A Lei de Igualdade Salarial e o Relatório de Transparência
One of Magalu’s core values is "people who care about people." This reflects the company's emphasis on human relationships, empathy, diversity, inclusion, and respect for others. These beliefs guide the company's decisions regarding people management and the personal and professional development of employees, positioning Magalu as a leader in this area. For over 25 years, we’ve been ranked among the best companies to work for in Brazil, according to the Great Place to Work Institute, and in 2022, we were named the best company for women to work for in Brazil by the same organization.
The right to equal pay for men and women has been a fundamental principle at Magalu since its founding more than 60 years ago—the company itself was founded by a woman, Luiza Trajano Donato (1926-2024). This principle has always been central to the company’s policies, and we are recognized nationally for our commitment to diversity and inclusion by investing in practices that foster a diverse, inclusive, and equitable workplace.
At Magalu, more than 48% of our workforce consists of women, and over 40% of those women hold leadership positions. Additionally, women make up 43% of our Board of Directors, the highest governance body in the company, which is chaired by Luiza Helena Trajano, a prominent advocate for women’s rights.
These figures are backed by long-standing initiatives designed to reduce structural barriers to gender equality. Examples of these initiatives include:
- Cheque-Mãe: A childcare allowance for mothers with children under 11, introduced 20 years ago;
- 120-day Maternity Leave;
- Bebê à Vista Program: Provides prenatal care, paid time off for doctor visits, exemption from co-pays in the medical plan, and a personalized baby kit;
- Move+ Women’s Leadership Program: A career acceleration program for women;
- LuizaCode Program: A technology development program for women, launched in 2019, with over 12,000 participants to date;
- Magalu Store Manager in Training Program: Designed for store professionals, offering exclusive conditions to promote greater female participation, such as double childcare allowances and local training placements near their homes;
- Office Holiday Camps: A solution for working mothers during school holidays, providing on-site childcare;
- Women's Channel: Launched in 2017, this internal and confidential platform supports employees and contractors who are victims of violence. Since its launch, the channel has assisted 1,104 women.
Magalu recognizes the importance of addressing these issues promptly and responsibly, advocating for the engagement of both public and private sectors.
Equal pay rights are guaranteed by the Federal Constitution and the Consolidation of Labor Laws (CLT). On July 3, 2023, the Equal Pay Act (Law No. 14.611/2023) introduced new requirements to implement mechanisms for pay transparency and diversity and inclusion programs in the workplace. This includes the biannual publication of a Salary Transparency and Compensation Criteria Report for private entities with 100 or more employees. These reports are prepared based on information provided by employers through eSocial and additional data collected by the Ministry of Labor and Employment (MTE) via the Emprega Brasil Portal.
The Ministry’s reports, developed using their own methodology, provide a global comparison of salaries and compensation between men and women and only cover operations with 100 or more employees.
In compliance with the Equal Pay Act, Magalu publishes the following reports for operations with 100 or more employees.