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Social

People

Respect for life and people is one of the principles of our Code of Ethics, and is made explicit in our strategic positioning. In addition, the Code is committed to accountability and transparency as the conduct of our business. We also have a Corporate Human Resources Policy.

In accordance with our Strategic Positioning and as an expression of a management of work relations permeated by dialogue, by valuing employees, by respecting their representations and by balancing employee desires and our corporate objectives, we affirm our policy of permanent union negotiation, with the consolidation of Collective Labor Agreements, in which the objective conditions of labor relations are broken down into social and economic clauses.

In December 2020, we had 41,476 employees in the parent company, in addition to 91,426 employees of service providers operating in our units.

Our employees enter Brazil through a public selection process that are carried out with equal base salaries for men and women and, according to Brazilian law, 20% of vacancies are reserved for black candidates and 5% for people with disabilities. deficiency. In 2020, 73 people joined our parent company, 22 women and 51 men.

In 2020, the Company conducted four Voluntary Dismissal Programs (PDV), with three launched in 2019 for different audiences (retirees, employees from areas undergoing divestment and employees from corporate areas) and one launched in 2020. The total number of employees who have left the company due to voluntary severance programs from 2014 to December 2020 is 22,417. The total compensation paid as a result of these programs was R$7 billion, representing, from 2014 through December 2020, a financial return of R$36 billion in avoided costs. Historically, our turnover rate has remained at low levels, with the exception of 2014, 2016 and 2017, due to our programs.  In 2020, our employee turnover rate stood at 5.59%.

Remuneration

The direct compensation of our employees is assessed annually through market research, conducted by specialized consultants, such as Willis Towers Watson and Korn Ferry Hay Group. The results show that the salaries we pay are in line with the best practices in the oil and gas market. In the latest survey, carried out by the consultancy Willis Towers Watson in 2020, our monthly average was compatible with the third quartile of the market, composed of 53 companies operating in the O & G segment.

This position has remained stable since 2007. The salary values ​​practiced , without any regionality, gender or ethnicity distinction, are reviewed and corrected annually through negotiation with unions representing the professional category.

The relationship between the total annual remuneration of the highest-paid individual and the average salary of all other employees is 6.25, with the highest paid person the president. The minimum entry remuneration is R $ 4,634.28 and is equivalent to 4.43 times the current national minimum wage, without any gender breakdown.

In addition, we have a variable remuneration program for our employees that aims to align individual performance with ours. global goals and increase engagement so that everyone feels responsible for our results.

In calculating the variable remuneration of all employees, we consider four global performance metrics: 2 financial and 2 environmental – Gross Debt, Value Added Variation (Delta EVA), Intensity of Greenhouse Emissions (IGEE) and Leaking Volume of Oil and Derivatives (VAZO). In addition, each employee or executive has specific goals defined on their scorecard.

Benefits

We offer Pension Plans that cover 96% of our employees, considering that the plans are offered and not imposed.

We also offer the Multidisciplinary Health Care (AMS) Health Benefit for our active, retired employees and their dependents. AMS offers medical and dental assistance, as well as self-management health and pharmacy benefit programs. In 2020, AMS served 278,851 beneficiaries distributed in all states of the federation. In 2021, the cost ratio will be 60% for the employer and 40% for employees, pursuant to ACT 2020-2022.

We also offer educational benefits, aiming to contribute to the training and instruction of employees and their children.

Employees or maids who have proven the birth or adoption of a child are eligible to take maternity or paternity leave. In addition to the legal determination, our employees are entitled to extend maternity leave, reaching a total of 180 days, and to extend paternity leave, reaching a total of 20 days. It is also guaranteed the extension of maternity leave in case of premature birth (before the 37th week of gestation), for the time that the baby remains hospitalized, limited to 8 weeks.

In addition to the benefits mentioned above, we have implemented other measures aiming at the well-being being of our employees, such as the granting of a workload allowance to employees with disabilities and employees who have children with disabilities, who are enrolled in the Special Assistance Program – PAE and who need follow-up to medical consultations and / or therapies. The allowance for employees who have children with disabilities has been extended to up to 240 hours per year, non-cumulative. In 2020, 248 employees were entitled to the mentioned bonus.

Union Relations

The Union Relations theme is present in our Code of Ethical Conduct (item 4.2), as well as in the HR policy (guideline 6). It is also worth noting that we have been signatories since 2003 to the Global Compact, whose principle 3 provides for the effective recognition of the right to collective bargaining. According to item 4.2 of our Code of Ethical Conduct, we recognize our employees’ right to free association, respect and value participation in unions and do not practice any type of negative discrimination in relation to our unionized employees.

About 92% of our employees are covered by collective bargaining agreements, the rest being covered by individual labor agreements.

We maintain a policy of permanent dialogue and negotiation with employee representatives. An example of this are the meetings of permanent committees, held periodically with the unions to deal with issues such as the work regime, health plan and monitoring of the collective agreement, which aim at both improving working conditions and facilitating negotiations for celebration of collective agreements, mitigating the risk of strike movements.

Diversity

When we talk about diversity, we embrace inclusion and equity, in favor of an environment favorable to the expression and recognition of employees’ identities and to the consolidation of relationships based on respect and trust. Its management is carried out through the principles of respect for differences, equal opportunities and non-discrimination.

Gender data (Controllership – Data of 12/31/2019)

Ratio of Salary and Compensation between Women and Men (Controllership)

Relevant Operating Units Functional Category Middle Level Higher Level
Exploration and Production Executive Board (DE&P) with function 0.75 0.93
without function 0.78 0.91
Executive Directorate for Refining and Natural Gas (DRGN) with function 0.76 0.92
without function 0.79 0.92
Other Directories with function 0.79 0.93
without function 0.82 0.92
Total with function 0.77 0.93
without function 0.77 0.91
TOTAL 0.76 0.91
  • We have classified the areas directly related to our main business in “Relevant Operating Units”: exploration and production area and refining and natural gas (RGN) area. The other operating units and administrative units are part of the item “other directorates”.
  • Average remuneration for women divided by the average remuneration for men, in the case of each group. We have a salary table with different levels of basic salary, all applicable to both men, as for women.
  • However, for the calculation of remuneration, basic and additional wages are considered, such as transportation vouchers, childcare allowances, etc.

Ethnic-Racial Profile (Controllership)

Local Hiring

Health and Safety

Safety

Our goal is to operate within the best safety standards worldwide. One of our main metrics is the Recordable Accident Rate per million hours of work (TAR) below 0.56 and the ambition of zero fatalities.

To reach this level, we launched the Commitment to Life program, which includes initiatives focused on preventing accidents and preserving life and the environment. The actions that make up the Commitment to Life Program are structured based on the results of our health, safety and environment (HSE) management assessments, on the basic causes identified in the accident investigation processes, and on the environmental scenarios of the last few years. Since the launch of the first Commitment to Life Program, in 2016 we had a significant reduction in the Recordable Accident Rate (TAR) from 2.15 to 0.56 in 2020.

Golden Rules

In order to support the safety culture, ten Golden Safety Rules were defined. Therefore, the most recurrent accidents in the oil and gas industry and in our history were considered. Training in the Golden Rules is mandatory for all our employees in Brazil and abroad.

 

  • 1. Work Permit

  • 2. Energy Isolation

  • 3. Work at Height

  • 4. Confined Space

  • 5. Explosive Atmospheres

  • 6. Safe Positioning

  • 7. PPE’s

  • 8. Attention to Changes

  • 9. Traffic Safety

  • 10. Alcohol and Other Drugs

Recordable Accident Rate (TAR)

Health

The risks related to the processes and activities developed in our operations are controlled and described in the Environmental Risk Prevention Program (PPRA). According to the risks mapped in the PPRA and monitored by our Occupational Health Service area, a high incidence of occupational disease has not been identified in our processes.

Our employees are subjected to occupational medical examinations, whereby they receive general and specific orientations regarding health, in addition to occupational guidelines related to any occupational hazard identified, work organization and the workplace.

Employees have access to some initiatives related to the following health programs:

 

  • Program for the Control of Chronic Non-Communicable Diseases (NCDs);
  • Mental Health Program;
  • Labor Potential Rescue Program (PRPL);
  • Oral Health Program;
  • Healthy Eating Program;
  • Physical Activity Promotion Program; and
  • Alcohol, Tobacco and Other Drugs Prevention Program.

Our model to promote physical activity is available to all our employees. We increased the number of partner gyms and expanded the modalities of physical activities to include weight training, CrossFit, dancing, martial arts, Pilates and outdoor sports, thus encouraging employees to choose an activity that they will enjoy, with the purpose of making physical activities a constant part of our employees’ lives. During the pandemic, due to social distancing, we also included online classes.

In 2020, due to the coronavirus pandemic and teleworking, we created an environment to develop our digital relationship with employees, called For a Better Life, with the purpose of sharing experiences and knowledge to strengthen the subject of health and specific topics, according to individual needs, with the publication of monthly interactive posts that included orientations on health related to important and everyday aspects of our employees’ lives, such as food, physical activities, mental health, family health and breastfeeding, among others. The health events we organized included “Health Week” and “Flu Vaccination Campaign”.

In partnership with health authorities, we are following public vaccination campaigns.  In 2020, 8,975 of our employees were vaccinated for influenza. In addition, we paid for the vaccines indicated by the Occupational Immunization Program.

Given that the coronavirus pandemic began in China, in January 2020, employees stationed there returned earlier to Brazil. We developed several initiatives to guide, monitor and oversee repatriated employees and their families. We suspended non-essential business trips, both domestic and international, and maintained only trips that were essential and that could not be postponed. We held meetings for employees with trips scheduled during the pandemic to present the health and safety guidelines of their destination country.  In addition to requiring tests prior to the trips, we also monitored travelers returning to Brazil.

 

Human Rights

We base our performance on respect for human rights internationally recognized by Brazil and the countries where we operate. We believe it is our duty to respect, promote, raise awareness and prevent the violation of human rights in our activities and operate in compliance with the human rights protected by international treaties and conventions ratified by the State, such as the International Charter of Human Rights and the Declaration of Fundamental Principles and Rights at Work of the International Labor Organization-ILO, in addition to commitments assumed by our company, such as the United Nations Global Compact, the Women’s Empowerment Principles UN Women, the National Pact for the Eradication of Slave Labor, the Business Initiative for Racial Equality, the Business Open Charter for Human Rights, the Gender and Race Pro-Equity Program and the Corporate Declaration to Combat the Sexual Exploitation of Children and Adolescents .

Human Rights Guidelines

Petrobras’ Human Rights Guidelines guide our work on respect for Human Rights in all regions where we are present and throughout the life cycle of our projects and operations.

Our human rights activities can be divided into three main fields:

Combating Discrimination and Promoting Diversity - Internal Public

  • Our Human Rights Guidelines include: “Promote diversity by ensuring respect for differences and equal opportunities regarding access, compensation and career advancement.”

    Our Code of Ethical Conduct establishes that all our employees must: “Ensure a workplace that respects, embraces and promotes diversity of culture, color, ethnicity, religion, age, gender, sexual orientation and physical appearance, thus promoting equal opportunities and professional recognition based on meritocracy.”

    In line with our focus on preventing conflicts in the corporate environment, we develop training sessions and raise awareness of topics related to workplace violence. Thus, we hold remote lectures and presentations for internal and external publics on workplace violence, prevention mechanisms, inquiry and accountability, in addition to specific conceptual developments on moral harassment, sexual harassment and discrimination.

    Our Ombudsman-General Office has specific procedures to receive and follow up on workplace violence reports.  Since 2019, moral harassment and sexual harassment reports involving our employees have been examined by this team and, in 2020, we included reports of discrimination against our employees. During the inquiry, the Ombudsman-General Office provides specialized treatment in its interactions with the victims, the accused and the witnesses, and in the analysis of information. The confirmed cases are submitted to the Integrity Committee to establish accountability and consequences.  In relation to employees of service providers, any failure to comply with the Code of Ethical Conduct shall be reported to their employer.

    Our external and independent Denouncement Channel is prepared to receive reports on workplace violence, including moral and sexual harassment and discrimination.

    In relation to freedom of association, we have established in our Code of Ethical Conduct that all our employees are required to respect the party-political opinion, belief and conviction of all employees, as well as the right to join a union. The guidelines in our HR policy include the implementation of sustainable agreements for our company through constructive dialogues, based on ethics and transparency, with the purpose of overcoming differences in the negotiations with employees and their representatives.

    We have a public statement, approved by our Executive Board, on our practices to fight against modern slavery.

Declaration on combating contemporary slave labor

In relation to diversity, in 2018, we launched the Gender Equity Action Plan at the IV Petrobras Diversity Forum. Such plan aims to have a positive impact on the work environment, on the development and on the functional career of women, in addition to presenting commitments to the external environment. As initiatives, it enabled the creation of gender indicators in the process of selection and management succession, communication campaigns that inspire women for the STEM career (acronym in English for Science, Technology, Engineering and Mathematics) and specific training, such as diversity and prevention to violence at work.

Mitigation and Prevention of Human Rights Violations - Communities

  • Maintaining a long-term community relationship based on dialogue and transparency is one of our commitments. For this, we seek to know the dynamics of the communities close to the places where we operate, its social actors, as well as to develop relationship plans, which are monitored and evaluated by the Company.

The actions developed by Petrobras seek to foster the development of partnerships, in order to achieve the strengthening of bonds, the performance in networks and the generation of mutual benefits, enabling the respect for social, environmental, territorial and cultural rights of communities. Committees, meetings, lectures, visits and investments in social and environmental programs and projects are promoted, in line with the objectives of our businesses and contributing to the conservation of the environment and improvement of the living conditions of the communities where we operate.

For more information, see the Relationship with Communities section.

Human Rights Violation Prevention - Supply Chain

  • Our commitment to human rights in the supply chain is expressed in our Social Responsibility Policy, Human Resources Policy, Human Rights Guidelines, Code of Ethical Conduct and Guide to Ethical Conduct for Petrobras’ Suppliers. These documents reinforce that our suppliers must promote decent and safe working conditions for their employees and combat child and slave labor, in addition to promoting diversity, gender and racial equality and the inclusion of people with disabilities. Before signing a Contract with us, every supplier must complete and sign the Declaration of Compliance with the Supplier Ethical Conduct Guide and our Social Responsibility Policy.

Supplier Ethical Conduct Guides

All of our service contracts include clauses that require service providers to refrain from using child labor and labor analogous to slavery or in degrading working conditions. In the contracts for construction and assembly of refining process units and contracts for civil construction services, which are considered to be at greatest risk for human rights violations, there is also a declaratory social responsibility clause in the contracts.

To encourage and recognize good practices from our suppliers in relation to gender equity, race equality and inclusion of people with disabilities, we have instituted specific awards for these initiatives within the Best Petrobras Suppliers Award.

Relationship with Communities

We adopt standards and processes that guide our performance in Social Risk Management and Community Relationship in our investment projects, decommissioning , divestments and in our operations. These processes seek to prevent the violation of human rights in the communities where we operate and to strengthen bonds of trust with the communities around us. As a result, we promote a favorable environment for the development of our business.

We identify, analyze and respond to social impacts related to communities in our operations through the communit relationship process. The diagnosis and analysis of the communities surrounding our operations are carried out by multidisciplinary teams based in the operations units, in order to recognize the local reality and direct the relationship actions with the communities.

In the diagnosis stage of the social context, for example, we identify critical social risks in terms of severity which will consequently cause response actions to be incorporated in the Social Responsibility and Community Relationship Plan of each operating unit.

Currently, there are 22 local Social Responsibility and Community Relationship plans, representing 100% of our refining and exploration and production units.   These plans were prepared and validated for completion by 2020. These actions are monitored by a management system (SIGER) that tracks the percentages planned and carried out.

Today we have 182 assets in operation. Of this total, 93% (169 assets) have had some kind of consultation with the communities. These consultations may occur by means of public hearings at the time of implementation of the projects and/or by means of community committees or other social communication programs during the operation of the assets.

Among the projects under development, we have 33 projects being implemented, of which 82% (27 projects) were submitted to community consultations, through public hearings (data from June 2021).

In March 2020, we created our corporate policy for resettlement, establishing guidelines for the removal and
resettlement of individuals or communities affected by our ventures or activities.

Corporate Guideline for Resettlements

In its relationship with indigenous peoples and traditional communities, Petrobras follows the current legislation, such as the provisions of the National Policy for the Sustainable Development of Traditional Peoples and Communities and the regulations of the National Indian Foundation (FUNAI), Fundação Cultural Palmares and Instituto do Patrimônio Histórico e National Artistic Institute (IPHAN).

Our resettlement guideline also advises that indigenous peoples should be informed, in appropriate and accessible language, about projects that may occur on their land and have the opportunity to offer or withhold their consent to a project before it begins. If the removal and resettlement of indigenous or quilombola communities is absolutely necessary, it will be necessary to carry out prior, free and informed consultation directed at these communities.

Corporate Citizenship & Philanthropy

Our social responsibility policy provides for support for social and environmental projects, contributing to the
communities where we operate and, in a broader way, to society, in alignment with the business objectives and
collaborating for the conservation of the environment and the improvement of living conditions.

Our voluntary socio-environmental investment is a tool to support the sustainability of our business.

Petrobras socioenvironmental investment strategy is detailed through the Petrobras Socioenvironmental Program and its lines of action (currently Education, Sustainable Economic Development, Climate and Ocean). The prioritization of these lines aims to meet the critical demands of the territories where we operate, the company’s strategy of transition to a low carbon economy and the company’s offshore focus. The Petrobras Socioenvironmental Program and its lines of action are available to the company’s 10 Sustainability Commitments, more specifically to commitment 10 “Investments in human rights programs, community relations and social and environmental projects”. The targeting of our social and environmental investments towards lines contributes to the achievement of Sustainable Development Goals 4, 8, 14 and 15 and to the maintenance of the sustainability of our businesses, as we prioritize issues relevant to the oil and gas industry at the same time that we generate positive social and positive transformations for the communities where we operate and, broadly, for society.

Education and Sustainable Economic Development

Our lines of Education and Sustainable Economic Development have a close relationship with community demands and social risks identified in the areas covered by our Business Units, especially around Refining and Natural Gas (RGN) and onshore Exploration and Production operations. In 2020, 100% of our RGN and E&P Business Units have an SR Diagnosis and a SR and Community Relationship Plan, produced by the company’s multidisciplinary teams and powered from interactions with local social actors in permanent dialog spaces.

From the analysis of these diagnostics, we can see that in the surroundings of our operational units there are
communities with alarming data on social vulnerability, precarious living conditions and insufficient public
equipment and services, in addition to challenges related to quality education, income generation, training and
job opportunities. Violence and drug trafficking are also recurrent issues in these communities.

In this sense, our projects in the Education line are related to the development of skills for work for the
public of adolescents and the expansion of opportunities for professional insertion for young people and adults, with a view to directing them to the labor market. Complementary education projects are also supported, aimed at improving learning, digital inclusion and integral development, in addition to training activities aimed at educators, enriching by improving the quality of teaching in these locations. Training initiatives for the child and adolescent protection network and parental education activities, directed to strengthening family ties, complement education actions, in line with Petrobras’ strategy of prioritizing investment in Early Childhood.

In the Sustainable Economic Development line, through the Diagnostics we verified that the community demand for employment and income and use of local labor is recurrent, being the main demand in most cities where we have units. It is characteristic of the communities in our area of ​​coverage such as a population with low education, high levels of work and informality and employment options in the territories. The promotion of the development of local vocations and entrepreneurship contribute to greater autonomy of the territories, to the development of the potential of individuals and the empowerment of communities.

Through socio-environmental projects, we also seek to contribute to the communication and awareness of the
communities about our operational risks, through lectures, conversation circles and educational actions with a
preventive focus and clarification of the communities’ doubts. We have projects aimed specifically at populations living close to our pipeline strips, mobilizing and creating effective risk communication and relationship channels between the residents of these communities and the Petrobras Pipeline Protection Program.

Ocean

The Ocean theme is closely related to our offshore operations, where we carry out most of our operations. The
performance in this line aims to contribute to the maintenance of business sustainability, as we prioritize environmental issues relevant to our business, at the same time generating positive socioenvironmental changes in the environment in which we operate and, in a broader way, for society.For more than 40 years we have supported projects for the conservation and recovery of coastal and marine species and ecosystems that have potential interaction with our activities and collaborate for the environmental management of these areas and the protection of these species, in addition to the generation of technical and scientific knowledge, often
unprecedented, with potential for use by both business and society.

Establishing partnerships with institutions that protect marine and coastal fauna, the company not only
contributes to improving the conservation status of these species, but also increases the involvement of the
local community in the conservation of biodiversity. The supported projects also benefit relevant stakeholders
for Petrobras, such as traditional communities, especially artisanal fishermen, collaborating for the conservation of the environment on which they depend and for the improvement of living conditions, including places where we operate.

Climate

Supporting projects focused on the Climate theme, Petrobras reaffirms its interest in overcoming the challenges related to its business, including the transition to a low carbon economy. We consider that is important to contribute to solutions based on nature by supporting projects for the recovery and conservation of Brazilian biomes and since 2008 we have a line of action for socio-environmental investments focused on the theme. These projects strengthen our commitment to sustainability as they contribute to the removal or avoided CO2 emissions and generate other social and environmental benefits, such as income, environmental education, biodiversity conservation and improvements in the microclimate. In addition, initiatives that operate in the conservation or restoration of forests in the hydrographic basins where we operate potentially contribute to the maintenance and improvement of water bodies that supply the population and our units. In this line of action, the projects also develop and apply social technologies aimed at improving the living conditions of communities allied to the reduction of environmental impacts, such as eco-efficient stoves that reduce the use of firewood and agroforestry, which promote food security and can generate income, while sequestering carbon. In addition, projects supported on this theme generate and disseminate technical and scientific knowledge relevant to Petrobras and society.

 

Socio-Environmental Benefit KPI (2020)
Education and Sustainable Economic Development

Number of people directly trained (24.300)

Number of projects designed to attend operational units (42)

Number of partnerships made by project management institutions (476)

Analysis of socio-environmental return. We evaluate “Mão na Massa” Project. The result achieved by this project was 10 millions BRL of NPV, and the ratio between NPV and the project cost during the period was 5.73.

Ocean

Number of technical-scientific publications produced by the projects(327)

Number of fauna species covered by environmental projects (295 coastal and marine fauna species covered, of which 47 species are endangered)

Number of partnerships made by project management institutions (330)

Analysis of socio-environmental return. We evaluate Humpback Whale Project and Uçá Project. The result achieved by these projects was respectively 56 millions BRL and 14 millions BRL of NPV, and the ratio between NPV and the project cost during the period was 7.02 and 4.55.

Climate

Number of technical-scientific publications produced by the projects(115)

Estimated potential contribution of carbon fixation and avoided emissions* – 870 thousand ton of CO2

Area recovered or conserved by the projects (95 thousand hectares)

Number of springs protected (220)

Number of partnerships made by project management institutions (309)

Analysis of socio-environmental return. We evaluate “Florestas de Valor” Project. The result achieved by this project was 19 millions BRL of NPV, and the ratio between NPV and the project cost during the period was 7.94.

* Accumulated results of current projects in 2020. The estimated potential contribution of carbon fixation and avoided emissions does not refer only to the year, but to the results achieved during the entire period of implementation of the projects, considering, on average, the reporting by the institutions regarding a 5 years interval.

In addition, investment in these projects is one of the company’s sustainability commitments and contributes to strengthening the company’s credibility and reputation, with the association of the Petrobras brand with relevant social and environmental initiatives.

Petrobras generates a positive impact on the public perception of its image and reputation, which are measured through public opinion surveys. We highlight the following KPI:

–          Citizenship Dimension of Reputation
–          Reputational Delta x Recall

In 2020 we invested BRL 89 million in social and environmental projects. Furthermore, we invested more BRL 18 million in cultural projects, 5 in sport projects and 8 in business, science and technology projects and BRL 25,5 in donations, totalizing BRL 145,5 million:

ByTheme By Process
Theme Investment %   Process Investment %
Socio-environmental BRL 89 million 61% Community investments BRL 112 million 77%
Cultural BRL 18 million 12% Charitable Donations BRL 25,5 million 17,5%
Sport BRL 5 million 4% Commercial Initiatives BRL 8 million 5,5%
BST* BRL 8 million 5%  
Donations BRL 25,5 million 18%  
Total BRL 145,5 million 100% Total BRL 145,5 million 100%

   * Business, sciences and technology events.

In 2020, the donation actions to combat Covid-19 were also supported, through the donation of RT-PCR tests for detecting the disease, hospital PPE, basic food baskets, hygiene and cleaning items, as well as fuels to state governments to supply ambulances and vehicles for transporting health teams and hospital generators, this donations totaled 17,349,211.13 BRL (this total represents 68% of donations made in 2020). Total cash donations was BRL 8,203,791.49 (detailed information about our donations is available in the 2020 Sustainability Report, pages 249-251).

In order to manage these projects, approximately BRL 16 million was spent internally during 2020.

We also promote several volunteer actions at our units throughout Brazil.

VOLUNTEER NUMBERS (2020)

Number of volunteers 80
Volunteer hours donated Paid hours Unpaid hours Total hours Total BRL
64 176 240 18,078.08

 


Last updated on February 11, 2021.
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