GRI (Global Reporting Initiative)

2-1

Organizational details

Jerónimo Martins, SGPS, S.A.
Rua Actor António Silva n. º 7, 1649-033 Lisboa, Portugal.

The Jerónimo Martins Group

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2-2

Entities included in the organization’s sustainability reporting

The Jerónimo Martins Group

Financial statements

Part I – Information on Shareholder Structure, Organization and Corporate Governance

ESRS 2 BP-1

2-3

Reporting period, frequency and contact point

This Jerónimo Martins Group Report covers the period from 1^st January to 31^st December 2024. The Sustainability Statement (included in the Annual Report) is annual. Contact point is: comunicacao@jeronimo-martins.com

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2-4

Restatements of information

• Where it reads “30,249” in the 2023 Annual Report (chapter 5 “Corporate Responsibility in Value Creation”, subchapter 5. “Supporting Surrounding Communities”, section 5.3. “Direct Support”, in what concerns the support granted by Hebe, it should be read “30,265”. All corrected figures for 2023 are duly marked in the current report.
• Where it reads “5,301” in the 2023 Annual Report (chapter 5 “Corporate Responsibility in Value Creation”, subchapter 5. “Supporting Surrounding Communities”, section 5.3. “Direct Support”, in what concerns the weight of Pingo Doce food donations it should be read “5,299”. All corrected figures for 2023 are duly marked in the current report.
• In the 2024 Annual Report, there was a need to review some values related to the carbon footprint to improve alignment with the Greenhouse Gas Protocol methodology. Thus, regarding the specific value (scopes 1 and 2), where it reads “0.0303” in the 2023 report and accounts (chapter 5 “Corporate Responsibility in Value Creation”, subchapter 3. “Respecting the environment”, section 3.1. “Combating Climate Change”, subsection 3.1.2. Carbon footprint), it should be read “0.0304”, In relation to the global carbon footprint (Scopes 1 and 2) by GHG, where it reads “928,904” it should be read “929,714”, in relation to the carbon footprint (Scope 1 – direct impacts), where it reads “240,466” it should be read “240,592”, while in relation to the carbon footprint (Scope 2 – indirect impacts) where it reads “688,438” it should read “689,122” and finally in the carbon footprint (Scope 3 – other indirect impacts) where it reads “32,593,713” it should be read “31,228,412”. Consequently, several categories within these indicators were affected. All corrected figures for 2023 are duly marked in the current report.
• In the 2023 Annual Report, in chapter 5 “Corporate Responsibility in Value Creation”, subchapter 3. “Respecting the environment”, section 3.4. ‘Promoting a circular economy’, point 3.4.2. Materials consumed and reduction initiatives, the value of Recheio referring to the total consumption of materials was revised due to an update of the calculations. Thus, regarding the total value of Recheio “13,292” it should be read “13,326”. Thus, the total value for the Jerónimo Martins Group increases from “520,095” to “520,129”. All corrected figures for 2023 are duly marked in the current report.

ESRS 2 BP-2

2-5

External assurance

The information contained and marked in this table with has been verified by an external third party: Ernst & Young Audit & Associados – SROC. S.A. The verification process report can be consulted at the end of chapter 5 “Sustainability Statement”.

2-6

Activities, value chain and other business relationships

The Jerónimo Martins Group

Financial statements

Business conduct

Our Responsibility Strategy

ESRS 2 SBM-1

2-7

Employees

Our employees

UNGC 6
SDG 8 & 10
ESRS 2 SBM-1
ESRS S1-6

2-8

Workers who are not employees

Workers who are not employees

UNGC 6
SDG 8
ESRS S1-7

2-9

Governance structure and composition

Part I – Information on Shareholder Structure, Organization and Corporate Governance

SDG 5 & 16
ESRS 2 GOV-1
ESRS G1-5

2-10

Nomination and selection of the highest governance body

Section A – Shareholder Structure

Section B – Corporate Bodies and Committees

SDG 5 & 16

2-11

Chair of the highest governance body

SDG 5 & 16

2-12

Role of the highest governance body in overseeing the management of impacts

Section A – Shareholder Structure

Section C – Internal Organisation

General disclosures

Defining our Priorities

SDG 16
ESRS 2 GOV-1
ESRS 2 GOV-2
ESRS 2 SBM-2
ESRS S1-2
ESRS S2-2
ESRS 3-2
ESRS 4-2

2-13

Delegation of responsibility for managing impacts

Section A – Shareholder Structure

Section B – Corporate Bodies and Committees

Section C – Internal Organisation

ESRS 2 GOV-1
ESRS 2 GOV-2
ESRS G1-3

2-14

Role of the highest governance body in sustainability reporting

The approval of the Corporate Responsibility Report, included in the Annual Report, is a responsibility of the Shareholders’ General Meeting.

ESRS 2 GOV-1
ESRS 2 GOV-5

2-15

Conflicts of interest

Jerónimo Martins’ Code of Conduct

Code of Conduct for Suppliers

Specialised Committees

The Anti-Corruption Policy and the Plan for the Prevention of Risks of Corruption and Related Infractions (a document that identifies and classifies the main and potential risks of the company in terms of corruption, considering the probability of occurrence and the impact of the identified risks, and lists the prevention and mitigation measures that the company adopted to minimize the probability of occurrence and the predictable impact, in compliance with its regulatory compliance program) published in 2022, and the Annual Report on the Implementation of the plan, published in 2024, for the prevention of corruption risks and related offences are both available for consultation on the About Us .

SDG 16

2-16

Communication of critical concerns

Part I – Information on Shareholder Structure, Organization and Corporate Governance

ESRS 2 GOV-2
ESRS G1-1

2-17

Collective knowledge of the highest governance body

The Group carries out activities (e.g. internal and external training sessions, Sustainability Conference, internal newsletters and progress reports) that enable its management bodies to become more aware of sustainability topics. Additionally, in 2019 Sustainability Committees were created for all our Food Retail. Specialized Retail and Agribusiness Companies, with 19 meetings taking place in 2024.

Subsection II - Management and Supervision (Board of Directors)

ESRS 2 GOV-1

2-18

Evaluation of the performance of the highest governance body

Section D – Remuneration

2-19

Remuneration policies

Section D – Remuneration

ESRS 2 GOV-3

2-20

Process to determine remuneration

2-21

Annual total compensation ratio

Due to the complexity in standardizing salary information caused by geographic dispersion, the immediate incomparability of functions in different countries and the dissimilarity of remuneration concepts in the several Group Companies, it is fundamental to assure the quality of information before disclosing this indicator. The Group will take due diligence to fulfil the requirements of this indicator, as far as possible, by the next reporting period.

ESRS S1-16

2-22

Statement on sustainable development strategy

Message from the Chairman

ESRS 2 BP-2
ESRS 2 SBM-1

2-23

Policy commitments

Stakeholder engagement

Double materiality assessment

Our policies

Sustainability commitments

UNGC 1-10
SDG 16
ESRS 2 GOV-2
ESRS 2 IRO-1
ESRS S1-1
ESRS S1-3
ESRS S1-4
ESRS S1-17
ESRS S2-1
ESRS S2-3
ESRS S2-4
ESRS S3-1
ESRS S3-3
ESRS S3-4
ESRS S4-1
ESRS S4-4
ESRS G1-1
ESRS G1-3

2-24

Embedding policy commitments

2-25

Processes to remediate negative impacts

2-26

Mechanisms for seeking advice and raising concerns

2-27

Compliance with laws and regulations

For information on this matter, refer to GRI 206-1. With regard to non-compliance with environmental laws and regulations, there were no significant fines*. We are improving our reporting processes in order to respond to socio-economic compliance indicators.
* A significant fine is considered to be a monetary amount equal to or greater than approximately 45,000.00 euros.

ESRS E2-4
ESRS S1-17
ESRS G1-4

2-28

Membership associations

Channel “About Us”: Organisations to Which We Belong .

Channel “Responsibility”: Organisations to Which We Belong .

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2-29

Approach to stakeholder engagement

Stakeholder engagement

Double materiality assessment

Stakeholder Engagement

ESRS SBM 2-3
ESRS 2 SBM-2

2-30

Collective bargaining agreements

In Portugal, only a residual number of employees are not covered by collective bargaining agreements. In Poland and Colombia, where there are no collective regulatory instruments applicable to our companies. working conditions and the way the employment contract is executed are regulated by the respective legal systems (which regulate these issues internally) and by the internal, local and global policies in force in our Group. Our internal policies are aligned with international best labour practices. In particular with respect to the fundamental conventions of the International Labour Organisation.

Ethics and compliance

UNGC 3
SDG 8
ESRS S1-1
ESRS S1-8

3-1

Process to determine material topics

Stakeholder engagement

Double materiality assessment

ESRS 2 BP-1

3-2

List of material topics

Stakeholder engagement

Double materiality assessment

ESRS 2 BP-2

3-3

Management of material topics

Stakeholder engagement

Double materiality assessment

ESRS 2 BP-2
ESRS 2 SBM-1

201-1

Direct economic value generated and distributed

Financial statements

GRI 203-1

SDG 8 & 9
ESRS 2 SBM-1

201-2

Financial implications and other risks and opportunities due to climate change

53. Details and Description of the Major Economic, Financial and Legal Risks to which the Company is Exposed in Pursuing Its Business Activity

Climate change

UNGC 7
SDG 13

201-3

Defined benefit plan obligations and other retirement plans

Financial statements

Section D – Remuneration

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201-4

Financial assistance received from government

In Poland, the last part of a grant from the European Union was received under a signed consortium agreement related to the development of innovative logistics systems (concerning an application made in 2023). The total amount amounted to EUR 279,932.29 (PLN 1,205,080.50), of which EUR 98,079.42 (PLN 422,222.10) was received in 2024. A tax benefit for robotization of EUR 85,549.03 (PLN 368,280.00) was also obtained.
In Portugal, the benefits granted by official entities, as a tax credit, were aimed at offsetting investments made under the SIFIDE II programme – Tax Incentive System for Business Research & Development. This programme consists of a deduction from income tax of part of the amounts incurred in staff costs, operating costs, costs of contracting Innovation and Development (R&D) and costs of acquiring fixed assets to support R&D activity, which are certified by an external and independent entity.
In this context, the indicators under consideration are as follows:

• With reference to the 2024 tax year, in terms of SIFIDE II: at this level, and for the nine Companies of the Jerónimo Martins Group (“GJM”) that submitted applications to SIFIDE II, with reference to the 2023 tax year (namely, JMR – Prestação de Serviços para a Distribuição, S.A. (“JMR”), Jerónimo Martins Serviços, S.A. (“JMS”), Seaculture Aquicultura, S.A. (“Seaculture”), Terra Alegre Lacticínios, S.A. (“TAL”), Best Farmer – Actividades Agro-Pecuárias, S.A. (“Best Farmer”), Jerónimo Martins Agro-Alimentar, S.A. (“JMA”), Jerónimo Martins, SGPS, S.A. (“JMH”), Outro Chão Agricultura Biológica, Lda, (“Outro Chão”) and Recheio – Cash & Carry, S.A (“ Recheio”)), the amount of potential tax credit requested was EUR 4,873,041.
• Total investment in R&D in the year 2024: In this particular context, and based on the amounts reported in the IPCTN23 – Survey of National Scientific and Technological Potential, by the GJM companies for which we assisted in completing the survey (namely JMR, JMS, Seaculture, TAL, Best-Farmer, JMA, JMH, Outro chão, Recheio e Pingo Doce), the total amount reported in this regard totalled EUR 11,452,863.

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202-1

Ratios of standard entry level wage by gender compared to local minimum wage

Regarding workers who are not employees, we do not have consolidated information that allows us to assess whether the type of functions performed are subject to minimum wage rules.

Compensation and benefits

UNGC 6
SDG 1. 5 & 8
ESRS S1-10

202-2

Proportion of senior management hired from the local community

UNGC 6
SDG 8

203-1

Infrastructure investments and services supported

SDG 5. 9 & 11

203-2

Significant indirect economic impacts

SDG 1. 3 & 8

204-1

Proportion of spending on local suppliers

Selection and monitoring of suppliers

SDG 8

205-1

Operations assessed for risks related to corruption

Section C – Internal Organisation

Section E – Related Party Transactions

Our policies

Minimum safeguards

Selection and monitoring of suppliers

Our Plan for the Prevention of Corruption Risks and Related Offences (a document that identifies and classifies the Company’s main and potential risks in terms of corruption, considering the likelihood of occurrence and the impact of the risks identified, and lists the prevention and mitigation measures that the company has adopted to minimise the likelihood of occurrence and the foreseeable impact, in compliance with its regulatory compliance programme) published in 2022, and the Annual Report on the Implementation of this plan, published in 2024, documents available for consultation at About Us .

In addition, in 2023 we approved the Integrity Due Diligence Procedure, as an autonomous internal document aimed at assessing risks related to corruption in the supply chain. Risk assessment in the supply chain is also assessed through social audits whose criteria include this issue.

UNGC 10
SDG 16

205-2

Communication and training about anti-corruption policies and procedures

There was a significant increase in the training promoted on the Anti-Corruption Policy (+47.1% of training hours than in 2023), reaching 21,953 employees, as well as in the number of employees impacted by communication campaigns (42,477).
Several communication campaigns on the Anti-Corruption Policy were carried out throughout the year, which in Portugal were aimed at all employees and in Poland, Colombia and Slovakia were aimed at headquarters’ employees. Since different communication channels were used, including physical ones (e.g. posters), the average headcount in each country throughout 2024 was considered to calculate this percentage.
We continue to improve our systems to ensure that we report information by functional level.

Ethics and compliance

UNGC 10
SDG 16

206-1

Legal actions for anti-competitive behaviour, anti-trust, and monopoly practices

See 23. Contingencies, contingent assets and contingent liabilities for a description of major legal proceedings (amounted higher than 5 million euros) pending resolution, for which the Board of Directors, supported by the opinion of its lawyers and tax advisors, considers that there is enough ground for its appeal in court.

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301-1

Materials used by weight or volume

Materials used and resource outflows

UNGC 7 & 8
SDG 8 & 12
ESRS E5-4

301-2

Recycled input materials used

UNGC 7 & 8
SDG 8 & 12
ESRS E5-4

301-3

Reclaimed products and their packaging materials

This aspect was considered non-material. Nevertheless, the Group promotes the collection of waste from customers in its stores, sending it for recovery.

Materials used and resource outflows

UNGC 8
SDG 8 & 12

302-1

Energy consumption within the organization

UNGC 7, 8 & 9
SDG 7, 8, 12 & 13

302-2

Energy consumption outside of the organization

This indicator is presented in the form of CO₂e as part of the calculation of the Group’s carbon footprint – scope 3 emissions for all categories according to the GHG Protocol – Corporate Value Chain methodology.

Carbon footprint

UNGC 7 & 8
SDG 7, 8. 12 & 13

302-3

Energy intensity

In 2024, the intensity indicator was 0.237 GJ/thousand euros of sales, representing 9.5% less compared to 2023. In 2023, the intensity indicator was 0.262 GJ/thousand euros of sales.

UNGC 8
SDG 7, 8, 12 & 13

302-4

Reduction of energy consumption

Energy consumption management

UNGC 8 & 9
SDG 7, 8. 12 & 13

302-5

Reductions in energy requirements of products and services

Energy consumption management

UNGC 8 & 9
SDG 7, 8. 12 & 13

303-1

Interactions with water as a shared resource

Water consumption

UNGC 7 & 8
SDG 6 & 12

303-2

Management of water discharge-related impacts

UNGC 8
SDG 6

303-3

Water withdrawal

UNGC 8
SDG 6 & 12

303-4

Water discharge

UNGC 8
SDG 6

303-5

Water consumption

UNGC 7 & 8
SDG 6

304-1

Operational sites owned, leased, managed in, or adjacent to, protected areas and areas of high biodiversity value outside protected areas

The Jerónimo Martins Group’s infrastructures comply with legal requirements in environmental matters and, for the most part, are contextualized in an urban network. In the particular field of agri-food, the Group owns properties occasionally located or close to the National Ecological Network, collaborating with government entities to ensure their conservation.

UNGC 8
SDG 6, 14 & 15

304-2

Significant impacts of activities, products, and services on biodiversity

Fighting deforestation

Sustainable fishing strategy

UNGC 8
SDG 6, 14 & 15

304-3

Habitats protected or restored

Not applicable to the Group’s activities in 2024. Nevertheless, the Group participates in a number of initiatives for the conservation of habitats and ecosystems such as the Green Heart of Cork (ANP | WWF), cleaning of the Tatra Mountains (Czysta Polska), Salamandra – Polish Society for the Conservation of Nature, protection of bees (Fundabejaz) and SOS Pollinators (Quercus). We also have the “Serra do Açor Forest” project – which brings together the Jerónimo Martins Group. the Municipality of Arganil, the associations that bring together the owners of vacant land and the Agrarian School of Coimbra – it is an initiative launched in 2020 that wants to preserve and enhance the landscape devastated by forest fires, covering an area of 2,500 hectares.

Supporting biodiversity protection

UNGC 8
SDG 6, 14 & 15

304-4

IUCN Red List species and national conservation list species with habitats in areas affected by operations

Sustainable fishing strategy

UNGC 8
SDG 6, 14 & 15

305-1

Direct (Scope 1) GHG emissions

Carbon footprint

UNGC 7 & 8
SDG 3, 12, 13, 14 & 15

305-2

Energy indirect (Scope 2) GHG emissions

UNGC 7 & 8
SDG 3, 12, 13, 14 & 15

305-3

Other indirect (Scope 3) GHG emissions

UNGC 7 & 8
SDG 3, 12, 13, 14 & 15

305-4

GHG emissions intensity

UNGC 8
SDG 13, 14 & 15

305-5

Reduction of GHG emissions

UNGC 8 & 9
SDG 13, 14 & 15

305-6

Emissions of ozone-depleting substances (ODS)

This aspect was not considered material. Nonetheless. in 2024 it was not verified CFC-11 eq. emissions.

UNGC 7 & 8
SDG 3 & 12

305-7

Nitrogen oxides (NO_X), sulphur oxides (SO_X), and other significant air emissions

The quantities are emitted by the combustion of fossil fuels (use of on-site fuel for equipment operation, emergency generators and heating, as well as light vehicle fleet):
• NO_X = 121.2 tonnes (-42.3% compared to 2023);
• SO_X = 22.3 tonnes (-47.5% compared to 2023).

UNGC 7 & 8
SDG 3, 12, 14 & 15

306-1

Waste generation and significant waste-related impacts

Managing circular economy risks and opportunities

UNGC 8
SDG 3. 6 & 11, 12

306-2

Management of significant waste-related impacts

306-3

Waste generated

306-4

Waste diverted from disposal

306-5

Waste directed to disposal

308-1

New suppliers that were screened using environmental criteria

In 2024, the Group approved 179 new suppliers, 100% of which were also assessed in the environmental component.

Business conduct

UNGC 8

308-2

Negative environmental impacts in the supply chain and actions taken

Business conduct

UNGC 8

401-1

New employee hires and employee turnover

The turnover rate decreased compared to previous years, by 1.6 p.p. globally (30.3% in 2023), 3.9 p.p. in Portugal and 1.2 p.p. in Poland, and also stabilized in Colombia (+0.5 p.p.). Our analysis falls on two types of turnover, non-voluntary and voluntary (from the employee’s point of view). The first is essentially the result of the seasonality to which the business is subject, forcing companies to adjust their workforce at times such as Christmas, Easter or summer, as well as a desirable adjustment related to underperformance. On the other hand, there are several reasons that may lead employees to leave our Group voluntarily and that may be related to the opportunity for a new position or the need to change for professional or personal reasons. Voluntary terminations are the main responsible for the turnover rate, especially in the group of employees aged under 30. To understand the reasons for turnover and act preventively, mitigating them, we conducted exit interviews. In addition, this indicator is monitored by the Risk Committee.

Our employees

UNGC 6
SDG 5, 8 & 10
ESRS 2 GOV-1
ESRS S1-6

401-2

Benefits provided to full-time employees that are not provided to temporary or part-time employees

Compensation and benefits

UNGC 6
SDG 3, 5 & 8

401-3

Parental leave

Work-life balance

UNGC 6
SDG 5 & 8
ESRS S1-15

402-1

Minimum notice periods regarding operational changes

The Jerónimo Martins Group follows the notice periods established by law with regard to changes of an operational nature. All collective labour agreements that exist in Portugal have a clause referring to termination (termination at the will of one of the parties) and a review process, with rules that stipulate, as the case may be. deadlines and procedures for each figure. In any case, this issue is covered by the Portuguese Labour Code that regulates these realities.

UNGC 3
SDG 8

403-1

Occupational health and safety management system

Health and safety at work

SDG 8
ESRS S1-14

403-2

Hazard identification, risk assessment, and incident investigation

ESRS 2 SBM-3

403-3

Occupational health services

SDG 8
ESRS S1-1

403-4

Worker participation, consultation and communication on occupational health and safety

SDG 8 & 16
ESRS S1-2

403-5

Worker training on occupational health and safety

SDG 8

403-6

Promotion of worker health

SDG 3

403-7

Prevention and mitigation of occupational health and safety impacts directly linked to commercial relations

Minimum safeguards

Selection and monitoring of suppliers

SDG 8 & 16
ESRS S2-3

403-8

Workers covered by an occupational health and safety management system

The information presented refers to the health and safety management systems implemented in Biedronka (ISO 45001:2018), Terra Alegre (ISO 45001:2019) and central kitchens of Meal Solutions (ISO 45001:2023). In this context, 84,828 employees are considered (84,145 at Biedronka, 149 at Terra Alegre and 534 at Meal Solutions) and 17,223 non-collaborators (17,195 at Biedronka, 16 at Terra Alegre and 12 at Meal Solutions).
As a rule, all employees are covered by the system. The external audit only includes a sample of the total number of employees and non-employees, having covered 24.3% of the population in 2024. Employees and non-employees are also covered by the occupational safety and health systems of their respective countries, in accordance with local legislation.

Health and safety at work

SDG 8
ESRS S1-14

403-9

Work-related injuries

In 2024, there were 4,300 accidents at work across the Group, and 49 that had a serious consequence. Compared to the previous year, this represents a 12.7% reduction in total accidents, but a 44.1% increase in serious cases. The difference between genders is due to the greater presence of women in the workforce. The rate of recordable work-related injuries, which measures the ratio between the number of accidents and the hours worked, showed an even more significant reduction than the absolute number of accidents (-16.0%). This means that, even with a 4.1% increase in the workforce and a 3.9% increase in hours worked, there were proportionally fewer accidents. The rate of high-consequence work-related injuries grew 38.7%, an increase lower than that observed in the absolute number of this typology.
Most accidents:

• in Portugal led to trauma and contusions;
• in Poland resulted in limb injuries, cuts and musculoskeletal injuries;
• in Colombia led to contusions, strains and sprains, minor superficial burns and musculoskeletal injuries.

Health and safety at work

SDG 3, 8 & 16
ESRS S1-14

403-10

Work-related ill health

In 2024, 117 cases of occupational diseases were registered, which corresponds to an increase of 11.4% compared to 2023. The gender difference is due to the greater number of women in the workforce. The main occupational diseases recorded were tendonitis (inflammation of the tendons), epicondylitis (inflammation of the elbow), periarthritis (inflammation of the shoulder), paralysis, carpal tunnel syndrome, low back pain, among other chronic diseases of the musculoskeletal system.
The main causes of occupational diseases are repeated movements and overloads on tendon sheaths, combined with a high pace of work with varied and manual loads. To mitigate these dangers, the Companies have improved the machinery and equipment park, changed and ensured the maintenance of workplace infrastructures, reinforced awareness and specific OHS training in identifying hazards and risks related to the activities carried out in the workplace, as well as evolving in the organization of tasks and in the adjustment of working hours.
In 2024, the Group counted cases of occupational diseases among workers who are not employees in Portugal and Colombia, in a total of 7 cases (1 in Portugal and 6 in Colombia), which main causes and associated dangers are similar to those recorded for employees. In Poland, the existing systems do not allow for the quantification of cases of illness among workers who are not employees. The indicator reported in 2023 for this country (45 cases in Portugal and Poland) should be equal to 5, with all cases confirmed in Portugal and none in Poland. We continue to improve our reporting systems to ensure that we report the entirety of the information requested by the indicator.

Health and safety at work

SDG 3, 8 & 16

404-1

Average hours of training per year per employee

The average hours of training for men is slightly higher than for women because some roles at the operational functional level, such as the butcher or logistics section, have due to their specificity the need for a greater number of hours of training and are currently occupied by more men. The operational functional level is also the one with the highest number of hours of training, which is partly justified by being the category with the highest turnover, requiring a greater need for training during onboarding and also in mandatory topics such as health and safety at work.

Training

UNGC 6
SDG 4, 5, 8 & 10
ESRS S1-13

404-2

Programs for upgrading employee skills and transition assistance programs

Training and skills development

SDG 8

404-3

Percentage of employees receiving regular performance and career development reviews

Leadership development

Only employees eligible for performance evaluation were considered, in accordance with the Performance Evaluation Policies in force at the Corporate level and in each of the Companies. In 2024, in Colombia, employees at the operational functional level were not considered eligible for this analysis, due to the non-application of the process.

UNGC 6
SDG 5, 8 & 10
ESRS S1-13

405-1

Diversity of governance bodies and employees

Our employees

Diversity and inclusion

Statutory bodies

17. Composition of the Board of Directors, With Details of the Articles of Association’s Minimum and Maximum Number of Members, Duration of Term of Office, Number of Effective Members, Date When First Appointed and End of the Term of Office of Each Member

UNGC 6
SDG 5 & 8
ESRS S1-9

405-2

Ratio of basic salary and remuneration of women to men

Our employees

Diversity and inclusion

UNGC 6
SDG 5, 8 & 10
ESRS S1-16

406-1

Incidents of discrimination and corrective actions taken

Our employees

Ethics and compliance

UNGC 6
SDG 5 & 8
ESRS S1-17

407-1

Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

Our employees

Ethics and compliance

Responsible labour management in the value chain

Sustainability certification

UNGC 3
SDG 8

408-1

Operations and suppliers at significant risk for incidents of child labour

Our employees

Ethics and compliance

Responsible labour management in the value chain

Sustainability certification

UNGC 5
SDG 8 & 16

409-1

Operations and suppliers at significant risk for incidents of forced or compulsory labour

Our employees

Ethics and compliance

Responsible labour management in the value chain

Sustainability certification

UNGC 4
SDG 8

410-1

Security personnel trained in human rights policies or procedures

We continue to improve our systems to ensure that we report the information requested by the indicator.

UNGC 1
SDG 16

413-1

Operations with local community engagement, impact assessments, and development programs

How we dialogue with affected communities

UNGC 1
SDG 1 & 2

414-1

New suppliers that were screened using social criteria

Selection and monitoring of suppliers

UNGC 2
SDG 5. 8 & 16

414-2

Negative social impacts in the supply chain and actions taken

Responsible labour management in the value chain

Sustainability certification

UNGC 2
SDG 5, 8 & 16

415-1

Political contributions

The companies of the Jerónimo Martins Group do not support political parties or their representatives. nor do they financially contribute to groups that may support partisan interests.

Code of Conduct

UNGC 10
SDG 16

416-1

Assessment of the health and safety impacts of product and service categories

Selection and monitoring of suppliers

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416-2

Incidents of non-compliance concerning the health and safety impacts of products and services

Food recalls and withdrawals

Information on contingent liabilities considered to be material is described in note 23. Contingencies, contingent assets and contingent liabilities.

SDG 16

SDG 16

417-1

Requirements for product and service information and labelling

Certified ingredients, products and packaging

SDG 12

417-2

Incidents of non-compliance concerning product and service information and labelling

Information on contingent liabilities considered to be material is described in note 23. Contingencies, contingent assets and contingent liabilities.

SDG 16

417-3

Incidents of non-compliance concerning marketing communications

Information on contingent liabilities considered to be material is described in note 23. Contingencies, contingent assets and contingent liabilities.

SDG 16