Page 68 - Minerva Foods | Annual Report 2017

Human
RESOURCES MANAGEMENT
Over its 25-year history, Minerva has built a cor- porate culture where continuous appreciation of its employees has played a fundamental role in turning the Company into a global player in its sector. Committed to the principles established in the Code of Ethical Conduct, in labor laws and in Regulatory Norms (or NRs, as they are known in Brazil), the Company has adopted procedures and criteria that guarantee the well-being and safety of its employees in the workplace, as well as provide attractive compensation, training and initiatives to increase the quality of life. Notable among these commitments is the training center for People with Disabilities, making it possible for the integration of people with disabilities in to society. 103-2 | 103-3
With the acquisition of the Mercosul units and the reactivation of the Mirassol D'Oeste (MT) unit, by the end of 2017, Minerva had 18,059 employees. Of this total, 1,364 were third-party service providers, allocated to the areas of Ad- ministration, Commercial and Industrial/Op- erational, whether through direct contracts or as legal entities. 103-2 | 103-3
The Company continued to make improve- ments to Human Resources documents, along with the restructuring that started in 2016, when a review of operational processes began, fostering better employee management, pro- moting re-adaptation of compensation and adoption of programs to continually enhance operational efficiency.
In parallel, Minerva has an ongoing process of integration with the units acquired in Mercos- ul, extending Human Resources procedures to these other countries, in compliance with local laws, as well as comprehension of the Compa- ny's culture, in an effort to achieve operational efficiency. 103-2 | 103-3
See the GRI Appendix for the employee profile according to gender, job category and minority group.
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