{"id":4207,"date":"2024-03-11T19:14:29","date_gmt":"2024-03-11T22:14:29","guid":{"rendered":"https:\/\/rededor2023.blendon.com.br\/capital-humano\/nossos-colaboradores\/"},"modified":"2024-07-10T18:17:54","modified_gmt":"2024-07-10T21:17:54","slug":"our-employees","status":"publish","type":"page","link":"https:\/\/rededor2023.blendon.com.br\/en\/human-capital\/our-employees\/","title":{"rendered":"Our employees"},"content":{"rendered":"
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Human capital highlights<\/h3>\n\n\n\n
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Our staff members are the foundation of the daily success we cultivate across Rede D\u2019Or. In line with this belief, we adopt as premises the appreciation and encouragement of the personal and professional performance of each of our more than 71,000 employees. We translate this into investments in continuous training and development, healthcare and well-being, transparent communication and initiatives to create an increasingly better work environment.<\/p>\n\n\n\n

In 2023, we invested in expanding our relationships with universities and institutions to attract young talents. We continue with the Rede D\u2019Or Trainee Program, aimed at accelerating the development of new leaders, and we received a record-breaking number of applications.<\/p>\n\n\n\n

In another front, together with Instituto<\/em> PROA<\/em>, we prepare young adults in vulnerable situations for the job market, promoting productive inclusion and enhancing employability and professional and personal development.<\/p>\n\n\n\n

Aimed at valuing our employees and offering real opportunities for career growth within Rede D\u2019Or, since 2020 we have the internal recruitment program Movimenta Rede<\/em>, which advertises opportunities for all areas and units across Brazil.<\/p>\n\n\n\n

For 2024, our HR will continue to devote its efforts to strengthening the bond between employees and our strategy of maximizing the strategic pillars\u2014Technical Quality, Perceived Quality and Economic Results.<\/p>\n\n\n\n

Rede D\u2019Or follows all laws and regulations related to this topic and is committed to respecting human rights of all our employees, medical staff, patients, suppliers, third parties and society.<\/p>\n\n\n\n

Additional information about Rede D\u2019Or commitments can be found in the policies associated with the respective topics, referenced on pages 29 and 30 hereof, as well as in the sustainability commitments<\/a>.<\/p>\n<\/div><\/div>\n\n\n\n

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Talent attraction and retention<\/h2>\n\n\n\n

GRI 3-3, 401-1<\/p>\n\n\n

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We greatly value the promoting and dissemination of our corporate culture, the creation of job opportunities\u00b9 for those entering the job market and the establishing of a successor training process. We believe that through our initiatives, we will not only attract professionals who are willing and committed to performing to the best of their abilities but also retain them in a welcoming and rewarding environment for both professional and personal development.<\/p>\n\n\n\n

In this sense, in 2023 we invested in broadening our relationship with universities, extending our reach to over 45 institutions nationwide, thus creating an actual positive impact on the community. The aim is to maintain a close relationship with leading institutions to offer our internship, trainee and other professional opportunities. This movement also included extending relationships to other states, especially in the Northeast, where we face challenges hiring skilled professionals due to the Company\u2019s growth.<\/p>\n\n\n\n

\u00b9 Actual positive impact.<\/p>\n\n\n\n

\u00b2 To prevent non-compliance with labor laws (negative impact), Rede D\u2019Or follows all laws and regulations concerning the subject and is committed to respecting the human rights of all employees, clinical staff, patients, suppliers, third parties and society. Additional information about Rede D\u2019Or commitments can be found in the Human Rights Policy.<\/p>\n<\/div><\/div>\n\n\n\n

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Rede D\u2019Or\u2019 Trainee Program<\/h3>\n\n\n\n

GRI 3-3<\/p>\n\n\n\n

We launched Rede D\u2019Or\u2019s 2024 Trainee Program, designed to expedite the development of new leaders through an immersive experience within the business. The program offers technical tools for project and people management, as well as behavioral tools based on the eight competencies adopted at Rede D\u2019Or. In the program\u2019s third edition, we received over 17,000 applications (360% more than in 2022) to fill 16 positions opened in this reporting cycle.<\/p>\n\n\n\n

Our Trainee Program welcomes applicants from all undergraduate backgrounds, whether related to healthcare or not, and stands out among others for its innovative approach to professional development. The recruitment processes include behavioral profile assessment and mapping, dynamics and interviews with executives from different executive offices, including the CEO. Accepted candidates undergo a nine-month job rotation within the business, providing them with an in-depth understanding of the healthcare sector and developing multidisciplinary skills.<\/p>\n\n\n\n

Throughout the program, from January to September 2024, applicants will be mentored by experienced Company leaders and will have the opportunity to learn from leading professionals in the field, collaborate on challenging projects and be involved in day-to- day hospital management. They will also have access to Academia Rede D\u2019Or, which provides opportunities for continuous learning and professional improvement.<\/p>\n\n\n\n

In October 2024, newly graduated trainees will be assigned to their definitive positions<\/p>\n<\/div><\/div>\n\n<\/div><\/div>\n\n\n

Note: Read more about the target for the \u201cR&D, Innovation and Education\u201d material topic and its progress assessment in the the \u201cESG Targets\u201d topic.<\/p>\n\n\n\n

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Hiring young talents<\/h3>\n\n\n\n

GRI 3-3<\/p>\n\n\n\n

In partnership with the PROA Institute, we train young people aged 18 to 22 from vulnerable backgrounds for the job market, promoting productive inclusion and enhancing employability and professional and personal development. We offer a 100-hour socio-emotional training through paths that cover topics such as self-awareness, communication, logical reasoning, professional project and career planning. Upon completion of the training, they choose one of the technical paths in Administration, Logistics or other available areas. In 2023, we hired 20 young people through this initiative.<\/p>\n\n\n\n

We also contribute to the inclusion and social transformation of young people and adults from marginalized areas by promoting employability, especially in operational positions, through our new partnership with Entre o C\u00e9u e a Favela Institute<\/a>, empowering them to take the lead in socio-cultural actions.<\/p>\n\n\n\n

In total, 26 young people were hired through these initiatives.  <\/p>\n<\/div><\/div>\n\n<\/div><\/div>\n\n\n

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Movimenta Rede<\/em><\/h3>\n\n\n\n

GRI 3-3,404-3<\/p>\n\n\n\n

To value our employees and provide genuine growth opportunities within Rede D\u2019Or, we prioritize in-house recruitment and maintain a program for this purpose called Movimenta Rede<\/em>. Since 2020, all program stages have been conducted in an online environment, increasing the visibility of opportunities. Every month, we announce open positions through different internal channels together with significant statistics and testimonials from people who have taken a new step in their careers within the Company.<\/p>\n\n\n\n

In 2023, we offered 4,881 internal opportunities across all areas and units throughout Brazil, for which we received 18,476 applications. As a result, 1,654 employees took on new challenges through the Movimenta Rede<\/em> program, a 13% increase compared to 2022. The program has impacted over 60,000 individuals over the years.<\/p>\n\n\n\n

In 2023, announcements regarding Movimenta Rede<\/em> were the most accessed in our internal HR Digital app, indicating a strong interest among teams. We recorded 38,500 views across nine posts, with the most popular post receiving around 8,000 views. Furthermore, we produced four videos and issued various announcements on other internal channels, such as email, posters, whatsapp cards and corporate TVs.<\/p>\n\n\n\n

The hiring process is based on our Competency Model<\/strong>, which focuses on the organizational behaviors expected at each hierarchical level, ensuring alignment with our strategic guidance, management model, mission and values.<\/p>\n\n\n\n

Each month, our Recruitment and Selection department assesses the experiences of individuals who were successful or unsuccessful in both internal and external selection processes to monitor their perception in their journey and promote improvements in the areas\u2019 services and processes, including an inquiry about the perception of openness to diversity [GRI 3-3].<\/p>\n\n\n\n

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Compensation and benefits<\/h2>\n\n\n\n

GRI 2-19, 2-20, 2-21, 3-3, 401-2<\/p>\n\n\n\n

Our overarching goal is to provide excellent care for people, which is achieved through our employees. As recognition and a demonstration of trust in everyone within the Company, our compensation and benefitspractices follow market benchmarks and comply with Brazilian regulations and our Human Resources Policy. In addition to their base salaries, employees are provided with a goals and bonuses program. Based on the performance of each individual\u2019s work within their teams, areas and executive offices, the program has simple and easy-to-understand rules that were shared with employees through HR notices, emphasizing how each individual\u2019s work directly influences our overall results. Aligned with the Bonus Program, we have established goals that were communicated to the entire Company, ensuring greater transparency and governance, in addition to a Power BI dashboard that allows senior management to track these goals. For 2023, we further simplified calculations to make it easier to effectively monitor our results. As support, we provide an explanatory booklet outlining basic concepts and a FAQ with all goals to be achieved.<\/p>\n\n\n\n

We also offer our employees a benefits plan that includes health\u00b9 and dental\u00b9 insurance (extended to family members); meal allowance or on-site cafeteria; food voucher\u00b9; life insurance\u00b9; disability and invalidity assistance; parental leave; partnership with the Total Pass3 corporate fitness platform, focusing on employees\u2019 quality of life, health and well-being; Christmas kit\u00b2; as well as an exclusive Partnerships Club. On an online platform, we provide our employees with products and services negotiated exclusively with insurance, education (including language and computer courses), culture and entertainment, wellness and gastronomy companies, and access to D\u2019Or Mais Sa\u00fade, a marketplace featuring a wide range of products. In 2023, our platform had over 82,653 visits and 127,562 accesses to the program, posting a 45% growth compared to the previous year.<\/p>\n\n\n\n

\u00b9 Not granted to apprentices and interns<\/p>\n\n\n\n

\u00b2 Not granted to interns and temporary employees<\/p>\n\n\n\n

\u00b3 Not granted to interns<\/p>\n\n\n\n

4<\/sup> The definition of Significant Operating Units for this indicator is companies that are part of the Company\u2019s core business, i.e. all hospital units, excluding imaging, oncology and hematology clinics, medical centers and corporate units.<\/p>\n\n\n\n

More information on benefits are availeble in item 10.3b of the Reference Form.<\/a>.<\/p>\n\n\n\n

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Rede D\u2019Or\u2019s Partnerships Club<\/h3>\n\n\n\n

In addition to our benefits, we offer an online platform that gathers special conditions for Rede D\u2019Or teams in one place, including products and services from segments such as insurance, education, culture and entertainment, well-being and gastronomy.<\/p>\n\n\n\n

Learn more about Rede D\u2019Or\u2019s Partnerships Club.<\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Collective bargaining agreements<\/h2>\n\n\n\n

GRI 2-30<\/p>\n\n\n\n

In 2023, 96% of our employees were affected by health and safety issues addressed in collective bargaining agreements or conventions negotiated with labor unions. Out of our 71,850 employees, 3,083 lack representation, meaning they affiliated with unions but do not have collective bargaining agreements or their positions are not represented by the unions, although they receive salary adjustments in advance at the discretion of Rede D\u2019Or.<\/p>\n\n\n\n

At Rede D\u2019Or, we maintain constant open communication channels with both labor and employer unions. We abide by collective agreements and\/or conventions, as well as relevant legislations.<\/p>\n\n\n\n

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Career and development<\/h2>\n\n\n\n
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Competency Program<\/h3>\n\n\n\n

The personnel cycle permeates every aspect of the employee experience: recruitment and selection, onboarding, competency assessment, feedback, training initiatives and career and professional performance processes. We continuously seek to encourage a culture of learning among our employees, promoting a stance of self- development and empowerment.<\/p>\n\n\n\n

Each year, employees who have been with the Company for at least three months (excluding interns, apprentices and outsourced personnel) undergo a Competency Assessment with rounds of feedback and the creation of Individual Development Plans (IDPs). This allows us to identify the level of adherence of their behaviors to the technical and organizational competencies mapped in the analysis, enabling employees to establish actions to improve areas identified during feedback sessions and focus on the skills, knowledge and attitudes they need to develop. In 2023, we assessed over 60,200 employees across 92 participating units. This figure includes all active employees hired (under the Brazilian Labor Law - CLT) and managers contracted (independent contractors) by February 28, 2023.<\/p>\n\n\n\n

Total workforce who received regular performance and career development assessment | GRI 404-3<\/strong><\/p>\n\n\n\n

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\n By Gender <\/th>\n \n 2023 <\/th>\n \n 2022 <\/th>\n <\/tr>\n
\n Women <\/td>\n \n 98.76% <\/td>\n \n 99.55% <\/td>\n <\/tr>\n
\n Men <\/td>\n \n 97.61% <\/td>\n \n 99.13% <\/td>\n <\/tr>\n
\n By employment category <\/td>\n \n 2023 <\/td>\n \n 2022 <\/td>\n <\/tr>\n
\n Officers <\/td>\n \n 72.35% <\/td>\n \n 93.25% <\/td>\n <\/tr>\n
\n \u00a0Managers\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/td>\n \n 85.47% <\/td>\n \n \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 96.67% <\/td>\n <\/tr>\n
\n Supervisors <\/td>\n \n 95.03% <\/td>\n \n 95.66% <\/td>\n <\/tr>\n
\n Profissional Staff <\/td>\n \n 98.56% <\/td>\n \n 99.78% <\/td>\n <\/tr>\n
\n Operational Staff <\/td>\n \n 97.53% <\/td>\n \n 97.51% <\/td>\n <\/tr>\n
\n Technicians <\/td>\n \n 98.93% <\/td>\n \n 99.70% <\/td>\n <\/tr>\n <\/table>\n<\/div>