Transparency and Equal Pay Report

At RVC, we believe in
promoting justice,
equity and equality.

We know there is much to be done and, therefore, we reaffirm our commitment to supporting initiatives focused on Social Responsibility, Diversity and Inclusion. Find out what actions we are putting into practice.

PROGRAM TO STRENGTHEN FEMALE LEADERSHIP

Creation and implementation of a Female Leadership program, aimed at our female managers and partners. The program was launched in 2023 in conjunction with a renowned external consultancy and has 23 participants, including seniors, specialists, managers and partners from RVC

This initiative reinforces RVC’s commitment to promoting a culture of gender equity and supporting programs and actions aimed at the inclusion and belonging of women in leadership positions in our areas of activity.

Flexibility
Daycare allowance
180 days maternity leave
30 days paternity leave
Maternity kit gift

Indicators

56%
of our professionals are women
46%
of our promotions were women in the last two fiscal years
38%
of our leadership positions are held by women
56%
of our entry-level hires were women in the last two fiscal years
5%
of our professionals are self-declared black people
11%
Of our entry-level hires were Black in the last two fiscal years

Our values

EMPATHY IN OUR ATTITUDES
EXCELLENCE IN EVERYTHING WE DO
INTEGRITY AS A FUNDAMENTAL PILLAR
DIVERSITY AND INCLUSION IN OUR DAILY LIVES
KNOWLEDGE AS THE SEED OF INNOVATION
CARING FOR PEOPLE WITH GENUINE CARE
DREAMING WITHOUT PREJUDICE
RESILIENCE FOR OVERCOME THE CHALLENGES

Our numbers

The table shows the evolution of the number of men and women in the office over the years, based on official information available in RAIS.
Note: this content is provided for the purpose of complying with Decree No. 11,795/2023. Its disclosure and/or sharing is prohibited without express consent.

At RVC, we believe in promoting justice, equity and equal opportunities in all spheres of society.

We understand the importance of legislation such as the Equal Pay Act (Law No. 14,611/2023), which requires the disclosure of demographic data and practices to ensure equal pay between men and women. However, we note that the effectiveness of this legislation can be enhanced with adjustments and refinements to the criteria and methodology adopted, ensuring that its benefits are sustainable and truly inclusive.

Our analysis of the Transparency and Equal Pay Report for Women and Men, prepared by the Ministry of Labor and Employment (MTE), allows us to identify areas that need improvement, especially in the way data is collected and presented. The report, while necessary, presents inconsistencies that can hinder an accurate understanding of pay equity in companies.

Among the points that we highlight as critical for a better analysis are:

The 1st half of 2024 report was prepared with incorrect information about the number of men and women in the office in 2022, according to data from RAIS (Annual Social Information Report).
Outdated RAIS database, using data from previous periods, which does not reflect the most recent realities of companies.