The Equal Pay Act and the Transparency and Equal Pay Reports for Women and Men for the 1nd half of 2026 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 The following are the Transparency and Equal Pay Reports for Women and Men for the first half of 2026, by company with 100 or more employees, prepared by the Ministry of Labor and Employment (MTE) based on data from E-social 2026 and policies/criteria declared on the Emprega Brasil Portal in February 2026.

Based on the results of the reports, the Bahiana reaffirms its commitment to equality. Women represent the majority in our workforce and have higher average pay than men, reflecting their significant progress and the institution's recognition of the importance of this struggle through professional recognition.

Currently, approximately 60% of the staff is composed of women, who also occupy the majority of leadership positions, including directors and managers. At the top of the institution's career structure, we have a woman as rector/general coordinator, highlighting the leading role of women in all spheres of the institution. These results are the fruit of continuous work and a strategic vision focused on ensuring equitable opportunities for entry, development, and remuneration, without gender distinction. 

We believe that the internal human resources management policies, based on objective criteria and competency-based methodology, continue to strengthen fair selection, promotion, and compensation practices, while also respecting gender, ethnic, and generational diversity. The excellence of this performance has been recognized nationally: a Bahiana It is ranked as the 6th Best Company to Work for in Brazil, occupying the 14th position in the GPTW Women ranking and, for seven consecutive years, being ranked 1st in Bahia.

Data from MTE reports confirm this reality: in all of the institution's CNPJs (Brazilian tax identification numbers), there is a predominance of women—and, in many of them, of Black women. Furthermore, in most CNPJs, the average remuneration and median contractual salaries of female employees exceed those of men, reflecting the majority occupation of strategic positions by women.

Despite the positive results, these indicators are analyzed in light of market data and the institution's internal dynamics, with a view to identifying potential opportunities for improvement. Bahiana It embraces equity as a permanent commitment that guides every decision of the institution.

Data that contribute to the equity identified in the MTE report:
• 60% of the staff of Bahiana is composed of women;
• 70% of management/leadership positions are held by women;
• 65% of women hold senior positions;
• 63% of the teaching staff is made up of women;
• 68% of full-time faculty contracts are held by women;
• 68% of teaching positions with doctorates and master’s degrees are held 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.
• Allowance of time off for employees to accompany children diagnosed with Autism Spectrum Disorder (ASD), without loss of pay.
• 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.
• A Job, Career and Compensation Plan approved since 2012, which, through salary policies, aims to maintain equity and transparency in compensation criteria and internal promotions, consolidating the right to equal pay as stipulated in the CLT (Brazilian Labor Law).
• Education subsidy for long-term training courses, incentives for academic/professional qualification.
• 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, using the exclusive reporting channel via the website.