Labor practices and equal opportunities

It is important to highlight that the Business Plan 2025- 2029 outlines as major HR challenges: to promote a culture based on values that is diverse and inclusive, with a focus on engaging people and strong leadership commitment; to prepare leaders and employees for future challenges using new technologies in models and processes; to manage the workforce strategically with a focus on knowledge management for the company’s sustainability; and to develop critical knowledge for the business, valuing talents and promoting innovation.

Furthermore, as an objective associated to ESG practices to contribute to the socioeconomic development of the country, emphasizing the promotion of well-being and human rights. Thereto, we seek to advance actions for diversity and inclusion, particularly regarding people with disabilities, racial issues, and gender matters.

Finally, we will preserve and strengthen valuable aspects of our culture, such as the ability to innovate and overcome challenges, and focus on producing excellence in technical and economic fields, acting as one team to generate value. We will do all of this with full respect for people and the environment, as safety is our highest value.

We do not define the number of employees from contracted companies that must work on the execution of contracts; rather, we specify only the deliverables that must be completed as stipulated in the contractual instrument. As a result, information related to gender or any other details about service providers, including work schedules, belongs to their respective employers. We have the information available in our corporate access system. As of December 2024, we recorded a total of 120,065 employees from service provider companies working in our units, of which 109,394 service providers were allocated to Petrobras parent company.

When we speak of diversity, we include inclusion and equity, aimed at creating a conducive environment for the expression and recognition of employees’ identities and the consolidation of relationships based on respect and trust. Its management is carried out through the principles of respect for differences, equal opportunities, and non-discrimination.

We also emphasize that we have implemented actions to increase the participation of people from underrepresented groups in leadership positions. In the PN 2025-29, diversity goals were revised, anticipating our target of reaching 25% women and 25% black individuals in leadership roles from 2030 to 2029.

In 2024, we implemented practices to increase the filling of management and specialist positions by individuals from underrepresented groups. Among these practices, a regulation was created to guide the adoption of various actions for diversity, equity, and inclusion in the internal recruitment and selection processes for managers and specialists, including the adoption of affirmative practices, such as exclusive processes for underrepresented groups, with prioritization actions for these groups or reserved vacancies. These practices have been adopted considering the underrepresentation identified through the demographic diversity data from the various areas of the company. With the implementation of this regulation and the execution of various actions aimed at encouraging the adoption of these practices, in 2024, 26.48% of the 253 internal recruitment and selection processes for managers and specialists were affirmative processes. 

According to Guideline 7 of our Human Resources Policy , to the item 4.7 of our Diversity, Equity, and Inclusion Policy, and to the item 4.2.a of our Code of Ethical Conduct, our Career and Compensation Plan (PCR) does not distinguish between genders in the compensation of men and women holding the same position or managerial function with additional pay. Therefore, when considering the same position, salary level, length of service, work regime, and conditions, the ratio of the average compensation between women and men is equal to 1.

We have set a goal to achieve 25% of Black individuals in leadership positions by 2029. By the end of 2024, we had 32.3% of self-identified black employees at Petrobras parent company. In management positions, which include coordination, sector manager, managers, general manager, assistant, executive manager, and the Executive Board (CEO and Executive Officers), black individuals represent 23.6%, exceeding the target set for 2024 (20%). In the consolidated data, we ended 2024 with 32.85% of self-identified black employees, and 23.84% of black individuals in management positions.

In 2024, we received 127 reports of discrimination, with the reported individuals comprising 45% employees, 43% service providers, and 12% that could not be identified. Of these complaints, 37 were under review as of December 31, 2024, 3 were confirmed and/or partially confirmed, and 14 were not confirmed. When whistleblowers opt for anonymity and do not provide sufficient information in their reports, the Ombudsman archives the complaint. Consequently, 73 discrimination complaints were archived due to insufficient information or the lack of authorization from the whistleblower or victim to proceed with the investigation. Discrimination complaints are investigated by a specialized and independent management area where the reported individual is an employee. At the accountability stage, 1 suspension was applied, along with training sessions. For workers from service provider companies, when reported for violating the Code of Ethical Conduct, the management of the complaint is handled by Petrobras’s contractual management in conjunction with the respective employer. 

Specifically concerning reports of sexual violence, we received 196 reports throughout 2024, with the reported individuals comprising 34% employees, 56% service providers, and 10% that could not be identified. Of these, 26 are under review, 109 were invalidated, 37 were confirmed or partially confirmed, and 24 were not confirmed. Among the confirmed reports involving employees, corrective measures included 5 suspensions and further training. For service provider professionals, eight individuals were demobilized by the contracted companies.
 

Employees are one of the most important intangible assets for us, and the ability to attract qualified and talented individuals, as well as to retain and nurture internal talent, is fundamental to our success and sustainability. Thereto, we seek to strengthen our employer brand and increase diversity in our workforce composition. In 2024, we hired 1,992 employees at Petrobras parent company through Public Selection Processes (PSP), with the majority of admissions this year resulting from PSP 2023.2, which reserved 20% of vacancies for black individuals and 20% for persons with disabilities. As a result, we closed the year 2024 with 934 employees with disabilities (PCDs) at Petrobras, a 50.16% increase compared to 2023 (622). In total, we reached 1,163 employees with disabilities, a 40.66% increase compared to 2023 (793). This year, the total number of new hires, including other modalities besides the PSP, was 2,009, and 444 employees left the company, resulting in a turnover rate of 3%, considering both entries and exits. If we consider only the exits, the voluntary turnover rate is 0.82%, and the total turnover rate is 1.06%. The consolidated data for voluntary turnover is 0.95% and the total turnover rate is 1.63%.

The training of our employees is a core value for the company. Therefore, we provide internal infrastructure for conducting training at Petrobras University and in our units across the country, in addition to offering teaching methodologies and technologies to assist in the application and access to content by employees. We invested BRL 273 million in training in 2024. 

Based on performance evaluations and our Strategic Plan 2025 (PE 2025), training needs, which are negotiated between the manager and each employee, are identified. Considering the consolidated data from Petrobras, the average number of training hours per employee in 2024 was 88 hours at the holding company. The consolidated data, the average number of training hours per employee in 2024 was 84 hours.

We also prepare our employees for mobility within the company, whether through career transition actions or the assumption of new responsibilities by developing soft skills to facilitate interpersonal relationships, personal growth, and professional activity. Currently, we offer 13 soft skills themes, such as Emotional Intelligence, Stress Management, Diversity, Communication, Teamwork, Mindfulness, etc. In 2024, we had over eight thousand approvals in Petrobras’ Soft Skills Program (PDSP), including various online courses and thematic discussions (for all employees and interns).