Appreciating our staff is at the core of Rede D’Or São Luiz’s culture. Our daily commitment and dedication allow us to achieve even better results and fulfill our purpose of caring for people. We invest in our teams’ quality of life and development by fostering a stimulating and healthy work environment, in line with the best market practices.
In 2021, given the Covid-19 pandemic, we faced yet another challenging year. Our efforts were channeled to provide full support to our teams, giving priority to five pillars:
While caring for our employees and partners, especially the front-line workers, we did everything possible so that everyone was safe and physically and emotionally healthy, thus maintaining our high-standard hospital care.
In order to have a better understanding of our human capital development initiatives, in 2020, we reviewed our organizational skills model and, in 2021, we operated focused on spreading skills models and behaviors expected by the leadership and employees.
Organizational skills are our essence and are in line with Rede D’Or São Luiz’s purpose and management model. Furthermore, they translate how leaders and employees must behave, which consequently create high- performance results.
The skills model will be embedded in the employee’s entire journey, from recruitment and selection to onboarding, skills assessment, feedback, IDP, training initiatives, as well as career processes and professional performance.
Rede D’Or São Luiz evaluates organizational skills every year and the process begins in February.
To better spread the skills model and employee and leadership employee and leadership engagement, we made available on the digital education platform – the Learning Portal – a course on organizational skills. The purpose is to communicate about expected behaviors by our teams and to act as protagonists of their own development.
Skills include:
IDENTIFICATION WITH THE ORGANIZATION
Commitment and alignment to the organization’s purpose.
CLIENT-FOCUSED
Operates focused on customer service excellence.
ADAPTATION TO CHANGES
During times of changes and uncertainties, we operate positively, quickly adapting to the scenario and seeking to achieve the most from each experience.
COOPERATION
We build and encourage collaboration, respecting differences, being emphatic and strengthening team spirit.
INITIATIVE AND PLANNING
We rely on initiative and organization for an efficient operation.
INTERPERSONAL COMMUNICATION AND RELATIONSHIP
We communicate efficiently and have relationships based on empathy and welcoming.
ENGAGING LEADERSHIP
Our leaders develop employees and themselves, thus building engaging teams.
RESULT OPTIMIZATION
We understand our business and take accountability for delivering results.
At Rede D’Or São Luiz, we adopt a Skills Model focused on expected organizational behaviors for each position, in line with our strategic guidance, management model, mission and values.
Employees working at Rede D'Or São Luiz for at least three months (except our interns, apprentices and outsourced employees) periodically go through Skills Assessment to identify the compliance with mapped technical and organizational skills. In 2021, we also developed a hiring process for new employees that is in line with the organizational skills.
We also improved the project, including a new and quicker platform, which can be accessed both from the computer or mobile phone; the review of organizational skills for a better assessment; changes in the assessment scale focused on the alignment to market practices and annual cycle, which ensure more speed to the professional development process. As a result, 99% of our employees participated in the Assessment.
With regard to training investments, we have offered several digital programs in the Portal Saber – our distance learning platform. They include the new employees’ track, the Sustainability track, the Leadership Development Program, courses for care provider employees, Compliance and several webinars. Moreover, there is a continued education center in each health care unit for training recently hired employees and offer technical refresher courses. Rede D’Or São Luiz’s platform also offers a section where users can have discounts in several educational institutions.
In 2021, we had 1,035,876 thousand hours of training and development initiatives, being 20% distance learning and 80% in-person training. Every month we assess the Training Hour per Employee indicator, which shows us that even amidst a challenging year due to the pandemic, we have continued to invest in offering refresher trainings and courses to our employees and leaders. For the next year, we plan to report average training hour broken down by gender and employee category.
2021 training hours
Geared towards making the adaptation of new employees and leaders to our culture and work environment easier, we released the Chega Mais Onboarding Program in May 2021.
Using hybrid methodology, the Program brings together the content offered through our Distance Learning platform – Portal do Saber, and in-person activities. It also presents Rede D’Or São Luiz history, our business model and culture. For a better adaptation of the participants, we have designed a track specially created for leaders.
All necessary information to begin the program are in the welcome kit delivered to employees when they are hired.
Another 2021 highlight was the resumption of the Real Simulation behavior training. Via Zoom, we have been able to impact Nurses and Nursing Technicians in the states of Rio de Janeiro, São Paulo and Paraná. Through the simulation of real situations in the daily routine of a hospital, it has been possible for recently hired employees to learn and understand the importance of a positive attitude before our clients. For such purpose, the main topics addressed in the simulations are Empathy, Communication, Teamwork and Conflict management. Between May and December, 1,069 employees were trained divided into 33 groups.
| Training Hour per Employee Progression (HHT, in Portuguese) | |||
|---|---|---|---|
| 2019 | 2020 | 2021 | |
| Jan | 1.87 | 1.60 | 1.18 |
| Feb | 1.88 | 1.92 | 1.35 |
| Mar | 1.88 | 1.37 | 1.33 |
| Apr | 1.81 | 1.74 | 1.49 |
| May | 2.34 | 1.50 | 1.71 |
| Jun | 1.68 | 1.41 | 1.70 |
| Jul | 1.82 | 1.47 | 1.93 |
| Aug | 1.89 | 1.52 | 1.93 |
| Sep | 2.32 | 1.41 | 1.92 |
| Oct | 2.70 | 1.91 | 1.54 |
| Nov | 1.91 | 1.56 | 1.70 |
| Dec | 1.60 | 1.24 | 1.62 |
In order to support the development of Rede D’Or São Luiz’s leaders, especially due to the challenges brought by our organic growth, since 2020 we have relied on the Entre Líderes program.
Produced by Rede D’Or São Luiz’ distinguished professionals, partners and specialists, the program encourages active learning practices through short courses. Through video content, podcasts and short texts, the course is intended to encourage leaders to think about people management and their responsibilities given the new business scenario.
Launched in September, the Leadership Development Program comprises market concepts and practices coupled with the Rede D’Or São Luiz’s way of being, with the purpose of preparing leaders aligned with our culture, business model and organizational skills.
The program has been devised based on job position levels and the learning track format. Participants learn through different multimedia resources: interactive course, texts, podcasts, TED Talks, infographics and management tools, among others.
The track for the Reference Employee/ Leader, which is the first leadership level at Rede D’Or São Luiz’s organizational structure, has impacted more than 3,400 people through content focused on developing basic leadership skills and our business. The track to the supervisor/coordinator position is focused on developing management and social skills as well as our business, influencing more than 1,300 people.
We expect to release the track for manager positions by January 2022.
The Leadership Development Program is geared towards preparing leaders aligned with our culture, business model and organizational skills. The program has been devised based on job position levels and the learning track format.
At Rede D’Or São Luiz, we believe that recognizing our employees’ potential comes in different ways. In order to reuse leftover paint at Hospital Esperança, in Recife (PE), the elevator operator Ireston Messias do Nascimento was chosen to transform the common room by painting a wall in a tribute to the local culture, a picture of Olinda’s carnival and its giant dolls.
The employee, who paints and sells his artwork in his free time, has been working for Hospital Esperança since 2009 and has been drawing since he was seven years old, encouraged by his father. The project was an idea by the Hospital’s Sustainability Committee and created a more welcoming and fun environment.
Shared by professionals during their break time, the Hospital Esperança’s Common Room offers a television, tables, benches and chairs for resting.
In addition to adding value to the employees room, the initiative has reduced the environmental impact by using leftover paint that would have been discarded and contributed to encourage the entire Rede D’Or São Luiz to promote sustainable initiatives.
By year-end, our workforce comprised 67,285 own employees, including units recently incorporated to Rede D'Or São Luiz.
| 2019 | 2020 | |
|---|---|---|
| North | 20 | 19 |
| Northeast | 10,688 | 10,158 |
| Midwest | 4,241 | 4,003 |
| Southeast | 35,889 | 35,065 |
| South | - | 786 |
| Total | 50,838 | 50,031 |
1 - The difference between total employees by region and Rede D’Or São Luiz’s employees is due to new units acquired in 2021.
2 - For the next year, we plan to also report the number of employees by gender in each region.
Martha Savedra
Martha Savedra, attorney and physician specialized in cardiology, is one of the highlights among the many Strong Women at Rede D’Or São Luiz.
She has been working with us for 34 years. Martha joined Labs in 1987 and participated in the construction and opening of Hospital Rios D’Or in 2009. Since 2018, she has been the executive officer for Rio de Janeiro’s West Regional, one of the most important regionals in the state as well as the entire Rede D’Or São Luiz operation. Martha was part of the national and international certification processes for five out of the six hospitals in her Regional and, in 2020, she was also the officer responsible for the Parque dos Atletas Field Hospital.
Rede D’Or São Luiz continued its expansion in 2021. As soon as the merger or acquisition of a new unit is completed, the Integration and business departments come into action. The purpose is to develop a management project to adapt and implement work processes, systems and policies that are in line with our excellence standards. Moreover, the teams devise plans to offer training, allocate people and engage employees with the new organizational culture. Each process, which is entirely conducted based on welcoming new employees, develop the feeling of belonging and change management, lasts from four to six months, when the BackOffice systems are fully integrated, and the operation is handed over to Rede D’Or São Luiz.
The Company currently has 12 integration projects for new units in progress, in the states of Mato Grosso do Sul, São Paulo, Paraíba and others, with an indirect positive contribution to their economy.
Still amid the pandemic, in 2021 our In- House Communication continued to be grounded in the three pillars defined in 2020:
In order to further motivate and appreciate employees in battling against Covid-19, we launched the “We are stronger TOGETHER” campaign in 2021. Several initiatives were developed, both corporate and local (at the units), focused on supporting, motivating, engaging and strengthening the purpose and pride of belonging. The campaign's main purposes include:
The “we are stronger TOGETHER” campaign developed several initiatives, both corporate and local, focused on supporting, motivating, engaging and strengthening the purpose and pride of belonging.
We have resumed the three main lines of action to support our employees:
MINUTO DO BEM 2nd edition:
Audio messages shared via WhatsApp recorded by psychologists and with testimonials from patients telling their stories and feelings. The focus of campaign was to stimulate conversations, by creating moments of collective listening, closeness and care within the teams. Messages were sent twice a week from April 9 to July 2, 2021, with 28 audios available via WhatsApp for the entire Rede D’Or São Luiz;
CARING FOR EMOTIONS PROGRAM
for psychological support: an open channel for emotional support to all employees. Assistance Support Service, in partnership with IDOR, in which employees were able to schedule, via an online form, slots to talk to a specialist;
TELEMEDICINE
for monitoring employees with suspected or confirmed cases of COVID-19, with no coparticipation charge.
They could be scheduled at the Employee Support Center (0800 334 5000). More than 300 consultations were carried out until September 2021.
The campaign also included:
Every year we seek to listen to all our employees’ opinions through the “Fala Rede!,” our organizational climate and engagement survey. In 2021, more than 90% of our staff participated in the survey, totaling 43 thousand employees, 12% more respondents than in 2020. The Company’s overall approval ratio came to 79.36%, an increase compared to the 78.97% achieved in the previous year.
We achieved above 75% approval ratio in all aspects evaluated, with the “Belonging” aspect standing out with 91% and “Diversity and Inclusion” with 89%. This significantly shows our improvement year after year, with an increase in both number of respondents and hospital units participating in the survey. Managing organizational climate is a priority for our business given that we understand that engaged teams allow us to deliver better results, reduce turnover rate and absences.
We have prepared actions plans based on the results achieved, seeking to improve aspects with a greater impact on employee engagement.
Rede D’Or São Luiz has a compensation and benefits policy in line with market practices, which complies with the Brazilian legislation in force and our human resources policy. In addition to fixed compensation, we offer our employees a variable compensation program linked to performance targets.
We also offer benefits that include health and dental insurance, meal voucher or cafeteria at the workplace and the Partnership Club Program. In an online platform, we offer products and services exclusive for our employees in partnership with insurance, education, culture & entertainment, wellness, gastronomy companies, and other segments. The program had 42 thousand views on average in 2021, up by 165% on 2020. We recorded 16,030 views in 2020 and 42,411 in 2021.
At Rede D'Or São Luiz, we keep up with market trends and use our HR indicators panel to provide inputs for decision- making and improve talent attraction and retention.
In order to appreciate our employees and offer real growth opportunities, we give priority to in-house recruiting and rely on Movimenta Rede, our internal recruiting program. Since 2020, all recruiting phases were held online, increasing visibility of opportunities to the candidates. The Program was restructured in July 2021, strengthening its purpose and reinforcing the commitment with the leadership to appreciate internal talents. Accordingly, the number of positions filled with our employees continues to increase each year, accounting for more than 1,000 opportunities in 2021, including in care practices, operational and corporate departments across all units, 400% more than in the previous year.
Moreover, we are proud to provide a favorable environment to development, high level of belonging, compensation and benefits compatible with market practices, a variable compensation program linked to the achievement of strategic targets and partnership with gyms, education institutions and products and services companies.
By gender
By age group
By region
| 2019 | 2020 | |||
|---|---|---|---|---|
| # | rate | # | rate | |
| North | 6 | 30.0% | 3 | 15.8% |
| Northeast | 1,842 | 17.2% | 855 | 8.4% |
| Midwest | 1,964 | 46.3% | 1,025 | 25.6% |
| Southeast | 12,215 | 34.0% | 7,150 | 20.4% |
| TOTAL | 16,027 | 31.5% | 9,033 | 18.3% |
By gender
By age group
| 2019 | 2020 | 2021 | ||||
|---|---|---|---|---|---|---|
| # | rate | # | rate | # | rate | |
| < 30 years old | 4,487 | 29.1% | 5,029 | 32.9% | 5,220 | 29.1% |
| From 30 to 50 years old | 7,152 | 22.9% | 5,889 | 19.9% | 8,687 | 22.2% |
| Over 50 years old | 784 | 19.1% | 664 | 15.1% | 1,027 | 15.2% |
| TOTAL | 12,423 | 24.4% | 11,582 | 23.5% | 14,934 | 23.4% |
By region
| 2019 | 2020 | 2021 | ||||
|---|---|---|---|---|---|---|
| # | rate | # | rate | # | rate | |
| North | 6 | 30.0% | 4 | 21.1% | 8 | 1.5% |
| Northeast | 1,901 | 17.8% | 1,435 | 14.1% | 2,431 | 16.6% |
| Midwest | 1,389 | 32.8% | 1,262 | 31.5% | 1,372 | 28.9% |
| Southeast | 9,127 | 25.4% | 8,881 | 25.3% | 10,818 | 25.2% |
| South | - | - | - | - | 305 | 36.0% |
| TOTAL | 12,423 | 24.4% | 11,582 | 23.5% | 14,934 | 23.4% |
Turnover by age group
By age group
By region
| 2019 | 2020 | |
|---|---|---|
| North | 30.0% | 18.4% |
| Northeast | 17.5% | 11.3% |
| Midwest | 39.5% | 28.6% |
| Southeast | 29.7% | 22.9% |
| TOTAL | 28.0% | 20.9% |
Diversity at our Company contributes to attract and retain the best talents, boost creativity and innovation, develops organizational flexibility and fosters an inclusive culture, thus strengthening our brand.
Our organizational climate survey held every year confirms how much diversity is respected at Rede D’Or São Luiz. When asked if "people of any age, ethnicity, religion, color, gender, and sexual orientation are treated equally in the company", over the last two years we have maintained an approval rating of 89%.
Issues such as intolerance, discrimination, and any kind of harassment have always been dealt with by Rede D’Or São Luiz through its Code of Conduct and by making a report channel available to employees. Seeking to advance this discussion, in 2020 we joined the Ethos Institute, a reference in sustainability and social responsibility in Brazil. At the same time, we formed a Diversity and Inclusion Committee, composed of members from the senior management, including Rede D’Or São Luiz’s CEO.
89%
of employees
have confirmed Rede D’Or São Luiz’ respect for diversity in the climate survey for the past two years
In 2021, we were proud to launch the Diversity and Inclusion program, designed based on a diagnosis made at the Company and on our awareness about the importance of promoting a diverse environment with the appreciation for teams’ plurality. Throughout the year we carried out several actions, such as communication campaigns to raise awareness of employees on related topics, application of trainings to promote an inclusive culture. In our digital experience platform (Portal Saber), we launched a course on diversity and inclusion in August, aiming to expand the knowledge on the topic and we impacted more than 5,600 people, which represents 10% of our staff.
Diversity at Rede D'Or is essential and has been prioritized when selecting and hiring our employees. For this reason, we mapped our recruitment and selection process in order to minimize barriers and biases for the entry of diversity in our institution. Our commitment to make Rede D’Or São Luiz increasingly inclusive also involves a digital transformation process, which we have been implementing since 2018. One of our concerns is to ensure the accessibility of our applications for all audiences. That being said, we comply with the WCAG (Web Content Accessibility Guidelines) guidelines for most items with criticality A and AA, which gives our applications an average score of 79% accessibility, and we are continuously investing to comply with the other items of criticality, including questions related to the autism spectrum.
Under 30 years old
| Employee category | 2019 | 2020 | 2021 | |||
|---|---|---|---|---|---|---|
| Men | Women | Men | Women | Men | Women | |
| Executive Officers | - | - | - | - | - | - |
| Managers | 1 | - | 1 | 1 | 3 | - |
| Supervisors | 39 | 73 | 49 | 101 | 42 | 77 |
| Professional | 684 | 2,347 | 603 | 2,103 | 558 | 2,005 |
| Operational | 2,949 | 4,870 | 2,910 | 4,789 | 3,445 | 5,872 |
| Technicians | 874 | 3,595 | 962 | 3,755 | 1,224 | 4,697 |
Between 30 and 50 years old
| Employee category | 2019 | 2020 | 2021 | |||
|---|---|---|---|---|---|---|
| Men | Women | Men | Women | Men | Women | |
| Executive Officers | 20 | 3 | 19 | 3 | 22 | 16 |
| Managers | 36 | 86 | 42 | 88 | 54 | 113 |
| Supervisors | 413 | 852 | 441 | 867 | 530 | 1,079 |
| Professional | 1,553 | 5,829 | 1,479 | 5,509 | 2,064 | 7,617 |
| Operational | 3,268 | 6,995 | 3,052 | 6,566 | 4,011 | 8,166 |
| Technicians | 2,432 | 9,812 | 2,447 | 9,074 | 3,116 | 12,257 |
Over 50 years old
| Employee category | 2019 | 2020 | 2021 | |||
|---|---|---|---|---|---|---|
| Men | Women | Men | Women | Men | Women | |
| Executive Officers | 16 | 13 | 16 | 12 | 36 | 16 |
| Managers | 7 | 20 | 7 | 23 | 16 | 34 |
| Supervisors | 60 | 115 | 57 | 125 | 107 | 189 |
| Professional | 127 | 351 | 132 | 389 | 213 | 695 |
| Operational | 684 | 1,452 | 715 | 1,526 | 980 | 2,079 |
| Technicians | 221 | 1,041 | 245 | 1,137 | 443 | 1,927 |
Employees with disabilities
| Employee category | 2019 | 2020 | 2021 | |||
|---|---|---|---|---|---|---|
| Men | Women | Men | Women | Men | Women | |
| Executive Officers | 0 | 0 | 0 | 0 | 0 | 0 |
| Managers | 0 | 0 | 0 | 0 | 0 | 0 |
| Supervisors | 2 | 2 | 1 | 3 | 3 | 6 |
| Professional | 15 | 18 | 8 | 13 | 18 | 33 |
| Operational | 279 | 287 | 241 | 237 | 320 | 326 |
| Technicians | 21 | 50 | 19 | 37 | 33 | 77 |
Ratio of basic salary and remuneration received by women and men| Employee Category
| Salary equality | 2019 | 2020 | 2021 |
|---|---|---|---|
| Executive Officers | 2% | 2% | 2% |
| Managers | 2% | 2% | 2% |
| Supervisors | 9% | 9% | 9% |
| Professional | 33% | 32% | 24% |
| Operational | 25% | 25% | 34% |
| Technicians | 30% | 30% | 30% |
Discrimination
In 2021, we received 37 complaints in the whistleblowing channel classified as discrimination, which were investigated and, whenever necessary, received the applicable disciplinary actions.
| Total number of discrimination cases | |
|---|---|
| 2019 | 8 |
| 2020 | 17 |
| 2021 | 37 |
At Rede D’Or São Luiz, health promotion and the occupational safety and health of our direct and indirect employees, as well as the prevention of occupational accidents and incidents are among our most important priorities.
Therefore, the company has an occupational safety and health management system - S&SO in Portuguese, based on the guidelines of
In 2019, the S&SO Matrix department was created under the Human Resources Executive Office and, in 2021, a S&SO Matrix corporate department, which is part of the company’s Human Resources Executive Office structure. This new corporate department was devised to be led by an executive specialized in occupational safety and health, thus integrating the S&SO departments from all units.
With the creation of this corporate department, a multidisciplinary corporate matrix team was resized, and nurses, safety engineers as well as specialized coordinators and analysts.
Hence, Rede D’Or São Luiz demonstrates its efforts for the continuous improvement of the S&SO management system and the commitment to maintaining high performance in occupational safety and health, providing more engagement and visibility to employees in general and to the business senior management.
We have completed the implementation of a platform for monitoring and verification of compliance with legal obligations related to Safety and Health, contributing to the mitigation of vulnerabilities during the operation of processes and procedures.
Since 2019, we have conducted system verifications based on the main requirements involving the ccupational safety and health management system. The requirements include the analysis and mapping of risk agents, the Environmental Risk Prevention Program, the Medical Control Program for Occupational Health, the Legal Requirements and Obligations Inventory occupational accidents investigations and management of Personal Protective Equipment (PPEs). We are also pleased to denote that we have completed the implementation of a platform for monitoring and verification of compliance with legal obligations related to Safety and Health, contributing to the mitigation of vulnerabilities during the operation of processes and procedures.
Throughout 2021, Rede D’ Or São Luiz held several awareness-raising campaigns on health promotion and accident prevention, including the 2021 Virtual Internal Week on Occupational Accident Prevention (SIPAT Digital, in Portuguese), which was attended by 26 thousand employees.
Due to the pandemic, the Internal Week on Occupational Accident Prevention was hosted using information technology tools, thus creating an opportunity to share knowledge on the topic in an integrated way to all units simultaneously, in a playful, virtual and interactive format.
Furthermore, we held many other campaigns throughout the year, i.e.: National Occupational Accident Prevention Day; campaigns encouraging the use of masks and Influenza and Covid-19 vaccination ampaigns, Yellow September (mental health), Pink October (women’s health) and Blue November (men’s health) campaigns.
Throughout 2021, we kept our initiatives to fight Covid-19, thus promoting the care for our employees, especially those who are part of risk groups and pregnant employees, in addition to the Covid-19 Vaccination Campaign, testing our employees who showed flu symptoms and health follow-up.
Geared towards reinforcing the public vaccination campaign against other influenza syndromes, Rede D’ Or São Luiz acquired and made available 19,000 doses of the quadrivalent Influenza vaccine to our employees.
We keep a panel with process governance inputs, which consolidates our Occupational Health and Safety Indicators in order to boost improvements and innovation, with focus on health promotion and prevention of accidents involving our employees and our units.
Said indicators are the basis for analysis of operating breaches, such as occupational accidents, absences, among others, allowing us to make structured assessments and to take corrective, continuity and scope actions. GRI 403-2
Occupational Health and Safety Rates
| 2020 | 2021 | |
|---|---|---|
| Fatalities rate | 0 | 0 |
| Lost-time incident rate | 5.68 | 6.40 |
| Accident without absence from work rate | 3.85 | 5.25 |
*Considers only units included in the P12, does not include M&A, Israelita, BAD and Hospital da Criança units.
In partnership with D’Or Consultoria, in 2021 we kept our Primary Health Care (APS in Portuguese) centers in Rio de Janeiro and São Paulo. Created in 2019, the project managed by D’Or Consultoria aims to prevent and promote health among Rede D’Or São Luiz’s employees through spontaneous demand or through the recommendation of the Occupational Health teams, working in health prevention and promotion, anticipating diagnosis and contributing to avoid preexisting chronic conditions to evolve.
More than 95% of our employees are impacted by health and safety matters included in collective bargaining agreements or collective conventions executed with trade unions. For professional categories that do not have a collective agreement, Rede D’Or São Luiz complies with the legislation in force.
20% of the topics covered by the collective agreements are related to occupational safety and health. In agreement with the trade unions, we understand that Regulations from the Social Security and Labor Special Department and the Ministry of Economy are legit and legally construed to provide basis for the subject.
