INTEGRATED REPORT 2015 BRADESCO

INTERNAL STAKEHOLDERS

People are a fundamental asset in the Bradesco value generation process. The Organization is attentive to questions such as attracting and retaining talent, employee quality of life, professional development and growth and the generation of employment and income, to the point that it is a company target to be featured in the main organizational climate rankings elaborated by reputable consultancies.

In 2015, Bradesco was featured in the main employee rankings in the country: the 130 Best Companies to Work for, by Época magazine; The 150 Best Companies for You to Work in, by Você S/A magazine; the Best in People Management – Valor Carreira; and the Best Companies to Start Your Career in, also by Você S/A.

One of the pillars in this process is to attribute value to people internally. The work environment is based on a solid culture in which career development is highly valued, with the guarantee of equal conditions for professionals to develop and progress in the organization. Preference is given to hiring people to occupy beginning level positions so that they may develop and be promoted inside the company. Most of the company’s executive and mid-level positions are filled by professionals who have risen through the Organization.

This is made possible by the career development system, which provides an overview of the opportunities available and the individual skills necessary to fill them, so that employees may plan their development and pursue higher positions. Additionally, internal recruitment enables employees to apply for vacancies posted on the portal and available in SAP, in accordance with their particular interests.

The company uses Competencies Mapping to identify each employee’s talents and gaps. Based on feedback provided by the individual’s manager, development measures are defined for the employee in the Individual Development Plan (PDI).

The bank ended 2015 with a work force of 92,861 people, whose profile (category, gender, schooling, age group and location) is presented ahead. With 5,415 admissions, staff turnover for the period was 8.8%. A total of 5,118 employees took maternity/paternity leave, of whom 99.4% returned to work.

All the Organization’s employees are entitled to freedom of association and are covered by collective work agreements. In addition to guaranteeing freedom of association, union membership and collective bargaining, Bradesco considers employees’ suggestions for improvements to internal processes. G4-11

The Human Resources Department is responsible for union relations, conducting negotiations with the respective representative bodies, offering infrastructure and providing guidance for company managers.

Breakdown of work force by gender G4-10

BREAKDOWN OF WORK FORCE BY AGE GROUP G4-10
Over 50 years	8,072
From 30 to 50 years	40,695
Under 29 years	44,094

The Organization offers all employees salaries compatible with the market and the function exercised, regardless of gender. This is complemented by a range of benefits that goes beyond those required by law. Benefits include life and personal accident insurance, funeral allowance, discounted medicine at accredited drugstores, emergency loans, an online shopping channel, meal and food allowances, nursery/nurse allowance, free health and dental insurance, supplementary private pension plan and vaccination against influenza and the H1N1 virus, as well as leisure areas in certain locations, such as the Sports Area in the Cidade de Deus Nucleus in Osasco (SP). As a result of this policy, the climate survey conducted in 2015 showed a satisfaction rate of 78%. G4-LA2

Employee satisfaction climate survey (%)

Investments in training (R$ million)

Work environment

The employer-employee relationship in the Organization is characterized by respect, by equal treatment and by opportunities for development and growth. In addition to the balance between remuneration and benefits, Bradesco promotes initiatives to improve the work environment, driving employee commitment and performance.

One of these program offered is Viva Bem (Live Well), a set of measures aimed at promoting employee well-being. The initiative ranges from guidance and accompaniment for a healthy pregnancy, nutritional guidance to incentives for engaging in physical activities focused on health and increased employee awareness of the importance of fitness. The company also has partnership agreements with gyms, beauty salons, among others.

Via its communication channels, the company addresses matters such physical, mental and emotional vitality. Employees are submitted to workplace medical examinations every 120 days and to complementary exams as necessary, as well as participating in vaccination campaigns.

Additionally, the Organization is involved in two qualification processes for disabled persons: the Bradesco Professional Training Program with Emphasis on Inclusive Education, conducted in partnership with the Fundação Bradesco, and the Banking Sector Professional Training and Inclusion Program for the Disabled, run by the Brazilian bank federation FEBRABAN.

Employees are also encouraged to participate in institutional activities organized by the Bradesco Volunteers Program, such as National Volunteer Work Day (DNAV) and Voluntários Mais, or to undertake volunteer work independently. At the end of 2015, 13,905 volunteers were registered in the Bradesco Volunteers Portal.

Fifteen thousand six hundred and eighty four people participated in National Volunteer Work Day, of whom 2,741 were employees. There was a total of 288,406 attendances, benefiting 131 social institutions with 169,283 products donated, in particular foodstuffs. The second edition of Voluntários Mais engaged 4,647 employees and 162,214 family members, as well as friends and community members in activities related to the development of the corporate competencies valued by Bradesco, including creativity, communication, entrepreneurship, negotiation, strategic planning and interpersonal relationship. Working as volunteers, employees enhance their sense of community and social responsibility, as well developing competencies that may contribute to their personal and professional growth, not to mention the sustainability of the businesses.

Another focus of attention in the Bank is the prevention and elimination of discrimination. Thanks to strengthened relations, the dissemination of a culture of equality and the improved response to reports, 24 cases of discrimination were reported and analyzed in 2015. Of these, 23 were resolved and one is still under analysis and should be settled in the following cycle. The number is one third down on 2014, when 66 cases were reported. G4-HR3

Bradesco also provides training on human rights, with a total of 89,435 hours delivered in 2015. During 2015, 25% of the employees and workers received training in this area. G4-HR2

Talent retention

A key organizational value is career development and equality of opportunity for employees. One of the directives guiding this concept is the offer of opportunities for professional growth both for employees who have developed within the Organization and those who have joined it via acquisition processes.

There are four gateways to Bradesco. One is the internal career model, in which the Organization admits employees for beginning level positions in its branches and departments. Secondly, there is the inclusion of professionals as a result of acquisition processes – in which the individual’s position, function and years of experience are taken into account. At the initial career levels, employees are selected preferentially in the cities in which they live.

The Organization also has a channel for admitting talents in partnership with the Fundação Bradesco, whereby the three most outstanding students in classes are guaranteed admission. Another form of admission is reserved for specialized positions and functions – in which case Bradesco seeks appropriate candidates in the market.

In 2015, around 95% of the overall Bradesco headcount fell into one of these categories, with around 33% of leadership roles filled by individuals joining the bank via acquisition processes.

Bradesco uses its competencies mapping system to assess the potential of professionals to assume leadership roles. In 2015, improvements were introduced in the internal open recruitment process, enabling employees interested in applying for vacancies in other areas to do so without the approval of their immediate boss. These vacancies are posted in the HR Portal, with the applications processed via an internal system.

Occupational health and safety

Occupational health and safety indicators

A description of Bradesco goals and targets: