People management

Scope

Employee retention initiatives, essential for the quality of services provided, such as compensation practices and benefits, professional development training and career plans to manage turnover, especially in the operations area.

Impact Sphere

Employees, contractors

Disclosures

GRI 401: Employment GRI
404: Training and Education

Sustainable Development Goals

Theme management

We believe that investing in the personal and professional development of our teams not only boots their careers, but also strengthens our business and transforms people and the world. Our corporate university, Universidade RD Saúde is the tool that supports us in this mission of continuous learning and transformation. Through it, we are able to offer a wide range of courses aimed at technical improvement and professional training, as well as personal development, ranging from interpersonal skills to self-knowledge.

The courses are available to RD Saúde professionals and their families, who can access a variety of awareness and engagement contents on topics relevant to business development, such as sustainability, diversity and inclusion, ethics and compliance, technology, parenting, and human rights, among others. Among the main development programs, we highlight:

* Health and Wellness Coaching: In alignment with our 2030 Ambition of becoming the group that contributes the most to a healthier society in Brazil, we have expanded our training programs for pharmacists and pharmaceutical managers in health and well-being. In addition to recurrent training on topics such as nutrition, sleep, physical activity, and mental health, as well as ongoing technical training in vaccine application, customer service, drugs dispensing, beauty and wellness products, and rapid laboratory tests, the new program focuses on behavioral training for health care.

* Our Way of Leading and Caring: Launched in 2023, the program introduces leadership principles, goes into the leader’s role in cultural evolution, and addresses concepts and case studies that will inspire and foster the rites and practices of RD Saúde Culture, which has one of its pillars in continuous leadership development. After the awareness-raising stage with all VPs, officers and managers, the program moved on to the face-to-face immersion, with over 120 managers and executive managers impacted in the first classes. In 2024, we expect to expand the audience to coordinators as well.

We are extremely proud to announce that 100% of our pharmacy managers and supervisors are internal RD Saúde employees who have been trained, promoted, and have grown within the company. To make this possible, we have robust career and leadership development programs. Through these programs, we are committed to training 40 thousand professionals in initiatives that will positively impact their careers and equip them with the skills they need for the future.

* Trilhar Program: A consistently structured program to provide professional development and cultural support, enabling professional growth from the base to the highest levels of the operation;
* Progredir Program: Six month-training for regional managers in topics such as leadership, soft skills, time and project management. In 2023, 17 managers graduated from the Progredir program and took regional manager positions, in addition to 633 new managers and pharmaceutical managers;
* Crescer Program: Focused on the corporate area, senior and middle management of all business units (Corporate, DCs and Pharmacy Operations), evaluates the six organizational competencies as a way to drive individual and organizational development.

The remaining positions in the DCs and Pharmacy Operations business units are covered by a second performance evaluation format called the Expected Behaviors Evaluation, in which they are also evaluated based on functional competencies, as this evaluation is directly related to the Trilhar program.

* RD Mentoring: A voluntary program in which more experienced professionals mentor less experienced ones, including the participation of leaders, from VPs to coordinators, promoting exchange, development and learning at various levels of the Company, in monthly meetings. The program is also available to our interns;
* Reverse Mentoring: In this mentoring approach, younger professionals, typically between the ages of 25 and 35, take on the role of mentors, while more experienced professionals become the mentees. This practice fosters generational diversity, innovation, and learning.
* Succession Program: Its objective is to develop leaders – managers, officers, vice presidents and CEO – who meet the current and future demands of the business. Annually, we build our succession map, which includes mapping steps and calibration/validation committees.
* Career Transition Assistance: Corporate managers and officers whose employment contracts have been terminated can benefit from an outplacement program to support their career continuity.

The theme of our people development is also part of our 2030 Commitments, within the Healthier Businesses pillar. Learn more in the 2030 Commitments section (inserir link).

Check out more details of our people management initiatives in the GRI disclosures listed in this dashboard or in the Annual and Sustainability Report.

Related Policies

* People Code – Ethics and Conduct in RD Saúde