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BB's relationship with its employees is guided by a policy of personnel management which aims to transform the potential of everyone into a competitive differential, through corporate education, education in transparency and programs for advancement, quality of life, recompense and the management of performance.

Employees of Banco do Brasil are admitted via public exam. In all these external selections the principles are observed of legality, impartiality, morality, publicity and efficiency, in accordance with Article 37 of the Federal Constitution. These public selection exams, are regionalized and convenient obeying the classification of the region in which the candidate has registered.

The highlights in 2010 of the Personnel Management area were:

• investment of more than R$ 118 million in corporate education within the Company, allowing the participation of more than 600,000 in training initiatives, and approximately 10,000 student grants;

• strengthening of "Gepes" Network – Network of Regional Personnel Management Units, which will permit every Brazilian state to have at least one Gepes unit responsible for the execution and operation of the policies and strategies of the Personnel Management Unit, relationships with employees and sponsored entities, as well as socio-environmental responsibility relationships;

• the integration of 14,000 employees from Banco Nossa Caixa.

The carrying out of this process was challenging, because it was necessary to integrate corporate cultures, train professional staff, keep them committed to their work and offer opportunities for professional advancement. To this end, there was participation by the employees of both institutions, open communication, respect and cordiality in interactions, as well as the maintaining of jobs. The way in which Banco do Brasil integrated these professional staff was recognized by the granting of the TOP Award for RH 2010, conducted by the Brazilian Association of Sales and Marketing Directors – ADVBI for the BB 2.0 Project, which created opportunities for advancement and the commissioning of more than 2,500 employees in the branches.

Best Company to Work for

The election of Banco do Brasil as one of the best companies to work for was due to the facts outlined above, but also as a result of other initiatives, such as the granting of 6-month maternity leave; the Gender Equality Program; the Dental Plan; the Ethics Committees; the carrying out of two internal recognition certification contests; the Professional Advancement Program, and the results obtained from collective salary negotiations in 2010.

In 2010, employees were awarded the best salary increase over the last 20 years (7.5%), with continued profit-sharing, which is a benchmark reference in the market, and the best salary floor in the category, as well the implementation of "careers on merit".

BB's Employee Profile

BB ended 2010 with 109,026 employees, compared to 103,971 in 2009. Banco do Brasil's staff turnover rate amounted to 5.35%, with 5,700 employees leaving.

Quantity of Employees by Type of Job


Quantity of Employees by Labour Contract

The bank working day corresponds to full-time employment.


Quantity of Employees by Region

Quantity of Employees by Age Group

Quantity of Employees by Gender


Staff Leaving During the Period, by Gender


Rate of Staff Turnover by Gender


Quantity of Staff by Declared Race


Staff Leaving During the Period by Age Group

Staff Turnover Rate by Age Group

Staff Turnover Rate by Region


To meet the demand for better products and services, BB invests in the training and education of its employees. At the end of 2010 the Bank had 9,323 employees being educated on student grants for graduate and postgraduate courses. Considering training in general, and higher education courses (graduation and post-graduation), BB registered 13.55 million hours of training at the end of 2010. In addition to this, Banco do Brasil facilitates the participation of its employees in the Internal Knowledge Certification Program, as a strategy for the training and qualification of its professional staff. At the end of 2010, 36,800 employees had been certificated.

BB, encourages the obtaining of certificates such as CPA 10 and CPA 20. These certificates are for the certification of professionals who sell and distribute products at the branches. At the end of 2010, 61,400 employees held at these certifications, and Banco do Brasil is the financial institution with the highest number of employees certificated. It is also worth emphasising that Banco do Brasil incentivates the obtaining of certificates in the prevention and combat of money laundering, with 3003 employees certificated in this area in 2010.

To help its employees improve their talents, grow professionally and contribute to the carrying out of business, Banco do Brasil invest in training, while also having the Banco do Brasil Corporate University (UniBB).

Mainly employee training numbers at the end of 2010:

• 238 employees on education grants undergoing language courses. Since the creation of the program for student grants for foreign languages in 1990, some 36,700 employees have already received incentives from BB, in the form of grants and certifications;

• 3,967 employees on student grants for graduate courses – since the creation of a program in 1997, some 23,000 employees have already received incentives from BB;

• 5,356 employees on grants for postgraduate courses, MBA, masters and doctorates;

• authorization for 55 to participate in training abroad – since the creation of a program in 1999, 389 employees have already participated in events of this nature;

• more than 23,500 trains have already passed through the BB MBA Program for the Development of Excellence in Management Techniques. Of this total, 3,100 are professional staff from companies and client entities, suppliers and partners of the Bank, who attended classroom lessons together with the employees of Banco do Brasil;

• average number of hours of training per employee: 78.81, considering classroom-based training, self instruction and in service. If all the hours of training were to include higher education (graduate and postgraduate courses), the average number of training hours per employee rises to 124.30.

Average Number of Hours of Training (per Employee) by Functional Category 2008 2009 2010(1)
Management 78.96 65.81 87.07
Technical 54.79 27.93 47
Operational 93.33 60.16 85.2
Others(2) 89.71 84.78 78.24
(1) In the years prior to 2010, the calculation of the average number of training hours per functional category was based on mean average number of employees in the year, and in 2010 the number of employees in each functional category at the end of the period covered by this report, in accordance with indicator LA1.
(2) In "Other" category were considered non-commissioned positions, extinct positions and positions incorporated of Banco Nossa Caixa.

Corporate University – UniBB

UniBB aligned itself with the Corporate Strategy of Banco do Brasil and contributes to realizing the vision of the future, and developing its beliefs and values, consolidating the commitment to shareholders, clients, employees and society.

The actions of the University are focused on standing professional growth opportunities, the development of citizenship, and the quality of life and culture. The corporate education problems can be developed internally, or supplied by third parties, all based on educational principles contained in the Teaching Policy Proposal of UniBB and in keeping with the strategic directives of Banco do Brasil.

The main initiatives of UniBB are:

• Courses developed internally, distributed in the form of classroom-based courses, distance learning courses using various types of media, and a mixture between the two;

• Courses contracted with external entities, with the aim of supplying the training needs of the employees on technical themes, and not covered in the UniBB Courses Catalogue;

• Corporate Library: information unit with a collection of books, magazines, CDs, DVDs, videotapes, pamphlets and a bank of online theses, dissertations and monographs;

• Portal of UniBB: publication of the actions for personal and professional development and the carrying out of training through distance learning. This environment can be accessed via the Corporate Intranet, or by the Internet on the website address This has an area open to the external public, as well as an area that is restricted to access by employees;

• Wiki-BB environment: based on the presupposition of continuous education and collective building of knowledge, these virtual environments allowed the sharing of practices and knowledge;

• Integrated learning system for products and services – Sinapse and discussion groups: collaborative environment for the building of knowledge for the creation of a strategy for training in products, services and processes which is permitted employees to share their knowledge with the management areas;

• Programs for the support of learning for professionalization – Profi: educational materials and actions developed with the objective of stimulating discussion on Socio organizational subjects in the context of a world of constant change, and providing instruments for self-development, both personal and professional;

• Program for Professional Improvement: launched in 2003 with the objective of stimulating the improvement of employees at an operational level and furthering their career in auxiliary services, through the granting of funding to the used for education initiatives;

• TVBB: one of the channels through which UniBB offers courses. The signal is sent via satellite and captured on the television is screens of the bank throughout the Country;

• Welcome to BB Program: educational initiatives with the objective of providing employees who have recently joined the company with structured experiences in professionalization and adaptation to environments, which contribute to their insertion into the bank's culture resulting in a good performance and sense of well-being in the workplace;

• Legal Certification in Investment Program: promotes the qualification of employees to improve customer service and the fulfilment of the legal regulatory terms of each certification;

• Certification in Knowledge Program: identifies and provides visibility to talent within the bank, providing guidelines for the development of the banking professional, as well as subsidising other programs such as remuneration and professional advancement;

• Professional Orientation Program: allows employees to identify their areas of competence, values and interests, to help them take decisions in relation to their professional life, and drawing up their life projects;

• Dialogue Program – practices for transformation: strengthening and developing management skills;

• Program for higher education: providing access for employees of the bank to higher education for graduate and postgraduate courses, with partial incentives;

• Masters and Doctorate Program: aims to train internal consultants, providing the Bank with technical-scientific knowledge which contributes to the obtaining of sustainable results, in alignment with corporate strategy. The employees that participate in the program are encouraged to study and research themes considered relevant by Banco do Brasil and after the conclusion of their Research, to make the results available for the whole organization;

• Student Grant Program for the Studying of Foreign Languages: trains employees in foreign languages, with the aim of prospecting new markets, establishing and expanding businesses and so being able to better serve clients and partners, through financial incentives provided for the learning of English, Spanish, Italian, German, French and Japanese. The program has been in existence in 1990 and has already provided financial incentives, including grants and certifications, for more than 40,000 employees.

In 2010, UniBB played an important role in the consolidation of BB's position in its leadership position in the retail banking market in Brazil, through its training program focused on BB 2.0 – Program for Retail Transformation, notably from the People standpoint.

UniBB also encourages the organization of educational spaces in the units of the Bank and increases the availability of professional education to clients, suppliers, partners, families of employees, employees of subsidiaries, affiliates and associated entities linked to the Bank through partnerships, through the supply of quality educational providers and the sharing of costs.

In addition to the courses focused on businesses and career development, BB runs courses with a socio-environmental responsibility theme for its employees. Various themes are available, either through classroom-based or virtual courses that vary in time length from 6 to 40 hours. In this way, deserve all the dimensions and interrelations of sustainability, Banco do Brasil and UniBB offer a large quantity of educational programs and transformation initiatives for its people.

Quantity of Employees Trained and Functional Categories Trained in Socioenvironmental Policies and Practices(1) 2008 2009 2010
Management 1.476 3.340 1.103
Technical 461 1.011 422
Operational 1.416 2.180 1.119
Others(2) 3.541 4.284 3.900
Total 6.894 10.815 6.544

(1) In 2010 there was a change in the calculation methodology for the total amount of employees trained in the prevention and combat of money laundering and socioenvironmental practices and policies. In previous years the total amount of training activities was registered, but in 2010 the amount of employees effectively trained was used.
(2) In the "others" category, are considered non-commissioned posts, posts that have become defunct, and posts incorporated from Banco Nossa Caixa.

Environmental and Social Responsibility (ESR) Trainings

Training Initiative The Objective of Training Course Target Public
Diversity at BB Raise awareness about diversity within Banco do Brasil. All employees.
Accessibility: A question of right Encourage employees to recognize themselves as agents for transformation in the process of including disabled people in the internal environments of the bank. All employees.
Participative Management To strengthen the responsibility of acting as an agent for professional and socio-environmental change. All employees.
Management of Ethics at BB To apply the analyses of ethical evaluation to the implementation guidelines and principles based on the institution's ethical directives. Participants in the ethics committees and GEPES analyst responsible for the study and ethical evaluation report of BB.
Brazilian Sign Language To present some elements of the culture and the behaviour of those with impaired hearing, and train the employee to provide banking services using Brazilian sign language. All employees.
Socio-environmental Credit and Risk To honour of the basic elements of risk management and disseminate the reaction to possible impact of the processes of the Bank on society. All employees.
Introduction to Volunteer Initiatives To identify concepts and characteristics with respect to the Third Age Sector, Corporate and Social Responsibility and Volunteer Initiatives relating them to the strategies of Banco do Brasil. All employees and people in the community.
Volunteer Initiatives: Organizational Management and Planning To identify themes for organizational planning, the management of human resources and communication and marketing related to the organizations of the third age sector. All employees.
Volunteer initiative: Drawing up and Management of Social Projects To identify concepts and characteristics which make up the Third Age Sector, Corporate Social Responsibility and Volunteer Initiatives, relating them to Banco do Brasil's strategies. All employees.
Volunteer initiative: Financial Management To identify the management tools and instruments used in organizations of the Third Age Sector. All employees.
Local Production Arrangements - LPA To gain a comprehension of the strategy of operation of Local Production Arrangements defined by the Bank and their relevance in the generation of business. All employees.
Management of Businesses in LPA (Local Production Arrangements) To take part in Local Production Arrangements, contributing to the structuring of sustainable businesses and relating to conceptual questions, with day-to-day administrative and business practices. Employees at management level and partners.
Social Educators To build political-educational practices for civic education, through living experiences focused on the promotion of social inclusion, with a focus on development of the Millennium Goals. All employees and open to participation by the community (entities and partners).
Socio-environmental Responsibility and Business Sustainability To recognize the socio-environmental responsibility principles and initiatives adopted by Banco do Brasil and their implications for the sustainability of businesses and the sustainable development of the Country. All employees.
Security of Staff and Environments To receive training in the management of preventative security processes for environment and people, raising awareness of the responsibilities of professional staff in the exercising of their functions. All employees.
Co-operating To disseminate a culture of co-operation in the workplace and in the community, contributing to local development initiatives. All employees and social agents, partners, chance, suppliers, giving priority to those involved in Sustainable Regional Development.
DRS - a Business Strategy To use the DRS business strategy methodology and intervention tools, as well as participative management. All employees, partners of Sustainable Regional Development and Members of the Community, having the objective of using sustainable Regional Development Business Strategy and intervention tools, as well as participative management.
Personal Financial Planning To understand the importance of managing financial resources, using the tools made available on the course. All employeese and people in the community.
Rights of the Consumer, destined to all employees and persons in the community To evaluate own activity in relationships with internal and external clients, as well as users of the bank, from the perspective of the principles of the Consumer Defence Code. All employees and people in the community.
Web navigation To use the basic resources of the Internet. All employees and people in the community.
Family Farming: Pronaf To receive training as an agent for the effective realization of the businesses of Pronaf, with the aim of increasing the contracting of business supported by the program. Employees at the operational and management level in the Business Units that operate financing supported by Pronaf.
Occupational Health and Safety To develop knowledge about security in the workplace, and the promotion of health, with training to disseminate a culture of prevention and occupational risks. Employees that exercise the function of Cipeiro or who are responsible for the prevention of accidents.
Occupational Health Workshop To carry out personal and professional development, based on the perspective of integrated health and work, using the organizational support offered by the company. Employees who return from leave of absence for health reasons, giving priority for those who have been off work for 90 days
Seminar on Health and Work Orientation Management To provide an instrument for orientating teams in the processes of change, assuming the role of guiding manager for the employee reinserted. Managers of the employee target public of the Workshop for Health and Work .
Eco-efficiency Workshop To disseminate principles, values and practices of Eco-efficiency promoting changes in the relationship between human beings and the environment. Employees from the units prioritized by the eco-efficiency program in the states of Paraná and Rio de Janeiro, and in the Federal District.
Basic Education in Reading and Writing - BB Educar To initiate a process of basic reading and writing education for adults, based on methodology founded on the principles of Liberation through Education, and in the Socio-Constructivist Proposals for the alphabetization of youngsters and adults. All employees and volunteers in the community who have a commitment to teaching practice and civic awareness activity.
DRS – Conceptual and methodological foundations To gain the knowledge of the methodology of the Regional Business Sustainable Development Strategy of Banco do Brasil. All employees, partners, members of the DRS team and people in the community.

Programs for Professional Advancement

The Program for Professional Advancement in the Branch Network to identify employees and employees with the potential to occupy management positions in the Branch Network and Regional Superintendency of BB. The program is in alignment with BB's Corporate Strategy with regard to professional advancement based on merit, and allows the assessment of competent professionals (knowledge, skills and attitudes), through the use of specific points system which contributes reliability and clarity to nominations, demonstrating the potential of each employee to exercise the post to which they are appointed.

Since 2006, the program has created a reserve of 2,285 qualified employees, who are being nominated for positions in accordance with the Company's needs.

In 2010, the Program evaluated 1,081 employees (of which 561 came to form part of the reserve of qualified employees). Also in 2010, BB nominated approximately 366 participants for this course.

Quality of Life and Respect for Diversity

The Bank has initiatives which aim to guarantee the quality of life in the work of its employees, developing and managing various programs which aim to improve the quality of life of its employees, such as PCMSO (Program for the Medical Control of Occupational Health), Sesmt (Services Specialised in the Safety Engineering and Occupational Medicine of BB), Tabas (Program for the Control of Tobacco Use), Pavas (Program to Provide Assistance to Victims of Kidnapping and Mugging), The Program for the Recognition of Employees, and the Program for Quality of Life in the Workplace.

"To reject prejudices with regard to gender, sexual orientation, ethnics, race, belief of any kind" is one of the items contained in BB's Letter of Principles. Several initiatives are developed by the Company in its relationship with its employees and other interested public audiences, with a view to fulfilling this principle. Despite the efforts made, in 2010 BB received, through its internal ombudsman service, five denouncements of discrimination, of which one was considered valid. In this case the appropriate administrative measures were taken.

Occupational Health and Safety

LA6 | LA7 | LA8 | LA9

The Services Specialized in the Safety Engineering and Occupational Medicine (SESMT) have developed a series of activities with a focus on the prevention of accidents and occupational diseases, contributing to the improvement in the working conditions at Banco do Brasil. The principal indicators for 2010 are as follows:

• 567 ergonomic analyses in the workplace drawn up by active employees, all employees in the process of taking up their position, including those who have disabilities, with a view to adapting the working conditions to their needs;

• 1,895 safety inspections of buildings in use by Banco do Brasil, with a view to eliminating or reducing risks involving accidents and damage, contributing to the safety of employees, clients and users;

• 2,307 environmental mapping of the premises of Banco do Brasil, as set out in the Program for the Prevention of Environmental Risks (PPRA), with the objective of eliminating or reducing physical, chemical and biological risks in the working environment;

• 631 evacuation groups (Grua) constituted or revised with the purpose of preparing employees to act in emergency situations which imply evacuation of the building;

• 2,141 employees trained in occupational health and safety within the context of the Internal Commissions for the Prevention of Accidents (Cipa) or with those responsible for the prevention of accidents (RPA) at Banco do Brasil.

The new structure of Sesmt is in the implementation phase throughout the Country, with representations of these services in all the federal units, including those that are not subject to labour legislation (Regulatory Norm NR 4, of the Ministry for Labour and Employment), with the qualification of a total of 142 professionals.

Since 2003, in its practical health exams, Banco do Brasil has included a series of exams, strategies and initiatives which aim to prevent diseases, even though not occupational, and the promotion of health, such as preventative exams for gynaecological cancers (uterus, breasts, etc) and masculine (prostate); evaluations and guidelines with regard to stress and coronary risk; educational and preventative guidelines, treatment for the elimination of tobacco dependency; specific evaluation of osteomuscular system; adoption of pauses in the working day, and a reduction in the length of the working day on doctor's recommendations in cases of osteomuscular disturbances; and the laboratory exams for the assessment of cholesterol
levels, HDL, triglyceridemia and glycemia.

Percentage of Employees Represented by Formal Occupational Health and Safety Committees.

CIPA(1)  95%
Evacuation groups – GRUA(2)  24%
(1) Quantity of Cipas (53) for all the buildings (56), in compliance with legal requirements (NR 5, of MTE): 53/56=0.95=95%.
(2) Quantity of buildings with Grua set up (1352) divided by the total of bank premises (5602): 1352/5602=0.24=24%.

Rate of accidents in the workplace

Rates (1) 2008 2009 2010
Lesions (TL) 4.47 3.41 4.56
Absenteeism (2) 5.23% 5.21% 5.15%
Occupational diseases (TOD) 5.29 5.21 6.29
Days lost (TDP) 1.10 1.04 0.88
(1) calculation formula:
TL = number of lesions / hours worked x 1,000,000;
TDO = number of cases of occupational diseases / hours worked x 1,000,000;
TDP = number of days lost / scheduled days x 100;
(2) Total days lost per day scheduled.

In addition to these initiatives, Banco do Brasil maintains assessments for the control of stress. This assessment is carried out using a specific questionnaire (Lipp Test) which classifies the levels of stress of each employee by category. Those who are diagnosed with a significant level are duly orientated. Associated with this evaluation, BB also makes available its "Club of Agreements" which consists of gyms and clinics linked to health and well-being for which a special discount is available for employees, dependents, student trainees and apprentices.

In the question of Repetitive Strain Injury (RSI) and Work related Musculoskeletal Disorders (WMSD) , evaluations of employees are carried out, as well as in the workplace, by SESMT. The classification of severity of pathology is carried out in agreement with the INSS, and whenever pertinent, the employee in question is allowed time off work and centre for specialist medical care.

Also in the area of occupational health and safety, as part of its Collective Labour Agreement (CLA), BB has the Program for Professional Rehabilitation which is designed to reinsert the professional in the workplace, for whom pathological diagnosis indicates jeopardised functions, whether diseases is of an occupational origin or not.

Additionally, there are a number of clauses in the Collective Work Agreement that refer to "Health and Conditions in the Workplace" and "Occupational Health and Safety ". Particular note is the guarantee of payment, for up to 18 months after returning to work, with a cash bonus given to the employee that exercized the particular function, and who has had to take leave because of repetitive strain injury, as well as additions to salaries when Welfare Assistance for Disease or Assistance in the Event of Accidents, are granted.

Program for Life Quality in the Workplace

The Program for Quality of Life in the Workplace at Banco do Brasil is directed at employees, student trainees and apprentices, and promotes initiatives to encourage anti-stress practices, such as: gymnastics in the workplace, yoga, liang gong, tai chi chuan, eutony, ballroom dancing and circular dancing. Each year, on a regional basis, Life Quality Weeks are promoted, with seminars, workshops, life experiences, concourses and quizzes being chosen on specific themes related to aspects which favour a more healthy lifestyle. The table below summarises the themes covered during Quality of Life Weeks since the creation of a program in 2007.

Year Focus Theme
2007 Stress "Life needs pauses " (Drumond)
2008 Physical Activity "Happiness is activity " (Aristotle)
2009 Art & Leisure "The art of life consists of making life itself a masterpiece " (Gandhi)
2010 Healthy Eating "What feeds you is your medicine ". (Hippocrates)

Teams for Communication and Self-Development (Ecoa)

To complement its communication activities, Banco do Brasil maintains Teams for Communication and Self-Development, who helped managers in internal communication activities, environmental responsibility, organizational climate, volunteer programs, recognition, training and quality of life. Approximately 10,000 employees throughout the country participate, of volunteers of Ecoa.

Program for the Assistance to Victims of Robbery and Kidnapping

Introduced by the Bank in 2000, this program has the aim of providing medical, psychological legal and security systems to those people who have been victims of robbery and kidnappings. The program aims to provide hospital treatment and emergency psychology care, and if necessary, temporary time off work, or reallocation to another premises. The emergency services cover, in addition to employees, their families, student trainees, apprentices and third-parties who do not have health plans.

Reinsertion program

Approved in 2003, the reinsertion program was created to provide better reception conditions for an employee who has returned after a long time of being absent on work on health leave (more than 90 days). Program guarantees the post of the employee for 120 days after leave as a result of accident, and for 1 year in the case of time off work due to repetitive strain injury).

Paths to Retirement Program

In August 2010 in the Paths to Retirement Program was launched by the Banco do Brasil Corporate University, with the aim of providing orientation to the employee with regard to the building of a life project for retirement, involving the following actions: pamphlets, Active Life Workshop, internal and external courses, Gepes events and mentoring.

In August, professional course orientators were trained for the holding of the Active Life Workshops throughout the Country, with the first Workshop taking place in September at Gepes Brasília DF.

At the end of the year 2010, there were 114 participants, with 91 in the Active Life Workshop and 23 appearing in the in the POP pamphlet – Paths to Retirement.

Gender Equality

In alignment with its Socio-environmental Commitments and with the objective of leveraging processes and methods of valuing women with in the organization, Banco do Brasil has participated actively in gender equality programs.

In 2010, for the second time BB was awarded the seal for the Promotion of Gender Equality for its participation in the 3rd edition of the Program for the Promotion of Gender Equality, coordinated by the Secretariat for Policies for Women (SPM), as part of the Presidency of the Republic or fulfilment of initiatives in the promotion of gender equality in its staff management processes and in its cultural organization, as set out in the action plan.

On August 30th, 2010, Banco do Brasil adhered to the Principles of Empowerment for Women – Equality Means Business, proposed by the United Nations Organization Women program and the United Nations Global Compact. This move makes the theme a priority for Banco do Brasil in its promotion of gender equality.

In summary, the principles of the theme are set out below:

  • To establish corporate leadership at a high level for equality of gender.
  • To treat all women and men in a fair manner in the workplace – respecting and supporting human rights and non-discrimination.
  • To ensure health, security and well-being for all workers, men and women.
  • To promote education, training and professional development for women.
  • To implement corporate development and practices in the supply chain and marketing which give power to women.
  • To promote equality through community and defense initiatives.
  • To measure and publicly report on the progress achieved in terms of gender equality.

In addition to the programs above, Banco do Brasil contributes to various groups and discussion forums focused on socio-environmental responsibility and the promotion of the appreciation of diversity, such as for example:

• United Nations Work Group for Women – Brazil;

• Cycle of meetings for the strengthening of gender equality in Public and Private Companies with Mixed Capital;

• United Nations Global Compact and Millennium Goals;

• Subcommission for Diversity – FEBRABAN – Brazilian Bank Federation;

• Consultative Council for the Brazilian Monitoring of Gender Equity.

Attention for Disabled People

In fulfilment of the law which determines that 5% of job vacancies must be reserved for people with disabilities, Banco do Brasil employs 882 employees with some type of disability – the percentage stipulated does not correspond to the existing situation at BB due to the lack of candidates approved in public concourses. The vacancies reserved for them are filled by other candidates, observing order of classification. Employees with disabilities receive suitable operational conditions and in accordance with the ergonomic analysis carried out by Services Specialised in the Safety Engineering and Occupational Medicine (SESMT).

In addition to this, the Caixa de Assistência dos Funcionários do Banco do Brasil – Cassi coordinates the Good Living Program, which has the object of promoting access for employees with disabilities and their families to their health needs, through prevention, early detection, diagnosis, treatment and rehabilitation.

Internal Ombudsman Service

To promote dialogue, enhance the ethical and humane relations and contribute to the improvement of policies, procedures, practices and programs for People Management and Environmental Responsibility, Banco do Brasil has, since 2005, an Internal Ombudsman in the organizational structure of the Vice President of Human Resources and Sustainable Development.

The goals of the Internal Ombudsman include democratize labor relations, work in prevention, mediation and resolution of conflicts, contribute to valorize internal stakeholders, stimulating a sense of participation in the employees considering the policies and practices of humans resources management and environmental responsibility, generate inputs and information for continuous improvement of policies, processes and practices of human resource management and environmental responsibility.

Where conflict mediation does not achieve effectiveness, the demand is forwarded to the Ethics Committees (Superior or from States) for consideration and judgement.

The Internal Ombudsman Service is subdivided into 4 areas – Internal Complaints (reception, registration, analysis and mediation), Strategic, Staff Management and Resources – and the demands received maybe Denouncements, Complaints (2nd instance) and Praise.

The internal ombudsman service offers specific training on complaints, mediation of conflicts, moral and sexual harassment, and others, offered by the Bank, or by third parties; it carries out periodic meetings between teams; presentations of cases; participation in congresses on ombudsman services and the exchange of good practice procedures in the market, with the ombudsman departments of other banks and institutions in the public sector.

The internal ombudsman service has developed an instrument for achieving greater proximity to employees, the Travelling Ombudsman Service, consists of meetings at the workplace carried out in all this state of the Federation, with particular emphasis on the status of São Paulo and Santa Catarina to complement the incorporation processes of BNC and BESC.

Externally, the internal ombudsman service participates as one of the representatives of Banco do Brasil in the gender equality program, coordinated by the Secretariat for Policies for Women, part of the Federal government, and was present at the following events: reconstitution of the Ombudsman Service for Racial Equality and the 12th anniversary of the Ombudsman Service of the Ministry for Social Welfare. In November 2010, it participated in the I International Forum of the Americas of Ombudsman Services and Defenders of the People, as the coordinator of the panel "Instruments of Citizenship for the Strengthening of Democracy" promoted by the General Ombudsman Service of the Union, in Salvador. And in December 2010, at the III National Meeting of Ombudsmen, promoted by the Banking Association of Rio de Janeiro – ABERJ.

Management of Performance

BB's performance management model includes half yearly assessments on two fronts: the achievement of targets established under the Labour Agreement – ATB, and the degree of skill shown in the work done.

Labour Agreement – ATB

The ATB is the instrument used to evaluate the performance of the management of each unit within the bank, with the objective of measuring the efficiency and efficacy of its activities with respect to the targets established in the strategic documents, and which consist of six performance aspects: economic result, strategy and operations, internal processes, clients, organizational behaviour and society.

The society aspect brings with it a combination of objectives and indicators with respect to the commitment to the social development of the communities in which BB is part, and the efforts made to raise awareness and involve the public audiences with which the Bank relates, on issues of sustainability.

Management of Performance by Skills and Areas of Competence

The individual assessment system adopted by BB has the objective of guiding the professional development process, contributing to career planning, facilitating the achievement of organizational objectives and providing support for staff management processes and programs, such as professional advancement and corporate education.

The system is based on the analysis of individual competence and skills, which represent behaviour that can be observed in the working environment, and which serve as a standard of reference for guiding the operations or professional performance of the employees. The management of performance by skills and competencies is carried out using multiple assessment sources, in a 360° process, which involves self-evaluation, evaluation at a higher level, as well as by subordinates and peers.

Percentage of employees who have received analysis and performance monitoring:

2008 2009 2010
96.65% 82.15% 85.44%

Salaries and Benefits

The admission of the employee workforce into Banco do Brasil is carried out through a public exam process, and since 1985, the only posts that had been filled are those of bank clerk, which has 12 categories (E-1 two E-12), each one having a specific time limit for application. Banco do Brasil's salary policy includes standard remuneration (with salary related to the post held) and variable remuneration, to the employee profit-sharing scheme.

The remuneration and benefits granted in 2010 to employees were distributed in accordance with the table below:

Highlights of Personnel Expenses – R$ million  2009  2010 Change on 2009 (%)
Salaries 5,239 6,177  22.1 
Benefits 1,486 1,760  18.4 
Pension Funds 232 235  1.5 

Average Remuneration

Post Mulheres Homens
Management  5,975.53  7,098.91
Technical  6,776.25  7,333.51
Operational  3,552.96  3,654.27
Others(1)  2,523.03  2,821.35
(1) In the "Others' category" were considered "non-commissioned" posts, defunct posts and posts incorporated from Banco Nossa Caixa.

At BB there is no salary difference between men and women who occupy the same post and who have had the same career span. The difference observed in the average salaries for the two genders is due to the fact that there are different levels within a particular category, as well as the career span, which is reflected in the average calculated.


Banco do Brasil offers a combination of benefits compatible with its size, its commitment to social responsibility and its policy for retaining talent, which reflects the requirements of the legislation. Among these benefits are medical assistance, supplementary pension plans, and transport vouchers, assistants (food/meals, baby daycare centers/babysitter assistance),assistance for children with disabilities and dental plan from 2010. Other benefits offered to employees are described in the table below:

Benefits Description
Food subsidies/meal vouchers Tickets available in electronic card form for the reimbursement of meal expenses at restaurants and snack bars.
Assistance for night-time travel Reimbursement of expenses involving transport for the return to the employees' place of residence whose working day ends between midnight and six o'clock in the morning, and for those who are authorised by the Compensation Chamber that participate in the compensation session during a period considered to be at night.
Baby daycare centers/Babysitter assistance Funding for the expense of maintaining each child, including adopted children, at daycare centers and kindergartens of free choice, and including , under the same financial conditions, the expense of paying a nanny or domestic help. The amount is defined in the Collective Labour Agreement – CLA.
Assistance for those with special needs children Reimbursement for expenses similar to creche assistance for employees who have children that have proven disabilities, which results in their need for permanent care, without a limit on age.
Executive Cash – Benefit of a Personal Nature – Repetitive Strain Injury Payment, of a personal nature, of a executive cash bonus for a period of 18 months, from the moment that an employee, who has had to take time off work as a result of repetitive strain industry or osteomolecular disturbance related to work, returns to resume his or her activities at the Bank.
Food subsidies Ticket available in electronic card form used for the reimbursement of buying food at groceries or supermarkets.
Justified absentee days Five justified absentee days per year.
Compensation for robbery Indemnification for the employee and his or her legal dependence in the case of permanent invalidity or death as a consequence of kidnapping and/or robbery aimed against the Bank.
Leave for the accompaniment of sick family members (LAPEF) Granting of time off work for employees, of not more than 90 days, to accompany sick family members in transitory or momentary situations.
License-Prize Annual leave of 18 days for each day worked at the bank. Only for employees joining the bank before 1998 .
Program for the Assistance to Victims of Kidnapping and Robbery (PAVAS) Providing of medical assistance, psychotherapy, legal assistance and security for employees following cases of robbery, as well as facilitating the reorganization of the working routine of the premises, as a way of minimizing the negative impact of the occurrence. With regard to the physical and emotional security and integrity of the employee and his or her dependents, the Bank bears the cost of travelling expenses (travel fares, board and lodging).
Social Assistance Program – Advances – purchase of glasses and contact lenses Granting of advances on salary for covering the purchase of glasses or contact lenses, recommended by the doctor. Repayment of the salary advances is carried out over 25 to 48 months, without interest.
Social Assistance Program – Advances – Natural Catastrophe or Residential Fire Coverage of the expense of purchasing or remodelling essential goods damaged by natural catastrophes, such as flooding, gales, seismic movement or residential fire. Repayment of the salary advances is carried out over 25 to 48 months, without interest.
Social Assistance Program – Advances – Financial disequilibrium Advance on salary for the overcoming of financial crisis, as a result of unexpected, inevitable or fortuitous events. Repayment of the salary advances is carried out over 25 to 48 months, without interest.
Social Assistance Program – Advances – Funeral of Economic Dependent Coverage of funeral expenses of an economic dependent, which exceed the amount covered by Cassi. Repayment of the salary advances is carried out over 25 to 48 months, without interest.
Social Assistance Program – Advances – exclusions from Cassi Salary advances for the payment of items excluded by Cassi, with freedom of choice, in the event of insufficient on nonexistent hospital treatment or laboratories covered by health care plans in the localities where the treatment has been carried out. Repayment of the salary advances is carried out over 25 to 48 months, without interest.
Social Assistance Program – Advances – Dental Treatment Salary advances for the covering of expenses of dental treatment with reimbursement over 25 to 48 months, without interest.
Social Assistance Program – Advances – Psychotherapy Treatment On being admitted to the Bank the employee and his or her economic dependents have the right to 200 individual psychotherapy sessions. Once the quantity of sessions has been used up, the bank commits the extension of psychotherapy treatment through the freeing up of advances on salary. Repayment of the salary advances is carried out over 25 to 48 months, without interest.
Social Assistance Program – Assistance – Purchase of Medicines Abroad Compensation for part of the expenses of purchasing medicines abroad.
Social Assistance Program – Assistance – Disabled Persons Coverage of expenses of boarding school, semi-boarding school, and day schools, as well as supplementary therapy for economic dependents or pensioners (registered with the Bank) that are physically or mentally disabled, or with neurosensory problems of a permanent nature, which results in their inability to enjoy a normal life, and/or obtain employment.
Social Assistance Program – Assistance – Hospital Treatment Coverage of hospital medical expenses for severe diseases, when no resources are available under Employee Health Plans, which is for employees.
Social Assistance Program – Assistance – Medical-Social Providing of social welfare, with psychosocial and socio-educational assistance, for problem situations.
Social Assistance Program – Assistance – Travel for Health Treatment Abroad Reimbursement of expenses of travel for health treatment abroad (travel, board and lodging) for the patient and one accompanying person, when there are not adequate or sufficient resources available in Brazil.
Social Assistance Program – Assistance - Travel for Health Treatment within the Country Reimbursement of expenses of travel for health treatment within the Country (travel, board and lodging) for the patient and one accompanying person, when there are not adequate or sufficient resources are available where the employee comes from (or the location where he or she lives).
Social Assistance Program – Assistance – Donation/Receipt of Organs and Transplants Reimbursement of expenses of the employee for travel for donation/receipt of organs for transplant.
Social Assistance Program – Assistance – Special Nursing Coverage of the amounts excluded by Cassi for hospital nursing services and home-based nursing services for patients which require permanent care and intensive nursing, outside of intensive care.
Social Assistance Program – Assistance - Death in Service Coverage of expenses of funeral and removal of the body, in the event of the death of an employee occurring during service outside the Metropolitan Region of his or her branch location, including during transport.
Social Assistance Program – Assistance – removal by mobile intensive care unit or aero taxi Coverage of expenses for removal by mobile intensive care unit or aero taxi for health treatment, in situations of grave health risk or emergency, characterized by a lack of medical care during the period of travel.
Social Assistance Program – Assistance – Growth Hormone Treatment Coverage of reimbursement of amounts excluded by Cassi for expenses due to growth hormone treatment for those with achondroplasia (dwarfism).
Social Assistance Program - Tobacco Addiction Control Employee described under the program will have the full coverage of travel expenses to the nearest location, went there is no authorized network in the localities to which the employee has been assigned. Also 50% of the medicines prescribed will be reimbursed, should this be the case.
Social Assistance Program – Dental Expertise The bank assumes the expense of dental expertise, when necessary.
Transport vouchers Partial defrayal of costs of the transport of employees, in the travel from their residences to places of work, and vice versa will stop this does not apply to travel on selective or special transport .
Benefits of a personal nature (VCP) Continuing payment of a personal nature for a particular period in keeping with the post exercised by the employee, when there is a downsizing of the branch.
Benefits of a personal nature (VCP) – Accidents in the Workplace Payment, of a personal nature, by position held, for a period of 120 days, from the moment that the employee, away from work as a result of an accident in the workplace, resumes activities at the Bank.
Adoption leave Bonus for time off for the adoption of children with an age of up to 96 months. For those adopting male children, a time off work of five days is allowed. The employee who adopts or obtains the guardianship of children for adoption purposes is also entitled to maternity salary.
Maternity leave On the occasion of birth, the adoption for attainment of traditional guardianship or adoption purposes, the employee is entitled to maternity salary and maternity leave.
Maternity salary The salary paid to the employee during the period of maternity leave or adoption leave is that ought to the full-time remuneration owed for the month off work, or the arithmetic average of the last six months (whichever is the greater).
Medical assistance Banco do Brasil contributes as a sponsor to employee health plans, including those from institutions incorporated by the Bank.
Supplementary pension Banco do Brasil contributes as a sponsor to supplementary pension plans for employees, including those from institutions incorporated by the Bank.
BB dental care Banco do Brasil, in partnership with the company Odontoprev, provides dental assistance for active employees and their dependents.

BB Dental Plan

The supplying of the dental plan benefit from November 2010, in the strategic partnership with OdontoPrev S.A. and the introduction of BB Dental fulfilled a long-standing demand from employees of Banco do Brasil.

With the dental plan, more than 270,000 beneficiaries of BB Dental, including subscribers and dependents, gain access to the BB Dental Essencial plan at no cost to employees. After the introduction of BB Dental more than 6,000 treatments were begun in approximately 150 municipalities, scheduled in a personalized manner through Disque BB Dental. Of the procedures initiated, 47.7% were for Profilaxia, in other words a combination of oral hygiene prevention measures, demonstrating the concern of the beneficiaries to maintain and improve their oral health.

Shortly research will be carried out of client satisfaction to measure the quality of services provided and the launching of other plans, BB Dental Execu­tivo and BB Dental Supreme, with differentiated coverage in accordance with beneficiaries' needs.

Recognition Program

Institutionalized in 2002, BB's recognition plan operates on two fronts: one focused at strengthening the relationship of the company with its employees, and the other for the recognizing and appreciation of the performance of the branches and teams, as presented in the Labour Agreement.

Among the most recent actions carried out by BB under its Recognition Program of particular note are the Cultural Festival and the Ecoar Concourse of Best Practices. The festival was conceived to recognize and publicise the artistic talents of the bank's employees and retirees while the Ecoar program has the object of appreciating the work developed by all the Ecoas around the Country. In 2010, the second edition of the Festival was held, as well as the first 1st Ecoar Concourse for Best Practices.

In the relationship between the Company and employees, initiatives are developed focusing on the improvement of the organizational climate and interpersonal relationships. For 2010, we highlight the following objectives:

Initiatives Objective Target Public Number of Participants
Cards and promotional gifts To congratulate the employees on their corporate one year and five-year anniversaries. Employees who complete their first year and those who have completed five years. 33,047
Ship's log To disseminate themes of interest of the Organization Employees and other workers (apprentices and trainees students) 132,440
End of year festivals To motivate the workforce, promoting integration and improvement of corporate relations. Employees and other workers (apprentices and trainee students) 255,028
BB Cultural Festival To promote the integration of employees and retirees, publicising artistic values and appreciating talent at BB, through categories of ballroom dancing, photography and chronicles. Employees and retirees 892
Ecoar Concourse for Best Practices Appreciating the work developed by the Ecoas, reinforcing their importance in the support of the administration of units and publicising successful experiences. Ecoas across the Country 492

Supplementary Pension Plans and Medical Assistance

Banco do Brasil is a sponsor of private pension entities and supplementary health plans, responsible for the providing of additional benefits for retirement and medical health to its employees, as shown in the table below:

Entities Sponsored Plans Benefits Classification
Previ – Caixa de Previdência dos Funcionários do BB Previ Futuro (employees of BB participate in this plan who have joined the company since 24/12/1997. Employees and the sponsor contributes on equal terms with an average participation of 7% of salary. Retirement and pension Defined contribution
Benefit Plan 1 (employees of BB participate in this plan who joined the plan up to 23/12/1997. Plan closed for new entrants. In 2010 and there were no contributions by either employees or the sponsor due to the surplus situation of the plan). Retirement and pension Defined benefit
Informal plan Retirement and pension Defined benefit
Cassi – Caixa de Assistência dos Funcionários do Banco do Brasil Plan for associates Medical assistance Defined benefit
Economus – Social Welfare Institute Prevmais (employees participate in this plan from BNC joining the plan from 01/08/2006 and participants who opted for the settling of the General Regulation. Employees and sponsors contribute an average participation of 8.53% of salary. Retirement and pension Defined contribution
General Regulation (employees participate in this plan from BNC who joined it before 01/08/2006. Plan closed to new entrants. Employees and sponsor contribute equally with an average participation of 12.11% of salary. Retirement and pension  Benefício definido
Supplementary regulation (1) Retirement and pension Defined benefits
Group B' Retirement and pension Defined benefits
Unified Health Plan – PLUS Medical assistance Defined benefits
Unified Health Plan – PLUS II Medical assistance Defined benefits
Medical assistance plan Medical assistance Defined benefits
  Supplementary medical assistance plan -PAMC Medical assistance Defined benefits
Fusesc – Fundação Codesc de Seguridade Social Multifuturo I (employees participate in this plan from BESC who joined it from 12/01/2003 and the participants are linked to the Benefits 1 Plan of Fusesc who opted for this benefit plan. Employees and sponsor contribute equal participation amounts of between 2.33% and 7% of salary according to the contribution decision by each participant ). Retirement and pension Defined contribution
Benefit Plan 1 (employees participate in this plan from BESC who joined the plan up to 31/12/2002. Plan closed to new entrants. Employees and sponsors contribute equally with an average participation of 9.8889% of salary). Retirement and pension Defined benefits
SIM – Caixa de Assistência dos Empregados dos Sistemas BESC e Codesc, do Badesc e da Fusesc Health plan Medical assistance Defined contribution
Prevbep – Caixa de Previdência Social BEP plan (employees participate in this plan from BEP. Employees and sponsor contributes equally with an average participation of 3.584% of salary). Retirement and pensions Defined benefit
(1) Refers to the contributions with respect to the participants supported by contract 97 which has the objective of disciplining the form of the frail necessary for the constitution of a part equivalent of 53.7% of the guaranteed value of the supplementary pensions payments, due to participants joining the Bank up to 14.04.1967, including those who had already tired, or have retired since that date, it except for those participants who are part of the Formal Plan. These contributions take place through the constitution of the Parity Fund Asset.

PREVI – Banco do Brasil's Employees Pension Plan

Previ, founded on April 16, 1904, is a non-profitmaking closed entity supplementary pension fund, with its headquarters and jurisdiction based in the city of Rio de Janeiro (RJ). The institution works to guarantee its participants Official Retirement supplementary pension benefits, as a way of contributing to their quality of life and their dependents. It is the largest pension fund in Latin America, in asset terms.

Economus – Institute of Social Security

Banco Nossa Caixa, acquired by Banco do Brasil on 11/30/2009, was the sponsor of the private pension plan and medical assistance plan administrated by Eco­nomus – Social Welfare Institute, a closed supplementary pension entity, with its own equity, and autonomous administration. As a natural result of the incorporation move, Banco do Brasil assumed the existing obligations , including the pension plans.

CODESC Social Security Foundation – FUSESC

With the incorporation of Banco do Estado de Santa Catarina S.A. (Besc) and Besc S.A. – Crédito Imobiliário (Bescri) by Banco do Brasil, on 09/30/2008, the Bank took over the sponsorship obligations of the private pension plans administrated by the Co­desc Social Security Foundation – Fusesc.

BEP Employees Pension Plan – PREVBEP

Due to the incorporation of Banco do Estado do Piauí (BEP) on 11/28/2008. The Bank assumed the sponsorship obligations for the defined benefit plan known as Plano BEP. Employees from that bank participate in this plan, with employees and sponsor contributing equal participations of 3.58% of salary.

CASSI – Assistance Fund for Employees of Banco do Brasil

The Assistance Fund for Employees of Ban­co do Brasil – Cassi, a private company, constituted at the Annual General Meeting of January 27th, 1944, whose headquarters and jurisdiction is based in the city of Brasília (DF), is a nonprofitmaking association, focused on the providing of social assistance on a self managed basis. It is one of the largest non profit-making health plans administrators in Brazil, with more than 698,000 participants. Through Cassi, the bank provides its active and retired employees, and their dependents, with the Associates Plan.

Economus – Social Security Institute

In addition to managing retirement plans, Economus also makes health plans available for employees from Banco Nossa Caixa, with a good service network in the state of São Paulo.

Assistance Fund for Employees of the Besc and Codesc Systems, and of Badesc and Fusesc – SIM

With the incorporation of Besc and Bescri, on 09/30/2008, the Bank assumed its obligations as sponsor of the SIM Plan, administrated by the Assistance Fund for Employees of the Besc and Codesc Systems, and of Badesc and Fusesc – SIM. For this plan, the bank does not have any obligation to make equity contributions to retirees, registering in its financial statements only the contributions made by active participants.

Inclusion of Homosexual Partners as Dependents

Banco do Brasil, through the Banco Do Brasil Employee Assistance Fund – Cassi, since 2005 has offered the inclusion of homosexual partners of employees of BB, as dependent beneficiaries under the health plans of that Institution.

By the same token, PREVI also includes, sexual partners as associates under its Benefit plans.

These initiatives are part of the commitments established under the socio-environmental responsibility policies of Banco do Brasil, which defines respect for diversity as one of its principles.

Ethics Management

SO2 | SO3 | SO4

At Banco do Brasil, the Code of Ethics and Standards of Conduct are institutional documents, prepared in accordance with the Bank's internal values. They are aligned with the most advanced ethical standards required by the financial market and listed as requirements for important certifications — such as the Corporate Sustainability Index (ISE), the BM&FBovespa, the Dow Jones Sustainability Index of the New York Stock Exchange, (DJSI) and the U.S. Sarbanes-Oxley Act (SOX).

The Code of Ethics codifies the values practiced by the Company in its interactions with its various stakeholders. The Standards of Conduct provide a practical guide that defines the attitudes and behaviors considered desirable for the Bank's employees. The two documents were revised in 2009 after consultation with the Bank's various stakeholders (employees, trainees, customers, suppliers, labor unions, shareholders and market analysts).

In 2010, to improve and enhance the management of ethics, the BB approved the creation of 28 ethics committees, a senior Oversight Committee and 27 State Committees. These committees are charged with analyzing and judging eventual misconduct on the part of employees. The State Committees are composed of elected employee representatives.

The Management Division of Corporate Ethics under the Department of Employee Relations and Sponsored Agencies was created in May 2010 to coordinate the functioning of these committees. In addition, two additional divisions were created in this department, focused on the principles of ethics and conduct at BB. These are the Internal Ombudsman and the Division of Professional Accountability.

Failure to comply with the principles contained in the Code of Ethics and the Standard of Conduct may lead to disciplinary action. One example is the practice of money laundering. Action in this regard is conducted by the Security Management Department, the Internal Audit Department and the Employee Relations and Sponsored Agencies Department. Applicable sanctions range from terms of acknowledgement through to dismissal for just cause, depending on the degree of seriousness of the offense, overall participation of each person involved, and the circumstances in which the irregularity occurred. Senior BB executives are also subject to the Code of Conduct for High Federal Officials.

In addition to being part of the Code of Ethics and the Standards of Conduct mentioned above, the subject of corruption is taught in several courses available to employees, as shown below:

Practices for Preventing and Combating Money Laundering
Preventing and Combating Money Laundering – PLD
Workshop Analysis of Indications of Money Laundering
Certification on Preventing and Combating Money Laundering
Certification of Compliance and Internal Control

Training Conducted by Functional Category

  Quantity Number of Employees Trained Quantity
% Of Employees Trained
Managerial 31,678 1,148 5,196 51,210 4%
Technical 11,149 326 1,443 11,620 3%
Operational 18,834 875 4,231 33,930 5%
Others(1) 47,365 3,205 21,176 95,610 7%
Total(2) 109,026 5,554 32,046 192,352 5%


(1) In the "Other" category non-commissioned positions, including positions being phased out and positions incorporated from Banco Nossa Caixa are included.
(2) In 2010 there was a change in the methodology for calculating the total number of employees trained in the prevention and combating of money laundering and political and socio-environmental practices. In previous years the total training was considered and in 2010 the value of effectively trained employees was reported.


he BB in-company communications and endomarketing area acts to promote the dissemination of information about the company in a credible and timely manner, seeking to establish frank and open dialogue with its employees.

A willingness to listen to the concerns and expectations of employees is characteristic of the in-company communications and internal marketing area and is consistent with the premises defined in the BB's mission and values statements. Last year, for example, new channels for interaction were provided, such as the feedback tool on the news and information site, which facilitates the process of upward communication, instant messaging and faster communication between employees. In addition to these channels, there are a number of other ways for BB employees to interact, including TVBB, "ê Magazine", announcements and specific newsletters.

Interaction with the staff is also carried out through several other internal marketing activities that facilitate engagement and integration, and strengthen the relationship between the BB and its employees, consistent with the Bank's overall policy of appreciation of its employees.

Collective Bargaining and Relations with Trade Union
LA4 | LA5 | HR5

Banco do Brasil ended 2010 as a company recognized for actions to consolidate its paradigm with respect to the guidelines provided by the International Labor Organization and Brazilian Constitutional Law.

One of the actions taken by Banco do Brasil and recognized by the International Labour Organization (ILO), Social Dialogue, helps to promote opportunities for people to obtain decent and productive work in conditions of freedom, equality, security and human dignity. In this context, Banco do Brasil is guided by its respect for the autonomy and independence of labor unions and collective bargaining, accepting, for example, the requirements of Convention No. 98 (ILO), which deals with the right to union organization and collective bargaining. The coverage contracts negotiated between Banco do Brasil and union representatives extends geographically throughout the country and includes all employees.

Through the collective bargaining undertaken in 2010, Banco do Brasil expanded the area for workplace conflict resolution through its creation of the Ethics Management Committees, which include an elected employee from each Brazilian state with the prerogatives of stability and protection against dismissal. These Committees, as well as the new Corporate Ethics Management division included in the organizational structure of the company, combined with the Internal Ombudsman to provide the tools and infrastructure necessary to treat cases of transgressions of ethical behavior. Banco do Brasil also was one of the first companies in the country to legitimize its collective bargaining agreement with union representation in the workplace at a ratio of one representative for each 80 employees.

The Collective Bargaining Agreement does not provide for minimum advance notice of structural changes that occur in the company. However, the Bank has a policy of timely disclosure to union representatives and a joint to develop overall solutions for the people involved. This makes use of the prerogative of continuous negotiations, providing regular space as needed for the company and unions to discuss everyday issues.

In its relations with labor unions, the Bank follows a strategy that has been its standard practice, participating in and organizing forums that bring together the Bank and the labor organizations in various parts of Brazil. This includes meetings and visits with union organizations, whether for discussions on specific issues or as part of a series of ongoing negotiations. Finally, to foster greater transparency, the BB has created an Internet site called "Collective-Bargaining," along with a blog of the same name permitting the entire workforce to interact with constructive criticism and suggestions on the issues involved in the full process.

Designed to create an annual collective bargaining agreement, Banco do Brasil is negotiating on three fronts: with the employees union, the Brazilian Federation of Banks (Febraban) and the various bank employee federations included in the National Banking Employees Collective, CONTRAF – The National Confederation of Financial Service Workers, and CONTEC – National Confederation of Business Credit Workers, separately to create specific clauses in the Collective Agreement for Banco do Brasil Employees.