We believe in and defend good labor relations practices, complying with the Brazilian legislation and with international labor conventions. This includes the repudiation of child work, slave and degrading labor throughout our production chain, in accordance with the commitments of our Social Responsibility Policy. Our actions are guided by the United Nations Guiding Principles on Human Rights and Business, as per our Human Rights Guidelines.
Our Human Resources Policy contains the premises and guidelines that guide labor relations and practices and are deployed throughout the company.
Our Code of Ethical Conduct also guide our labor relations, defining the ethical principles and corporate governance policies that guide Petrobras' actions and its commitments to conduct both institutionally and for its employees. This document also address the company's governance mechanisms, based on the ethical meaning of our mission, vision and strategies, contributing to increase transparency and the trust of all of our stakeholders.
In 2023, we launched the Petrobras Statement of Diversity and Combat of Harassment and Discrimination, which expresses our commitment not to tolerate any attitude of harassment or discrimination. We act assertively in raising awareness about the importance of respect for people in order to create a healthy, inclusive and safe environment, and we are committed to dealing with cases of harassment or discrimination that may be identified.
Our people management seeks to meet the needs of the business, with respect and appreciation of people, through processes that provide for their development, performance and a good organizational climate based on the company's values and ethical principles, and having merit as the basis for recognition.
In this way, we offer our employees equal opportunities, respecting gender differences and the diversity of cultures, knowledge and skills. It is also a priority that we promote safe work, preventing risks and encouraging healthier lifestyles.
From time to time, some Human Resources issues - compensation, benefits and working conditions - need to be revisited. The negotiation leads to the signing of a new labor agreement (collective or individual), with a validity that varies according to what is agreed between the parties, observing the maximum term of two (2) years, according to the legislation. See here the main highlights of our current Collective Bargaining Agreement (ACT).
Our labor practices cover all employees in all our units (administrative and operational). Below we list the main highlights of 2022/2023.
a) 100 % of employees are covered by the ACT 2022-2023 (96 %) and the AIT - Individual Labor Agreement (4 %);
b) 100% of the eligible employees received regular performance review in 2023 referring to 2022, representing 99,9% of total employees;
c) 99.6 % of the employees have participated in training and development actions in 2022.
Aiming at the sustainability of the business and the good practices of our labor relations, we seek to develop people to achieve our goals and preserve the company's unique technical and management capacity. Click here to learn more about the highlights of Human Capital Development¹.
These and other initiatives contribute to the result obtained in an internal survey that shows an 85% general index of engagement with the work at the company, with the participation of 12,538 employees linked to all operations reflected in the surveyed universe, representing 33% of the workforce, a target established between 85% and 90%, and with the following stratification of the data:
- Age group - engagement rate of 79% up to 30 years, 83% from 31 to 40 years old, 86% from 41 to 50 years old, 88% from 51 to 60 years old and 90% over 60 years.
- Gender - engagement rate of 85% in both genders.
- Management level - engagement rate of 94% in managers and 81% in non-managers.
- Race/ethnicity, nationality, country of origin or cultural background - engagement rate of 85% in white people, 86% in brown / black people and 84% in other races/ethnicities.
Additionally, the following aspects were addressed in this survey:
- Job satisfaction/Proud: general rate of 89%.
- Purpose/Meaning : general rate of 86%.
- Happiness/Enthusiasm: general rate of 75%.
For the approach to preventing and controlling stress at work, the stage of identifying psychosocial risks at work was defined, among others. For this purpose, we applied the Copenhagen Psychosocial Questionnaire (COPSOQ-III) instrument in its short version, which maps 21 dimensions of psychosocial risks at work. The questionnaire was answered voluntarily by 10,036 employees. As a result, we identified the main protective factors – a sense of collectivity, social support from colleagues and managers, clarity of roles and meaning of work – and the main points for improvement, such as work pace, emotional demands, life-conflict work, global health, and job insecurity.
(1) Petrobras Holding (Parent Company)