Social

In progress

1. An e-learning training module on the Group’s Code of Conduct has been launched for Poland, Portugal and Colombia, which is mandatory for all employees. The version to be launched in Slovakia is under development.
2. An e-learning training module on human and labour rights was developed and a pilot was conducted to test the course contents. The launch for all managers in Portugal is planned for 2025.
3. In Portugal, the critical topics to be included in the future process of prevention and compliance with labour rights have been identified and approved. These topics will be assessed in a transversal diagnosis across all HR departments in the country. In parallel, a preliminary diagnosis of the Group’s compliance levels with the requirements of a formal human rights due diligence process was conducted by an external entity.

In progress

1. A global diagnosis was carried out with a focus on indicators of gender representativeness and human resources practices, focused on identifying possible inequalities in the opportunities offered to women and men throughout the various stages of the employee’s life cycle. For 2025, we plan to define next steps of action.
2. The global gender pay ratio remained stable at 98.5%, thus being in the defined variation range. For the first time this year, the ratio for the three most representative Companies of the Group was also reported, the result of which is also in line with the commitment: Biedronka: 98.1% | Pingo Doce: 99.9% | Ara: 98.7%.
3. An e-learning training module on discrimination and harassment in the workplace has been developed, which includes content on unconscious bias and on how to identify and mitigate it. A pilot has been conducted to test the course contents. The launch to all managers in Portugal is planned for 2025. In addition, other mechanisms for introducing these contents into global training tools and programmes are being evaluated.

In progress.

1. In 2024 we developed the JM Talks concept, which are sessions made to inspire and share business knowledge between experienced and junior leaders of the Group. Two sessions took place at a global level, where 547 young leaders participated.
2. In 2024, the new global policy for young talent was defined, which aims to establish the guidelines each country to provide a common experience on the main programmes (such as the Trainee Programme). This policy is expected to be internally published in 2025.
3. In 2024, 52.5% of the Group’s managers participated in at least one leadership development initiative, which include management and leadership training, assessment programmes, coaching, mentoring, among others.
4. The performance management process was revised, now encompassing the Group’s Values and behaviours’ evaluation. This change will be reflected in the 2024 performance cycle, which culminates in the first quarter of 2025, with the self-evaluation and evaluation by manager stages. As part of the onboarding process, a mandatory e-learning was included for all employees admitted to headquarters’ roles in Portugal. We are working to incorporate JM Values into other global processes.
5. A new Group-wide employee engagement survey will be launched in 2025, which includes, among other aspects, leadership-related questions.

In progress.

1. All the Group’s Companies continue to work to ensure compliance with this commitment. The 2024 performance cycle, where Values and behaviours’ evaluation are now included, will be the basis for the calculation of the annual performance bonuses of all eligible employees.
2. The Group is assessing, based on the implementation priorities of existing technological solutions, the feasibility of the timetable set for this commitment.

In progress.
The number of employees at a disadvantage in accessing the labour market* corresponded, at the end of 2024, to 4.7% of the Group’s population. The result obtained in the first year of monitoring of this commitment will serve as a basis for comparison for the following reporting cycles, in order to determine the increase in the number of employees at a disadvantage when it comes to accessing the labour market. In 2024, with regard to contributing to the increase in awareness of social inclusion inside and outside the Group, the commitment has been achieved, as we have secured 54 actions to share good practices, most of which focused on the presentation of the Incluir Programme to companies, schools, foundations and other types of national and international institutions.

* The criteria considered in each country were: i) Portugal – employees with a certificate of disability or identified in the Incluir Programme in the following pillars: disabilities and/or impairments, migrants and refugees and people at social risk; ii) Poland – employees with a certificate of disability and refugees of Ukrainian nationality; iii) Colombia: employees with a certificate of disability, refugees of Venezuelan nationality and employees identified under the “Mamas Cabezas de Hogar” programme (the programme was not active during 2024 and its relaunch is planned for 2025).

In progress.

1. Regarding the 2024 performance cycle, 95.3% of eligible managers have defined personal development plans.
2. The personal development plans (PDP) process now includes moments dedicated to reflection and monitoring of its degree of execution, during Get Feedback sessions (meetings between the evaluator and his or her manager, midway through the performance cycle, focused on monitoring objectives and discussing mid-term feedback) and during the self-evaluation and evaluation process.
3. In 2024, we ensured the internal posting of 74.6% eligible vacancies that were published externally, with an average of 2.6 internal applications per vacancy registered. The result obtained in the first year of measurement of this commitment will serve as a basis for comparison for the following reporting cycles.
4. A global internal referral policy for the Information Technologies department is in place, which has been extended to other roles in Portugal.

In progress.

1. In 2024, the occupational health and safety management system implemented in the two central kitchens of Pingo Doce’s Meal Solutions was certified by ISO 45001:2023. The certification of logistics in Portugal and Recheio is in the preparation phase.
2. In 2024, the Group achieved a frequency index of 11.87, which corresponds to a decrease of 1.19 compared to 2023. There was a reduction in accidents with lost days, both in Portugal and Poland (of 3.2% and 15.0%, respectively). The severity was 0.29, a decrease of 0.03 compared to 2023.

In progress.

1. In 2024, Biedronka and Pingo Doce tested new measures to promote flexibility in ways of working and hiring. Biedronka has implemented the Tikrow solution, a platform that allows the Company to respond to temporary and immediate work needs in operations. Pingo Doce is evolving its schedule planning tool into a new solution that, being fed by business data such as sales and in-store customer traffic, allows for greater predictability of needs at all times.
2. Wellbeing contents will be incorporated into a global development training tool (Be a Leader for all), aimed at all Group employees.
3. In Portugal and Poland, 100% of employees have access to a wellbeing programme. In Colombia there are several initiatives aimed at certain target audiences.
4. In 2024, we maintained the support given to employees in vulnerable situations, with an investment of more than 48.4 million euros in internal social responsibility measures. The investment made in social allowances and loans granted to employees with special conditions at Biedronka, and in the Social Emergency Fund in Portugal, was 7.9 million euros, 7.5% above 2023.

Accomplished.
In 2024, it was possible to monitor 99% of the Group’s direct support (eligible according to the internal methodology based on the B4SI criteria). The monitoring and dissemination of the impacts resulting from the support offered by the Group, according to this model, are described in the “How we dialogue with affected communities”.

Accomplished.
Based on the B4SI methodology, we estimate that the Group Companies have supported more than 1.2 million people from vulnerable backgrounds, including projects focused on health and healthy eating. At least one Company in each geography (Poland, Portugal, and Colombia) has implemented or supported one or more projects aimed at these vulnerable populations.

Accomplished.
In alliance with the Association of Colombian Food Banks (ABACO), Jerónimo Martins Colombia has become the most relevant partner of the “Desayunos Saludables” (Healthy Breakfast) project in 2024. Throughout the year, the Company ensured the presence of fruit and bread at breakfast provided by 24 food banks in different regions of Colombia, which allowed 4,294 children to be supported.

In progress.
In 2024, there were 273 Ara stores with donation procedures to local institutions. This number represents 19% of the Company’s stores.

Accomplished.
In 2024, a memorandum of understanding was signed with the Colombian Institute of Family Welfare (ICBF) to be in force for a period of three years, aiming to support community mothers’ houses. Throughout the year, 2,963 community mothers’ houses were supported with gift cards to use in Ara stores in healthy food baskets. At the same time, a technical assistance programme was developed in partnership with the ICBF and UNICEF to prepare community mothers in the early identification of signs of malnutrition and chronic malnutrition, and in the implementation of healthy habits.

In progress.
In 2024, we ensured the participation of 150 volunteers in different initiatives focussed on environmental protection, and improvement of the livelihoods of vulnerable people. For more information about the volunteering initiatives, please consult the “Programs and projects to engage and support affected communities”.

Accomplished.
In 2024, we were able to provide support to more than 63,000 people, through the “One Million Reasons” program, which involves an investment of one million euros until 2026.

In progress.
In 2024, we ensured the extension of products warranty in eight electric and non-electric categories from 2 to 3 years. Out of 405 products in scope, 395 now come with an extended warranty, covering 98% of the commitment scope.

Accomplished.
We have redefined our commitment for greater clarity: “In all countries, we must strengthen the offer of food alternatives such as vegan, vegetarian and plant-based, lactose-free, gluten-free or organic”. In 2024, the progress was:

• Poland: 363 references with these characteristics, of which 34 were new.
• Portugal: a total of 1,489 references were on sale, of which 103 were new.
• Colombia: a total of 27 references were on sale, of which 14 were new.

In progress.
We have redefined our commitment to make it clearer: Ensure that, by 2026, 100 per cent of the Private Brand food portfolio does not contain acesulfame or aspartame. Progress has therefore been as follows:

• Poland: with regards to aspartame, this ingredient has been removed from 4 of the 20 eligible references. We will continue our efforts to remove aspartame and acesulfame from our Private Brand.
• Portugal: we ended the year with 20 products containing aspartame (-7 than in 2023), and 24 containing acesulfame (-6 than in 2023).
• Colombia: Ara ended 2024 with 13 products containing acesulfame and no products currently containing aspartame.

In progress.
At the end of 2024, this symbol was present in 71% of products that contained more than 50% of corn and/or soy in the net weight, representing a 41 p.p. increase versus 2023.

In progress.
Specific symbols on alcoholic beverages were applied: calorie count and pregnancy warnings on 100% of the references, and responsible driving on 74% of the eligible references. Calorie intake is of mandatory application as per law requirements.

Accomplished.
Hebe launched 62 new vegan cosmetic products, bringing the full vegan range to 151.

Accomplished.
Hebe launched 16 Hebe Naturals products containing at least 92% natural ingredients by net weight, bringing the portfolio of products with these characteristics to 29.

In progress.
Pingo Doce prints cooking tips and suggestions on the food packaging, always promoting the use of fruit and vegetables as side dishes. The Company also uses its website, social media and Sabe Bem (Tastes Good) magazine to promote the Mediterranean diet. This magazine was the most read publication in Portugal in 2024, reaching 627 thousand readers in each one of its bi-monthly editions. The publication usually includes articles written by the Portuguese Directorate-General for Health. Pingo Doce also has a large collection of recipes to encouraging the reuse of leftovers food on its website. Also, on its website is a list with lactose-free and gluten-free Private Brand products, which is updated monthly.
Biedronka has published four Czas Na... (Time For...) magazines in 2024, all of them digital, focusing on seasonality and more sustainable lifestyles. Dada, Biedronka’s Private Brand specialising in nutrition for babies, children and mothers, names a magazine that is produced in a collaboration between Instytut Matki i Dziecka (Institute of Mother and Child) and Biedronka’s Quality Department. Two digital books were developed in 2024 as a result of this partnership. The Company also makes an extensive use of media formats such as leaflets, newspapers and publications on social media to spread knowledge about healthy eating habits.

In progress.
The product information voluntarily provided by the Companies can be consulted in the subpoint “Providing information to consumers” of this chapter.
In Colombia, guidelines have been created for the operators of our stores and distribution centres, explaining the latest labelling law in Colombia and how it affects our Private Brand products. This guide explains that in Colombia, as of 14 June 2024, our products will be required to carry an octagonal warning label indicating whether they contain high levels of sugar, saturated fat, trans fat, salt or even sweeteners.

In progress.
Nutri-Score was present in 872 Pingo Doce products (48% more than in 2023) and in 197 Recheio products (38% more), being all launches bearing this label.

In progress.
In 2024, Biedronka applied the Nutri-Score label to more 138 products, increasing the total number to 543 (more 34% than in 2023) and raised the number of brands selected for categorization to 41 (including six for the Slovakian market).

In progress.
Regarding artificial colourings:

• in specialized perishables, we reached 100% products free from artificial colourings (+4 p.p. vs. 2023);
• in Private Brands, the ratio stood at 97% (+2 p.p.).

• in specialized perishables, we reached 100% products free from flavour enhancers already in 2023;
• in Private Brands, the ratio stood at 97% (+1 p.p.).

In progress.
In Poland, 168 products were considered eligible. Of these, 146 were completed as to the removal of glucose-fructose syrup corresponding to 87% of Private Brand products (+3 p.p. vs. 2023).

In progress.
157 products were considered. Of these, soy lecithin was removed from 43 corresponding to a total of 27% Private Brands without this ingredient (+5 p.p. vs. 2023).

In progress.
Our Portuguese Companies have reached the target of having 100% of breakfast cereals containing wholegrains as their main ingredient two years ahead our own deadline. In Poland, Biedronka’s progress reached 92% of the eligible products (44 references out of 48, which includes products that, in practice, contain whole grain as the main ingredient but are not labelled as such in the ingredient list).

Accomplished.
Two ranges of Private Brand products were considered for determining the scope of this target: complements for milk (in which micronutrients naturally present in milk, like calcium and vitamin D, need to be reinforced) and for meat (in which protein enrichment for vegetable sources is important). In 2024 we reached:

• Milk alternatives: 100% (the same as in 2023) of soy, oat, hazelnut, almond and rice beverages, were enriched with micronutrients such as calcium, selenium, magnesium, zinc, omega 3 and fibre, and vitamins like riboflavin (B2), B12 and D.
• Meat alternatives: 100% of products were enriched with vegetable protein.

In progress.
We have redefined our commitment to make it clearer: Ensure that, by 2026, 100 per cent of the Private Brand food portfolio does not contain acesulfame or aspartame. Progress has therefore been as follows:

• Poland: with regards to aspartame, this ingredient has been removed from 4 of the 20 eligible references. We will continue our efforts to remove aspartame and acesulfame from our Private Brand.
• Portugal: we ended the year with 20 products containing aspartame (-7 than in 2023), and 24 containing acesulfame (-6 than in 2023).
• Colombia: Ara ended 2024 with 13 products containing acesulfame and no products currently containing aspartame.

In progress.

• In Portugal, Pingo Doce and Amanhecer ended the year with 29 new Private Brand cosmetic products on the market, bringing the total to 158.
• Biedronka launched 27 references, totalling 257 Private Brand cosmetics without animal ingredients.

Accomplished.
At the end of 2024, Biedronka had 101 Private Brand personal care references without microplastics, representing 98% of the range.

In progress.
During 2024, we strengthened our offer of these products:

• In Portugal, Pingo Doce and Amanhecer ended the year with 135 products, 38 of which were launched during the year.

Biedronka ended the year with 192 references with at least 90% natural ingredients, 48 of which were launched in 2024.

In progress.
In 2024, no Private Brand detergents were developed with all of those characteristics.

In progress.
“Eat Fish Twice a Week” label was launched in its first product, to raise awareness for the consumption of fish.

Accomplished.
The Group had 4 level I recalls, none of which attributable to Jerónimo Martins as the cause. This figure represented a 33.3% decrease compared to 2023, a year in which there had already been a 53.8% decrease compared to 2022, proving a downward trend in this indicator. The effectiveness for recalling products was fully complied with.

Accomplished.
ISO 22000:2018 was maintained for 16 DCs and extended to one more, to a total of 17 Biedronka for the storage and distribution of food products, and at the Biedronka head office for the development of Private Brand food products.

In progress.
In 2024, sales of Private Brands products and/or packaging and perishables with sustainability certification accounted for 14.2% (+8 p.p., compared to 2023).