All new employees are given the Jeito Walmart de Trabalhar (Walmart Way of Working) guide which is aligned to the mission of saving people money so they can live better. During the Integração de Funcionários (Employees Integration) event they all receive the company's Código de Ética (Code of Ethics) and are presented with the skills and values the company expects of them are presented. By doing so, the company aims to ensure respect for diversity as Walmart does not distinguish by gender, race, age or any attributes that imply prejudice or discrimination. Walmart believes this is the only way bring together different ways of thinking and positions that value the working environment and the development of activities.
The recruitment and selection policies also give priority to filling vacancies internally. Should there be no internal staff available, an external hiring process is undertaken in which preference is given to people who live near the units. At the end of 2014, 41% of the members of the senior management worked in units located in the cities where they lived. GRI EC7
Total Senior Management Hired (%)
Total Senior Management Hired – Geographical Region
1) Inside the city: employees who live in the city where they work
2) Outside the city: employees who live outside the city where they work
To strengthen its culture of inspiring by example, Walmart began a campaign in 2014 to show its appreciation of the workforce called Compartilhando Histórias (Shared Stories) which encourages employees to nominate an outstanding colleague who is admired for all kinds of reasons. Those chosen, and the person who made the recommendation, receive small gifts and their stories are publicized in the internal communication channels. The employees vote on the best examples and the winners have lunch with the company CEO and vice-presidents as a prize.
Other ways of showing appreciation for staff include commemorations held on festive dates and information campaigns held on days to prevent illnesses and promote the quality of life. On International Women's Day in 2014, Walmart welcomed the president of Masisa Brasil, Marise Barroso, who took part in a panel discussion on women in positions of leadership. On Dia da Consciência Negra (Black Awareness Day) material highlighting the appreciation shown for a diverse society and the respect for all individuals was published.
Workforce
Walmart had 74,738 employees¹ in 2014. The company makes constant efforts to improve the management of its workforce to ensure it matches the seasonal factors of the sector and the working hours in the different kinds of stores and regions.
| Total number of employees on December 31, 2014* GRI LA1 | |
|---|---|
| Full time | 72,744 |
| Part time/half time | 4,288 |
| Interns | 61 |
| Trainees | 53 |
| Apprentices | 2,772 |
| Employees by region on December 31, 2014 GRI LA1 | ||
|---|---|---|
| Region | Number | Percentage |
| Northeast | 26,026 | 35 |
| North | 1,485 | 2 |
| Southeast | 18,028 | 24 |
| Midwest | 1,843 | 2 |
| South | 27,356 | 37 |
| Total | 74,738 | 100 |
| Employees by age range on December 31, 2014 GRI LA1 | ||
|---|---|---|
| Region | Number | Percentage |
| Up to 20 | 6,997 | 9 |
| From 20 to 30 | 26,372 | 35 |
| From 30 to 40 | 24,352 | 33 |
| From 40 to 50 | 11,737 | 16 |
| Over 50 | 5,280 | 7 |
| Total | 74,738 | 100 |
| Employees by gender on December 31, 2014 GRI LA1 | |
|---|---|
| Men | Women |
| 33,787 | 40,951 |
Training
Walmart works continuously to improve the technical and behavioral skills of its employees and carries out training and performance evaluations. The vice-presidents and directors were trained in the methodologies of evaluating the performance and reviewing talents in 2014. All Walmart Brasil employees were assessed during the year which helped them develop their careers in a more assertive way. GRI LA12
There were also offered 500,426 hours of training in 2014, with an average of 4.63 hours per employee and a total of 107,996 participations. Of this amount, 59,559 hours of training were on subjects related to human rights and mainly involved 4,687 of the company's own security staff. The training requirements also apply to outsourced companies that provide security personnel. GRI LA10 HR3 HR8
500,426 hours of training, with an average of 4,63 hours per employee
59,559 hours of training on aspects related to human rights, with the participation of 4,687 security staff
Ethics
GRI 4.82,500 leaders and 6,200 employees trained in questions of ethics and combatting corruption
6,740 leaders trained in Walmart's Combatting Discrimination and Harassment Policy
In order to promote conduct that is marked by integrity, transparency and in line with the company's values and commitments, all Walmart Brasil employees are signatories to the global Code of Ethics and also receive information on the Global Anti-Corruption Policy. The Walmart Code of Ethics is based on the values of Respect for the individual, Client service, Pursuing Excellence and Acting with integrity.
To strengthen the adoption and adherence to ethical conduct, Walmart published its Política de Combate à Discriminação e ao Assédio (Combatting Discrimination and Harassment Policy) in 2014 in which it stated clearly that it would not tolerate, originate or direct discriminatory actions or harassment of any nature towards any public group, internal or external. On joining the company, all employees have access to the Walmart Code of Ethics as well as the Anti-Corruption Policy. More than 8,500 staff received training in compliance and anti-corruption in 2014, including over 2,500 leaders and 6,200 employees. GRI SO3 HR4
Employees are also instructed to communicate any concerns over the internal policies and procedures, the Code of Ethics, Combatting Discrimination and Harassment Policy or local laws through the following phone number 0800-703-3966, e-mail etica@wal-mart.com, corporate site www.walmartethics.com/brasil and the Portas Abertas (Open Doors) program or directly to a supervisor. International communication channels are also made available at 0800-891-4093, or by e-mail ethics@wal-mart.com and the site www.walmartethics.com. Any concerns are analyzed in confidence by the Ethics Department and within a pre-established timescale. GRI 4.4 SO4
Salaries and benefits
As it operates in a number of regions of Brazil, the remuneration base has the minimum salary or the amount agreed in the negotiations with the labor unions in some places as a benchmark. There is no discrimination between gender, race, age or other attribute that reflects prejudice. The lowest wages paid to men and women in the stores are equivalent to the national minimum – which was R$ 724.00 in 2014. The lowest remuneration paid in the offices in the year was 15.2% higher than the national or regional minimum. GRI EC5 LA14
To attract and retain talented professionals, Walmart Brasil also offers benefits, some of which are extended to the employee's dependents. Employees also participate in the Programa de Participação nos Resultados – PPR (Profit-Sharing Plan) which encourages them to exceed their targets and established results. Besides this, all staff are included in the collective negotiation agreements, particularly those dealing with practices recommended by the labor unions. GRI LA3 LA4
The Profit-Sharing Plan encourages employees to exceed their targets
Diversity
Walmart believes that innovation results from the plurality of ideas, beliefs, gender and ethnic groups and, for this reason, appreciates diversity. This forms the base for all its programs and initiatives related to personnel management. To ensure a permanent discussion on the issue, the company has a Diversity Council with 17 members, of whom 11 represent women.
The number of women in the workforce represented 55%. The number of women in leadership positions (managers, directors, coordinators and responsible for stores, corporate offices and distribution centers) amounted to 40.4% of the workforce in the year.
One of the main contributions by this Council during the year was the creation of a room to providing breastfeeding facilities in the head office in São Paulo. The company also offers an extended maternity leave of six months and was one of the pioneers in Brazil to consider this initiative. GRI LA13
The company's actions in appreciation of diversity and combating discrimination led Walmart Brasil to be the first company in the retail sector from Brazil to receive the Selo Pró-Equidade (Pro-Equality Seal) from the Secretaria de Políticas para as Mulheres – SPM (Secretariat for Women's Policies) in 2013. The renovation of the recognition is annual and the seal was maintained by the company in 2014.
| Diversity indicators GRI LA13 | ||
|---|---|---|
| Employees | Percentage (1) | |
| Women | 40,243 | 55.0 |
| Men | 32,967 | 45.0 |
| Women in leadership positions(2) | 3,942 | 40.4 |
| Ethnicity (black and mixed race) | 33,494 | 45.8 |
| Ethnicity in leadership positons (black and mixed race) (2) | 3,314 | 34.0 |
| Apprentices | 2,747 | 4.3 |
| Disabled People | 2,789 | 3.8 |
| Diversity indicators GRI LA13 | |||
|---|---|---|---|
| Age range | Women | Men | Total |
| Up to 20 | 3,264 | 3,365 | 6,629 |
| From 20 to 30 | 13,848 | 11,729 | 25,577 |
| From 30 to 40 | 13,764 | 10,123 | 23,887 |
| From 40 to 50 | 6,513 | 5,258 | 11,771 |
| Over 50 | 2,854 | 2,492 | 5,346 |
| Total | 40,243 | 32,967 | 73,210 |