Our People
(GRI 2-7)
JBS comprises a global team of more than 270,000 people working in rural communities across Australia, Brazil, Canada, Mexico, New Zealand, the United Kingdom, and the United States. We are a diverse workforce, have an inclusive culture, prioritize employee health and safety, and seek to improve the socioeconomic status of our people and support the communities where we operate.
Team Management
(GRI 3-3)
We work diligently to accommodate the cultural needs of our team members, and we encourage our facilities to evaluate the effectiveness of their accommodations to identify the best approaches to address their unique situations.
Our talent attraction, hiring, training, and retention practices meet or surpass standards set by local laws and our industry. We are committed to hiring and supporting the development of professionals across age, disability statuses, gender, nationalities, ethnicity, race, and sexual orientation. In practice, this means establishing and monitoring KPIs that evaluate employee satisfaction indicators such as absenteeism, overtime, safety, and staff turnover. We also do annual reviews of our people management policies and programs. The combination of these practices facilitates policy and program modifications as needed and limits impact to employee experience and ensures operational continuity.
With as many as 60 languages spoken at a single JBS facility, we make sure company materials are made available in different languages and dialects. Materials include information such as benefits, hiring processes, safety instructions, and training opportunities. Our managers reinforce our culture of respect by being available to team members who want to discuss issues. Furthermore, facilities provide language telephone lines in more than 200 languages to create access to critical information for team members.
Our Human Resources (HR) departments operate regionally with support from our corporate global HR team and have formal processes in place to allow for information and best practice sharing across the company. Our managers reinforce our culture of respect by being available to team members who want to discuss issues.
Human Rights
(GRI 2-28; 2-30; 407-1)
JBS facilities adhere to our Global Human Rights Policy and all applicable labor and human rights laws. We also follow strict internal policies that often go beyond what is required by law. We have a zero-tolerance approach to forced labor or child labor in our organization and supply chains. We will continue to work to ensure that our operations meet the highest standards of ethical conduct and contribute to a world that is free from forced labor and child labor.
Our background check policy supports re-entry into the workforce of persons with a criminal record dependent on several factors including the assessment of potential risks and liabilities, the “nature and gravity” of the individual’s criminal offense or conduct and the nature of the duties and essential function of the position sought. We do not permit degrading conditions in the workplace that could put our team members’ health or lives at risk.
Most of our businesses have background check policies that support re-entry into the workforce of persons with a criminal record depending on several factors. These include the assessment of potential risks and liabilities, the “nature and gravity” of the individual’s criminal offense or conduct and the nature of the duties and essential function of the position sought. We do not permit degrading conditions in the workplace that could put our team members’ health or lives at risk.
We uphold all applicable wage and working hour laws, such as minimum wage and overtime compensation, and all legally mandated benefits. We conduct competitive wage analyses at least biennially for our hourly and salaried team members to ensure we are paying competitively for where they work and live. Salaries are adjusted as necessary based on these competitive wage analyses.
We respect our team members’ rights of association, of joining labor unions, and of collective bargaining. In 2023, seventy-nine percent of our team members working in Australia, eighty-six percent in Brazil, eighty-nine percent in Canada, seventy-two percent in Europe, thirty-four percent in Mexico, and fifty-seven percent in the U.S. and Puerto Rico were included in collective bargaining agreements.
Code of Conduct and Ethics
(GRI 205-2)
We require all team members at every level of our organization to operate by a code of conduct and ethics to ensure a safe and productive work environment.
Our Code of Conduct and Ethics provides behavioral standards and guidelines designed to support appropriate workplace conduct, efficient and safe operations, and the well-being of our team members. The Code includes policies for: Animal Welfare, Corporate Ethics, Environmental Compliance, Food Safety, Taxation and Finance, Team Member Safety, and Workplace Conduct.
All JBS team members receive annual in-person, online, and/or video-based training, including harassment training, and an overview of corrective actions that could result from breaches in our policies. Our harassment policy includes, but is not limited to, harassment and retaliation based on race, gender, age, religion, or disability. Corrective actions for violating the Code or company policies include coaching, written warnings, final written warnings, and possibly termination of employment.
Employee Engagement
(GRI 404-3)
We value the thoughts and opinions of our diverse team members and conduct regular surveys to achieve an accurate understanding of team member attitudes, engagement levels, and perceptions toward topics such as pay and benefits, safety, satisfaction with supervisors, and scheduling. We refine surveys regularly to obtain more specific feedback from team members so we can engage in a continuous cycle of improvement. We respond quickly to address any concerns raised by team members and help everyone understand the importance of their roles and contribution to the organization. Eligible salaried team members receive annual performance reviews.
Employee Profiles
(GRI 2-7; 405-1)
Global Workforce by Job Category and Gender |
|||||||||
| Job Category | Male | Female | Not Declared | ||||||
| 2021 | 2022 | 2023 | 2021 | 2022 | 2023 | 2021 | 2022 | 2023 | |
| JBS Global | 58.9% | 58.9% | 59.8% | 39.1% | 39.0% | 40.1% | 1.9% | 2.0% | 0.1% |
| Board of Directors | 78.0% | 78.0% | 81.8% | 22.0% | 22.0% | 18.2% | 0.0% | 0.0% | 0.0% |
| Leaders | 4.6% | 4.6% | 67.7% | 1.5% | 1.6% | 32.2% | 0.3% | 0.1% | 0.1% |
| Admin | 5.1% | 4.8% | 50.5% | 5.0% | 4.5% | 49.4% | 0.1% | 0.0% | 0.1% |
| Operations | 46.7% | 47.0% | 60.5% | 30.5% | 30.9% | 39.5% | 1.5% | 1.8% | 0.1% |
| Apprentices, Interns and Trainees | 0.5% | 0.5% | 45.5% | 0.7% | 0.5% | 54.4% | 0.0% | 0.1% | 0.0% |
| Other | 2.0% | 2.1% | 62.6% | 1.4% | 1.6% | 37.3% | 0.0% | 1.6% | 0.2% |
2023 Global Workforce by Region and Race |
||||||||
| Region | Hispanic or Latino | White | Black | Native Hawaiian or Pacific Islander | Asian | Indigenous, American Indian, or Alaskan Native | Two or More Races | Not Declared / Unknown |
| JBS Global | 16.3% | 38.8% | 35.0% | 0.4% | 1.8% | 0.8% | 0.3% | 6.6% |
| Australia | NC | NC | NC | NC | NC | NC | NC | NC |
| Brazil | 0.0% | 46.8% | 49.0% | 0.0% | 0.0% | 1.1% | 0.0% | 3.1% |
| Canada | NC | NC | NC | NC | NC | NC | NC | NC |
| Europe | 0.0% | 48.1% | 4.3% | 0.0% | 5.1% | 0.0% | 0.0% | 42.6% |
| Mexico | 100.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| United States | 46.2% | 26.1% | 18.5% | 1.4% | 5.5% | 0.5% | 1.3% | 0.4% |
Total Global Team Members by Employee Type |
|
| Employee Type | 2023 |
| Permanent | 268,752 |
| Temporary | 748 |
| Non-guaranteed Hours | 1,346 |
2023 Global Workforce by Job Category and Age |
|||
| 2023 | |||
| Job Category | Below 30 Years | 30 to 50 Years | Above 50 Years |
| JBS Global | 33.0% | 48.0% | 19.0% |
| Board of Directors | 0.0% | 18.2% | 81.8% |
| Leaders | 12.7% | 65.8% | 21.4% |
| Admin | 32.1% | 56.7% | 11.2% |
| Undeclared/not informed. | 32.1% | 56.7% | 11.2% |
| Operations | 34.2% | 46.2% | 19.6% |
| Apprentices, Interns and Trainees | 96.7% | 2.9% | 0.4% |
| Other | 28.0% | 43.5% | 28.5% |