Commitment: The Pão de Açúcar Group is committed with a Human Resources policy focused on justice, transparency, impartiality and professionalism.
The group does not accept, in its processes or at the workplace, any form of discrimination related to race, gender, sexual orientation, color, religion,
age, ethnic origin, physical or mental disability and/or any other classification.
Systems
Actions
Performance
Human Resources
Diversity Promotion: opportunity to historically discriminated groups,
with initiatives targeting the youth, the elderly, the physically impaired and teenagers in socio-educative 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 in the program. Not only them, but also their leaders and family members and 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
Career Plan: non-discrimination in
the staff-members movimentation.
100% of hiring and promotions were made based on the personal development.
Human Resources
Monitoring of hiring indicators to historically discriminated groups.
2006 data regarding the total of employees:
44.41% women 5.62% employees older than 45 years
Code of Conduct
Maintenance of the Code of Conduct.
. The Code does not accept, under any circumstances, the exploitation of child labor,
reserving the right of not hiring services, or of having no business relations, with
organizations or entities which adopt such practice.
. Distribution of the Code to 100% of the hired employees;
. Constant disclosure in the Company’s internal communication vehicles;
. Present in 100% of the delivery contracts.
Code of Conduct
Code of Conduct: comprised of the
areas of Special Operations, Legal,
Business, Auditing, Human Resources and Operations, with the purposes of
analyzing possible Code
infringements, forwarding the more serious cases to the executive board
and disclosing the necessary measures taken.
In 2006, the Ethics Committee got together on monthly basis.
