: Administration office, Extra Stores (Morumbi,
Guarapiranda and Brigadeiro) and Distribution Center. Rio de Janeiro Unit: Sendas Stores.
SPe.Arv.e Cs lnueba –r lOy f1fe,8rs0 0t rpaeinoipnlge .a nd physical conditioning for street running, walks, swimming and water aerobics.
Serves nearly 2,400 people in the regions of Sao Paulo, Baixada Santista, Federal District, Rio de Janeiro and Fortaleza.
Country Club – 52,000 m² of leisure with 7 barbecues, 1 Olympic swimming pool and 1 pool
for kids, 1 grass soccer field, 2 sand soccer fields and 1 multisports center, 1 multisportscourt and 1 playground. In high season, nearly 2,000 people are served every week.
Baixada Club – situated in Cubatão, the club spans in a 4,980-m² area. A few of the amenities include 1 assembly room, 1 game room, 1 swimming pool for adults and 1 for kids,
1 multisports court, 3 kiosks with tables and chairs, 1 playground. In high season, nearly 100
people are served every week.Library – Central Distribution Area Sao Paulo: collection with 2,700 books. Serves all SaoPaulo’s CDs. Main Unit 8,257. Serves all the stores and CDs in Brazil, through sending and
returning of books via internal mail pouch;
Living Better Place – structured in Sao Paulo’s Headquarters, it features a complex with three squash courts, seasonal shops, beauty parlors, restaurant and coffee shop. In the
stores and CDs the Living Better Place represents the resting area structured according to the conditions of physical space available in each store / CD; Massage – structured in Sao Paulo’s Headquarters, a number of massage options (Reiki,
lymphatic drainage, quick massage and shiatsu), for prices below the market value;Special Offers for Employees – issuance of Sesc (Trade Social Service) benefit card, specialdiscount sale of tickets for theme parks, cinemas and theaters, as well as culture incentive
events;Special Deals with Hotels and Inns – Special discounts in hotels and inns throughout Brazil
are offered to employees and their families.
Human Resoucres Additional benefits: Focusing on the
appreciation of its employees, the
Pão de Açúcar Group offers a number
of advantages, in addition to the
benefits required by law.		 . 80% subside on the meal price for 100% of employees.
. 100% of employees have health care plans e dentistry plans fully paid by the Company.
. Nearly 1646 employees receive bonus to purchase from outlets of the Group. Every fiveyear
period, employees who have been working for us from 10 to 50 years are entitled to the
benefit.
. Every employee undergoing college education is entitled to 50% of the tuition fees. The benefits follows development criteria; 4376 employees were benefited in 2006.
. 11 special scholarships were offered to workers who have physical or mental impaired children, or holder of other impairments.
. The Employees’ Credit Cooperative made available in 2006 – 7,200 school-supplies kits to
their legal dependents.
. The Employees’ Credit Cooperative granted 39,803 loans at interest rates below those
practiced in the market for the year 2006.
. Newborn supplies – delivered to employees and to wives of employees to pregnant ladies
by the 8th month of pregnancy – 2,085 in 2006
Human Resources Diversity Promotion: opportunity to
historically discriminated groups,
with initiatives targeting the youth,
senior citizens, the physically
impaired and teenagers in socioeducative
action.		 People with a Future Program: Carried out in a partnership with CASA Foundation, the program is intended for the inclusion and reintegration of youths who are doing time under
supervised parole. The youths are hired for positions fitting their profile as a company
employee, being a staff member of the Pão de Açúcar Group. Ninety-two youths have been benefited by the program. Not only them, but also their leaders and family members are monitored on regular bases.
Impaired Professionals Inclusion Program: our action is intended to extend the hiring of
such professionals, believing in the individual potential and not in the special need. In addition to the hiring, the program also allows for monitoring and consciousness-raising actions. In December 2006, we had 527 professionals with special needs.
Apprentice Program: The program aims at including the youths in the Pão de Açúcar Group,
enabling their technical qualification in the goods and services business. The 2-year long program is run under technical guidance of SENAC (Business Learning National Service) and is monitored by the Human Resources area. In December 2006, we had 687 hired apprentices.
Senior Professionals – offers work opportunities for senior citizens (above 55 years old).
The program believes in the capacity and experience that such professionals add to the
company offering, not only an income, but also a place for this population to spend time with other people, resulting in socialization, a life-quality improvement, a self-esteem boost, as well as the exercise of citizenship. In 2006 we had 1,213 hired people.
Human Resources CIPA – Internal Commission for
Accident Prevention/Occupational
Health.		 The Pão de Açúcar Group maintains 372 Internal Commissions to prevent accidents,
totalizing 1,213 employees who, in addition to the activities connected to their titles, act as multipliers and agents focused on the reduction of work-related accidents.
Operations Customer’s Home: interaction
channel between the Company andthe consumers via telephone, e-mail,on-line service, letter or in person.		 In 2006, from the average of 43 thousand monthly contacts with the Customer’s Home, 76%
were information requests, 6% complaints, 1% compliments, 1% requests, 1% suggestions,
15% other services..
Operations Customers Board: composed by
customers and managers, intended todiscuss improvements for the stores.
The tenure is for non-renewable sixmonths, so that as many customers as possible can take part.		 In 2006 alone, 3,500 meetings were held in 433 outlets, with the attendance of over 8,600 advisers.
Operations Customers Survey: intended to findout the customer profile in each business unit. From January to December 2006, the department of Market and Customer Awareness carried
out 13,643 thousand personal surveys in the stores, over 507 thousand surveys at the points
of sale, and heard 1,013 discussion groups.
Operations Accessibility All stores opened as of 2005 are fully adapted to receive this public. Moreover, the stores
employees are skilled to serve them properly.
Solidary Commerce Brazil Faces: sales channel for
sustainable products, manufactured by groups and organizations throughout Brazil. The participant selection follows criteria such as income generation for the communities where they act, rejection of child labor, respect for the rights of the Indian people, environmental concern, promotion of
gender equality, social inclusion, and others. The Pão de Açúcar Group respects each supplier’s productivecapacity. It is a unique initiative in
the world.		 Sales in the same stores went up by 45.2%.
The average sales per store went up by 89.6%.
We have 37 points of sale and 86 registered suppliers.
Communitarian
Development		 Pão de Açúcar Institute: Education. . 6,936 children and youths attended the educational programs in 2006, comprising
Languages, Sports, Music and Professional Preparation. ?. Maintenance of 6 educational
centers installed in the stores. ?. Over 20,000 people have attended the Orchestra Concerts.
?. Maintenance of 04 Orchestras in a partnership established with Sao Paulo Municipality, at
the Unified Education Centers with 14 concerts per year.
Communitarian
Development		 Pão de Açúcar Institute: Corporate
Volunteer Program.		 Program suspended in 2006.
Communitarian
Development		 Anti-Waste Partnership Program:donations of products which are in good use conditions, but not good enough to be sold, to social
organizations previously registered in
the stores.		 Result 2006 (Pão de Açúcar, Extra, Cbem, Sendas and Distribution Centers)?Donation ->
48,166 tones of food?No. of donating Stores -> 404 ?No. of Benefited entities -> 425 ?No. of People served -> 157,787
Communitarian
Development		 Locals Social Mobilization Actions:awareness of communities in thesurroundings of the stores to collect food, books, toys and clothes. Participating Business Units -> Extra, Pão de Açúcar and CompreBem
Benefited: stores in the state of Sao Paulo, delivery to FUSSESP and stores in other states, to
entities registered in the stores and/or which are part of their communities. ?Clothes
collection campaign / Results (in units):?Extra -> 101,000 ?PA -> 25,000?CompreBem ->
17,000?Note: in 2006 no book and toy collection campaigns were carried out.
Communitarian
Development		 No Hunger: a Federal Government’s initiative intended to eradicate
hunger and poverty in Brazil.		 We contributed through the food donation program “Anti-Waste Partnership” -> total donation -> 48,166 tons of food.
Culture
Democratization		 Bread Music: free open-air concertsof popular Brazilian music in theNortheast, Southeast and Middle West
cities.		 In 2006 a total of 4 concerts took place:
Piracicaba/SP - Barão Vermelho, Pepeu Gomes and Armandinho = 50 thousand people
Brasília/DF - Zezé de Camargo & Luciano and Dominguinhos = 80 thousand people
Fortaleza/CE - Zezé de Camargo & Luciano + Dominguinhos = 75 thousand people
Campinas/SP - Barão Vermelho e Pepeu Gomes = 50 thousand people.
Culture
Democratization		 Music in the Park: shows in the City Park, one of the main leisure andculture places in the city of Salvador
(Bahia).		 No. of Concerts: 24 shows; ?No. of benefited people: estimated attendance of 60 thousand people summing all concerts; ?Groups and/or artists performing: Alex Góes, Alexandre
Leão, Bule Bule, Cascadura, Eduardo Dussek, and others.
Culture
Democratization		 Extra Cinema Session: free-of-charge open-air sessions of national movies. Performed in 2005 and suspended in 2006.
Sports
Democratization		 Extra Bike Brazil Circuit: incentive to bicycling. It consists of ten stages
which took place in the main
Brazilian cities..		 In 2006, rides took place in the cities (Fortaleza, Natal, Salvador, Brasília, Belo Horizonte, Niterói, Mogi das Cruzes, SP - Capital, Santos and Curitiba), with free review in all of them, totalizing 35 thousand participants.
Sports
Democratization		 Live Well Walk: incentive to practice of physical activities of senior citizens. In 2006, the activities took place in the cities of Vale do Paraiba, Interior and Praia Grande, totalizing over 5 thousand participants.
Sports
Democratization		 Sendas Walk: incentive to practice of physical activities of senior citizens. In 2006, the activities took place in the cities of Rio de Janeiro and Baixada Fluminense, totalizing over 2 thousand participants.
Sports
Democratization		 Super Cup: soccer championship for boys aged from 13 to 16. The sports
event is a chance of leisure and community integration, being often the only one taking place in the
communities		 CompreBem:19 thousand registered (born in the years of 1990/91/92/93)?1920 boys selected to play in the championship Sendas: 8 thousand registered (born in the years of 1990/91/92/93)?1200 boys selected to play in the championship
Sports
Democratization		 Super Ball: selection of boys for the Training Centers Pão de Açúcar Soccer Club (Sao Paulo), and Sendas Sports Club (Rio de Janeiro),
representing a chance of social status change through soccer.		 CompreBem:220 boys selected for the Super Ball Program - Soccer: 60 boys for sub-15 and
60 boys for sob-17 - Retail School: 100 boys Sendas:220 boys selected for the Super Ball
Program - Soccer: 60 boys for sub-15 and 60 boys for sob-17 - Retail School: 100 boys
Sports
Democratization		 Running National Circuit Pão de
Açúcar: incentive to practice of
running.		 in 2006, 2 Relay-Marathons took place ( Fortaleza => 4 thousand participants and Sao Paulo => 20 thousand participants), 2 Races Pão de AçúcarKids with 1,800 participants in each stage and 2 10-km races (Sao Paulo => 4 thousand participants and Brasília => 2 thousand
participants).
Sports
Democratization		 Sponsorship of race-modality athletes Results: Medals in the Rio de Janeiro Pan American Games 2007
. Hudson de Souza: Gold in male 1,500 m
. Juliana Gomes: Gold in female 1,500 m
. Maurren Maggi: Gold in long jump
. Marilson Gomes: Bronze in 5,000m and Silver in 10,000m
. Roni: Bronze in team squash.
Responsible Retail The GPA meat quality program is
intended to offer the consumer a
product processed with economic
sustainability and socioenvironmental
responsibility. With
technology and management valuing
and stimulating the productive chain
to incorporate the responsibility for
the health of men, animals and the
environment.		 Highlights 2006:
. 07 participating farms and 6,000 animals produced.
. Assistance to the farms for studies to minimize the environmental impact in the production
process – Partnership with Campinas Agronomy Institute;
. Participant as anchor in the Weaving program supporting 9 farms in the implementation of
RSE practices;
. Long-term purchase planning with the farms;
. Purchase guaranty of the production under contract;
Systems Actions Performance