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A BUSINESS BUILT BY PEOPLE

We are committed to the development, recognition and well-being of our people.
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Attracting, developing and retaining talent

We are aware of the challenges facing modern labour markets, in which the transition to digital is becoming increasingly important.

Welcome diversity

The talent attraction and selection teams analyse profiles impartially regarding gender, age and origin, approaching diversity as a competitive advantage.

New generations

We have five generations working together in multidisciplinary teams that bring together people of different ages and backgrounds. We also invest in programmes for the timely identification of young people with potential before entering the job market.

Retail Dive In

A unique opportunity to start your career and evolve professionally in a company that will break all the myths about retail.

STUDENT INTERNSHIP

This programme is designed for university students to spend time with us in Portugal, Poland or Colombia, where they learn to work with experienced professionals.

Equality among men and women

We believe in equal access to personal and professional development opportunities based on merit, regardless of gender.

In 2020, we joined Target Gender Equality, a programme designed for the United Nations Global Compact members to accelerate gender equality in companies and promote women’s empowerment. In 2021, we measured our strengths and needs for action (using the Women’s Empowerment Principles Gender Gap Analysis Tool). We increased our score to 68% – compared to a 30% global average and 34% European average.

The Group has been listed on the Bloomberg Gender-Equality Index since 2019, achieving a final score of 71.6% for 2020, corresponding to an improvement of 6.8 p.p. compared to the previous year (64.8%).

Our compensation and benefits policies also reflect our commitment to gender equality. The Group has an overall gender pay gap ratio of 97.6% (where 100% indicates there is no pay gap), standing above 96% in all the countries where we operate.

Gender Equality

See our 2021/2022 Gender Equality Plan.

Include Disadvantaged People

The Group pays special attention to supporting the most disadvantaged groups of society (people with disabilities, migrants and refugees) and promotes opportunities for access to the job market. In 2021, and within the scope of the Include Programme, 149 people were hired.

Our people

Find out how to be part of a team of over 123,000 employees.

Empower for the future

Investment in the development of our employees involves continuous investment in training, mobility between Companies, and compensation policies that reward performance.

Training

To ensure the sustained growth of our businesses, we invest in the continuous training of our people, regardless of their function or country.

5.6 million
Training hours
165,800
Training initiatives

2021 data

45 hours
Average training hours per employee

Training in perishables, an important area for our business, is provided through the Jerónimo Martins Training School in Portugal and the Biedronka Perishables School in Poland. In 2021, more than 11,000 Pingo Doce and Recheio employees and around 21,000 Biedronka employees received training in perishables.

There are specific training programmes to develop and improve new skills, such as the Biedronka Business Academy (in partnership with the Warsaw School of Economics) and the Pingo Doce District Managers Schools.

Strengthen individual journey and expression

Employees’ professional development is critical in achieving the Group’s strategic goals. Each career is considered unique, and employee development is a personalised experience based on self-knowledge and accountability.

Potential and performance appraisal

The Performance Management Cycle encompasses all Group employees in all Companies. This policy aims at the sustained improvement of employee performance by aligning individual contributions with the strategic goals of each Company.

Mobility

Mobility is one of the tools for employees’ professional development and growth. In 2021, 53,952 employees changed roles, workplace or Company, and 50 employees saw international mobility.

A fair and competitive recognition

The Group follows a competitive pay policy in a results-oriented culture and the promotion of meritocracy. Besides performance, the focus is on each person’s career expectations and development needs.

In 2021, 17,426 employees were promoted to roles with greater responsibility.

217 M€
Bonuses awarded to employees
82,000
Employees receiving performance and extraordinary bonuses

As at 31-12-2021

National minimum wage

In 2021, the Group increased the difference between company minimum wages and national minimum wages, ensuring alignment with its employees’ needs.

  • Portugal: between 2% and 20% above the national minimum wage.
  • Poland: set by region, can be up to 9% above the national minimum wage, and when adding the non-absence award, salary can be between 16% and 29% higher than the national minimum wage.
  • Colombia: 29% higher than the national minimum wage and regular allowances that can result in increases of between 9% and 20% of the base value.

The pay policies envisage salary increases after just one year of seniority. Employees also have a benefits package – life, health and personal accident insurance when travelling – based on their role, regardless of their workload.

Work-life balance

The Group has spaces geared toward prevention and physical rehabilitation and health and physical exercise initiatives.

In Poland, the Biedronkowa Akademia Zdrowia (Biedronka Health Academy) is for employees in distribution centres and central structures and includes sessions for avoiding musculoskeletal problems. In the distribution centres, labour gymnastics exercises are performed prior to the tasks, and in the offices, employees can receive massages in rooms equipped for that purpose.

In Portugal, we have invested around 150 thousand euros in a Rehabilitation and Prevention Centre, which serves 400 employees from the Azambuja distribution centre. The employees in the central offices benefit from the Wellbeing Centre and the Clínica Jerónimo Martins, with resources such as general medicine, complementary therapies and nutrition.

Independent Verification

Information on employee training and compensation, including transition support programmes, was confirmed by an external and independent entity for the Group’s 2021 Annual Report.