The Equal Pay Act and the Transparency and Equal Pay Reports for Women and Men for the 1nd half of 2025 Bahiana

In compliance with the Equal Pay Law No. 14.611 of 2023, MTE Ordinance No. 3.714, and Decree No. 11.795/2023, Bahiana publishes below the Transparency and Equal Pay Reports for Women and Men for the 1st half of 2025, by CNPJ with 100 or more employees, prepared by the Ministry of Labor and Employment (MTE) based on data from E-social 2024 and policies/criteria declared on the Emprega Brasil Portal.

Na Bahiana, approximately 60% of the staff is made up of women. In the positions of directors and managers, there is also a predominance of women, and the highest position in the institution's career structure, the rector/general coordinator, is a woman. Consolidating these results, as well as being among the best companies to work for in the country, in the ranking for women (26th) and 1st in Bahia, according to Great Place to Work (GPTW), requires constant work, a deep and consistent vision to ensure that all employees have equal opportunities to enter and develop in the institution, without differences in salaries, especially between genders. The policies disseminated internally have strongly contributed to selection, remuneration and promotion practices without distinction of gender, ethnicity or age. The people management area uses the competency-based methodology and has an approved position, career and remuneration plan that is based on objective criteria of the salary scale, performance management, workload, job analysis and market salary research.

In general, the results of the MTE reports demonstrate very positive data regarding internal salary equity in the Bahiana. In all CNPJs, there is a predominance of women and black women; the average salaries and median contractual salaries of female employees exceed those received by men, since the majority of relevant positions in the institution's staff are occupied by women, which can be evidenced in the data below. However, Bahiana will remain attentive to opportunities for improvement highlighted in the MTE reports, mainly by analyzing the average salaries obtained in the large groups of operational activities predominantly occupied by men.

Data that contribute to the equity identified in the MTE report:

• 60% of the staff of Bahiana is composed of women;
• 70% of women hold management/director positions;
• 64% of women hold senior positions;
• 63% of the teaching staff is made up of women;
• 70% of full-time faculty contracts are held by women;
• 65% of teaching positions with doctorates and master's degrees are occupied by women.

CNPJ 13.927.934/0001-15 – Coordination

CNPJ 13.927.934/0003-87 – Bahiana Health, Brotas

CNPJ 13.927.934/0005-49 – Academic Unit Campus Brotas

CNPJ 13.927.934/0006-20 – Academic Unit Cabula Campus

Below, we share some actions implemented by Bahiana that seek to promote practices for equity, minimizing inequalities and strengthening the advancement of women within the institution:

• Maternity leave extended to 150 days.
• Personalized kit when the baby is born.
• Possibility of reducing working hours until the baby's first year.
• Time allowances for accompanying children to appointments/exams/hospitalizations, school meetings, without loss of pay.
• Time allowance for employees to look after children diagnosed with Autism Spectrum Disorder (ASD), without any loss of pay.
• Paternity leave extended to 30 days, as well as the extension of parental leave, leave for employees who become grandparents, including all family formations, understanding the importance of parental care and family support.
• Possibility of remote work, in the case of functions and sectoral routines that are compatible with this type of work, with this flexibility of hours being an important benefit for people.
• Position, Career and Remuneration Plan approved since 2012, which, through salary policies, aims to maintain equity, as well as transparency in the criteria for remuneration and internal promotions, consolidating the right to equal pay provided for in the CLT.
• Education subsidy for long-term training courses, incentives for academic/professional qualification.
• Celebration of International Women's Day, with awareness-raising actions.
• DE&I Committee that establishes strategies for promoting Diversity, Equity and Inclusion within the organization.
• Ethical Conduct Assessment Committee, which investigates complaints regarding all types of harassment and violence within the workplace, through the exclusive reporting channel via the website.