2013 Annual Report
INTANGIBLE ASSETS
During this period the Bank conducted programs
including the Master in Retail Business Management,
Santander Financing and Risk, the training of 95%
of the Select teams and the mapping of knowledge
in the area of Risk.
Another example is the Leader Program, which assists
leaders in their performance as a mobilizer of culture,
in the alignment of leadership skills and business strategy
and in improving the Bank's results, by pursuing client
satisfaction/loyalty.
As a governance measure in 2013, over 34,000
employees were trained in anti-corruption in the form
of lectures, meetings and classroom training sessions,
in addition to online courses on Codes of Ethics, the
Prevention of Money Laundering, Information Security
and Fraud Prevention. G4-SO4
Engagement - The Bank measures employee
satisfaction and engagement via Engagement Surveys.
Highlights of the different initiatives promoting the
engagement of its employees in 2013 included the
Institutional Engagement Committees, area Action
Plans and Leadership Development activities.
Another initiative which enjoys widespread internal
participation is Sustentabilidade Pra Todo Lado
(Sustainability All Around), a challenge which invites
employees and interns to test their knowledge on the
subject and to put sustainability into everyday practice,
both in and out of the work environment. Around
11,000 people (21.6% of personnel) enrolled in the
initiative in 2013.
Diversity - In order to increase internal diversity
and value its different stakeholders, Santander Brazil
addresses diversity (gender, racial, sexual, disabled
people, etc.) in a transverse manner in its management
model, as part of the Human Resources policy.
2013
EMPLOYEES BY REGION AND GENDER G4-10
2011
Men
Women
Men
2012
Women
Midwest
820
1,024
Southeast
1,697
2,074
802
1,651
1,047
2,080
Men
758
Women
976
15,545
23,302
North
323
415
292
417
244
403
South
17,673
25,149
17,069
25,135
1,959
2,885
Northeast
2,195
3,194
2,185
3,314
1,580
TOTAL
22,708
31,856
21,999
31,993
20,086
1,969
29,535
EMPLOYEES BY AGE GROUP
of age
14 to 19 years
20 to 29 years of age
2011
2012
2013
200
112
55
21,051
20,258
16,869
30 to 39 years of age
18,889
19,870
19,492
40 to 44 years of age
4,971
4,756
4,477
45 to 49 years of age
4,946
4,572
4,178
Over 50 years of age
4,507
4,424
4,550
TOTAL
54,564
53,992
49,621
Disabled people G4-FS14
Santander Brazil enables over 2,700 employees with
a physical, hearing or visual impairment to develop
in the same conditions as other employees. With this in
mind, the Bank has made its facilities accessible. The five
administration buildings are equipped to accommodate
people with physical disabilities, as is the branch network,
which has been almost totally (98%) adapted to provide
for this group of people.
Furthermore, Santander uses internal tools such as software
for people with a visual impairment, translation into LIBRAS
(Brazilian sign language system) for people with a hearing
impairment and accessible facilities and services for both
employees and clients, such as specially adapted ATMs and
call centers attending to the hard of hearing.
Gender Diversity
Women account for 59% of the Bank's workforce.
As a means of ensuring the specific needs of women
are respected and met, Santander conducts activities such as
the Programa Gestante (pre-natal monitoring and guidance
for future mothers provided by a multi-disciplinary team);
the implementation of breastfeeding support areas in the
administration buildings; and enrollment with the Mulher
360 movement (a corporate movement for female economic
development), to name a few.
Sexual diversity
Santander Brazil is one of the leading companies in the
country with regard to the extension of employee benefits
such as medical and dental care, pension funds, mortgage
loans and life insurance for same-sex partners, and they
are also taken into account in the composition and
income for purposes of calculating mortgage loans.
Age diversity
Today, the Bank has four different generations working
in the same environment, a situation which demands
both the development of young people and the
recruitment of senior employees, always geared to
reinforcing the commitments of the Santander Experience.
In the former case, the most noteworthy initiative is
Caminhos e Escolhas (Pathways and Choices), a social
network created to provide professional guidance to young
people throughout the country and which is also used to
attract/select young people to take an internship or a job
with the Bank. The platform provides activities and support
resources for career guidance, including games and
workshops addressing financial life, human rights and other
issues. The initiative currently boasts over 300,000 users
Communication Executive team monitors SAC activities during
the Leader Program
(up 30% on 2013). Over 4,000 employees and interns
have joined the company via this platform. G4-FS16
Also geared to younger audience, the Bank participates
in the Programa Jovem Aprendiz (Young Apprentice
program), which aims to develop the career of young
people in a vulnerable socio-economic situation with
regard to the work market. Over 930 young people took
part in this program in 2013.
96 Annual Report 2013
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