From left, Daélcio de Freitas, Helton de Barros, Edilaine Baldini, Cesar Pors and Bruna Paulino


Odebrecht values diversity and respects the differences among its Members and stakeholders in all its Businesses, encouraging that stance both inside and outside the workplace. This matter is part of its culture, which emphasizes the importance of transforming differences into positive points and using skills, experiences, perspectives and points of view to improve business relations and practices.

In 2015, people from over 80 nationalities formed part of the Odebrecht Group – young and mature professionals working together (33.1% are under 30 and 11.6% are over 50).

For the sixth consecutive year, Odebrecht was recognized as being a Dream Company for Young People, coming in sixth in the ranking produced by the Cia de Talentos consulting firm based on 63,998 interviews conducted in Brazil, in which nearly 30,000 companies were mentioned.

In 2015, Odebrecht conducted a survey of its Members to gather opinions and support for the construction of a Gender Equality Policy. Conducted in three languages (Portuguese, Spanish and English), the survey canvassed 8,888 people from 17 countries. Summarizing their answers, one of the main outcomes was that 91% of the participants consider it important to have a Gender Equality Policy that guarantees equal work opportunities for men and women and ensures that both genders are treated according to their similarities and differences, valuing diversity as one of the Odebrecht Group’s greatest assets. The results of that survey formed the basis for a draft Gender Equity Policy that will be implemented in all the Group’s Businesses.

The Policy on Compliance in Acting Ethically with Integrity and Transparency establishes that no form of prejudice or discrimination against people will be permitted and states that diversity in the workplace contributes toward valuing and respecting different gender identities and sexual orientations, religions, races, cultures, nationalities, social classes, ages, physical characteristics.

Citizenship Number in 2015
Brazilians 81,193
Peruvians 10,375
Angolans 9,984
Mexicans 7,076
Colombians 4,645 
Dominicans 3,501
Venezuelans 3,056
Panamanians 2,669
Ecuadorians 2,096
Ghanaians 573
Argentines 559
Americans 399
Guatemalans 355
Portuguese 187
Germans 150
Haitians 119 
Pakistanis 117
Indians 109
Filipinos 90
Nepalis 62
Other nationalities 505
Not stated 666
TOTAL 128,486

Education through and for Work is the main component of the topic of People development. Each Business has its own specific development programs that consolidate technical and entrepreneurial education initiatives. They are focused both on Members active in operational areas and those with strategic functions. Development activities encourage education and the honing of skills and broaden multidisciplinary knowledge with the aim of offering opportunities for integration, education, growth and the improvement of skills.

There is an emphasis on educating youth, one of the foundations of Odebrecht’s entrepreneurial culture. The Young Partner program provides work opportunities to college students and Acreditar Jr. educates secondary-school students and recent graduates in several Brazilian states.

In 2015, Odebrecht S.A. offered a range of institutional programs to its Members, including Introduction to the Culture for Young Partners, the Program for Developing Entrepreneurs (PDE) and the In Company MBA. Over the next three years, investments will also be made in institutional programs focused on Compliance, Governance, Diversity and Communication and Image.

The institutional training conducted within the Holding Company is aligned with the Executive Directors and the Board. In Company management development and technical training programs are approved at the Management and Technical or Functional Responsible levels. Members’ participation in development programs requires the approval and assignment by their leaders.

In the Businesses, these Programs are designed to meet their specific needs to develop competencies, groom leaders and educate functional teams, principally regarding operational education.

Developing Entrepreneurs (PDE)

The Entrepreneurial Leaders for each Business assign Team Members to the Program for Developing Entrepreneurs (PDE), which aims to accelerate young Leaders’ education. The program seeks to firmly instill the Odebrecht Entrepreneurial Technology in them by sharing its practice, developing the skills to carry out the entrepreneurial task, improving Members’ capacity for self-development, and increasing their commitment and motivation to becoming Educational Leaders. It also enables interaction and exchange of knowledge among the participants. The 13th edition, held in 2015, included 62 participants from the Holding Company and the Businesses, of whom 50 were men and 12 were women.

In Company MBA

In 2015, 39 Members took part in the 7th edition of the In Company MBA. This program aims to develop the participants’ strategic and multidisciplinary vision in a global setting so that Odebrecht Members can broaden their knowledge, acquire tools and grow to engage in new business practices.

Introduction to the culture for young partners

The aim of this program is to give young people at the beginning of their careers a general overview of the Odebrecht Group, as well as encouraging their interest in getting to know, understand, assimilate and practice the Odebrecht Entrepreneurial Technology. Fifty-four young partners took part in 2015.

Knowledge Network

Created in 1992 to contribute to Members’ ongoing education and personal development, the Knowledge Network brings together people from different parts of the world, facilitating the recording and sharing of knowledge produced in all spheres of the Odebrecht Group. Their activities produce a digital archive that is easily reused, particularly by the Knowledge Communities and teams taking part in the Destaque Award.

  • Knowledge Communities
    Members of all Odebrecht Businesses who share common interests get together in 16 Communities that carry out initiatives such as face-to-face and online Meetings, the Good Practice Bank, Lessons Learned, Technical Training and Internal Consultancy.

96 online lectures

5,450 participations by Members from all businesses in 19 coutries

  • Destaque Award
    Created in 1992, the Destaque (Highlight) Award encourages Members to convert their solutions and innovations into case studies and compete for prizes in seven categories: Image, Innovation, Young Members, Environment, Community Relations, Knowledge Reuse and Workplace Health and Safety.


822 entries

2.340 Members from all Odebrecht Group Businesses in 14 countries:

Angola, Argentina, Brazil, Colombia, Dominican Republic, Ecuador, Guatemala, Mexico, Mozambique, Panama, Peru, United Arab Emirates, United States, Venezuela

Odebrecht Members have the right to social benefits that go beyond the legal requirements of most of the countries where the Group is active. Life insurance, health plans, a retirement fund and food aid are the most frequently offered benefits. They are provided to full-time permanent (not temporary) Members. G4-LA2Click for more information on this aspect in the GRI Content Index

Retirement fund

All Members are encouraged to plan for their retirement and post-career transition period. To this end, the Odebrecht Retirement Fund, a support company of the Odebrecht Group, manages the Odeprev Plan, a set contribution pension plan that has established itself as an important instrument for the accumulation of equity aligned with the objectives and needs of each individual Member.

Each Odeprev Plan participant is encouraged to be an agent of his or her own future, since the value of the benefits to be received derive basically from his or her monthly contribution (ranging from 1% to 12% of their salary) over the years. In this plan, the participant also receives a contribution from the company in which he or she works through Matching Contributions that, added to the plan’s profitability, substantially impact the formation of the account balance.

Thinking not only to attract more participants to the plan but also to make them aware of the importance of building a prosperous and sustainable financial life, the Odebrecht Retirement Fund offers financial education services, such as the Bem pro Bolso (“Good for the Pocketbook”) website, available at, and the Future Income Simulator, an instrument that allows the participant to simulate the results of their efforts and adjust their path towards the transition period. In addition, Odeprev conducts lectures and sends newsletters to specific audiences - women, parents, children, youth, people over 50 years of age and those who use the Conscious Loan program.

The Odebrecht Retirement Fund is a not-for-profit entity, therefore, the net profitability of the investments is reverted to the participants of the Plan itself. When they sign up, each participant automatically receives the contributions of the sponsor company, incident on their contributions, and in Brazil, they can deduct them from their taxable base income for income tax purposes. G4-EC3Click for more information on this aspect in the GRI Content Index


Status Number
Active 17,095
Pensioners 253
Deferred Proportional Benefit (BPD) 2,623
Self-sponsored 85
Suspended 269
Total 20,325

Odebrecht Oil & Gas Members wearing protective equipment while repairing an offshore structure

Odebrecht’s Sustainability Policy sets out the commitment of each Odebrecht Group company to ensure the quality of the working environment and people’s health and safety.

Specific indicators are followed up on monthly at each company and consolidated within the Holding Company as part of the Consolidated Health, Workplace Safety and Environment Program. This program follows the model of the international standards OHSAS 18001 (Occupational Health and Safety Management Systems—Requirements) and ISO 14001 (Environmental Management Systems). Commitments to performance goals and improving workplace health and safety are an integral part of the Leaders’ Action Plans in all Group companies.

In the last two years, a 15.8% reduction has been reported in the consolidated

lost-time accident frequency rate, which fell from 1.73 per million man/hours worked in 2013 to 1.46 in 2014, maintaining the same level in 2015. The data covers all Odebrecht Group companies, including Members, Sub-Contractors and Service Providers, totalling 286,000 people in 2015. That year, 20 fatalities were reported, including 17 from Engineering & Construction (6 in Brazil and 11 in other countries) and 3 at Odebrecht TransPort (two on highways and one on urban mobility operations).

Eliminating serious accidents is a priority for the Action Program of each Leader in every Odebrecht Business.

The following charts show changes in the lost-time accident rate in all Odebrecht companies.


(*) Includes Members, Sub-Contractors and Service Providers


MHW = Man/Hours worked

reduction in accident
frequency rate
2013 and 2015

people attended
by the consolidated
health workplace
safety and
environment program

The health and safety of Clients and users of its services is also a priority for the Group. This can be seen in the programs developed by Odebrecht’s transport and water & sewer concessionaires. Examples of initiatives in the Odebrecht Environmental, Odebrecht Latinvest and Odebrecht TransPort Businesses are also presented at .

The following tables show road safety indicators at Odebrecht Latinvest and Odebrecht TransPort.

ROAD SAFETY INDICATORS – Odebrecht Latinvest

Year IA IMo
2014 0.84 4.74
2015 0.87 4.00
Targets 2016 (*) - 5% Reduction

(*) Beginning in 2016, targets will prioritize the reduction of the IMo indicator, in line with the United Nations Global Road Safety Improvement Program.


Year IA IMo
2014 0.67 1.40
2015 0.86 1.84
Targets 2016 1.01 2.51

IA = (Total number of accidents in period X 1,000,000) / (Average daily number of vehicles X Total length of road under concession X Number of days in the reference month)
IMo = (Number of fatal accidents in the period X 100,000,000) / Average daily number of vehicles X Total length of road under concession X No. of days in the reference month)