Grupo JR8 reinforces its commitment to equity, diversity, and social responsibility
Grupo JR8, through its companies Avant, Juvi, and Retuci, makes public the disclosure of the Salary Transparency and Remuneration Criteria Report, as determined by Law No. 14,611/2023.
This publication is part of our commitment to valuing people, equal opportunities, and transparency in labor relations.
About Law No. 14,611/2023
Law 14,611, sanctioned in July 2023, establishes mandatory equal pay and remuneration criteria between women and men, requiring companies with more than 100 employees to disclose public reports every six months with the following data:
- Salary difference between men and women (median and average)
- Criteria adopted for remuneration and promotion
- Composition of the workforce by sex, race/color
- Actions implemented to ensure diversity and inclusion
The data is extracted from eSocial, RAIS (Annual Report of Social Information), and the Emprega Brasil Portal, based on the updated records of each company.
Official Data – Grupo JR8 Companies
AVANT
CNPJ: 52.046.837/0001-75
Reference: 1st half of 2025
Total employees on 12/31/2024: 103
Pay equality indicators:
- Median contractual salary: women = 100.0% of men’s salary
- Average monthly remuneration: women = 121.3% of men’s
Employee composition:
- Men: 63.1%
- Women: 36.9%
Remuneration criteria adopted:
- Job and Salary Plan or Career Plan
- Achievement of production goals
- Availability for overtime, client meetings, and travel
- Specific occupations that require physical presence
- Length of professional experience
- Teamwork ability
- Proactivity, development of ideas, and suggestions
Affirmative actions implemented:
- Policies for promoting women to director and management positions
- Hiring policies for Black women, indigenous people, LGBTQIA+ people, heads of household, people with disabilities, and people in situations of violence
- Actions to support the sharing of family responsibilities for both sexes
JUVI
CNPJ: 37.746.184/0001-43
Reference: 1st half of 2024
Salary equality indicators:
- Median contractual salary: women = 142.6% of men’s salary
- Average monthly remuneration: women = 136.4% of men’s
Employee composition:
- Men: 58.5%
- Women: 41.5%
Important observations:
The Juvi report did not provide a response to the questionnaire on remuneration criteria and affirmative actions. This means there is no official record of structured policies reported in the Ministry of Labor’s system for the period in question.
Even with remuneration favorable to women, it is essential to advance in the formalization and documentation of internal practices, focusing on the institutionalization of equity and inclusion guidelines.
RETUCI
CNPJ: 46.755.062/0001-04
Reference: 2nd half of 2024
Total active workers: 153
Salary equality indicators:
- Median contractual salary: women = 100.0% of men’s salary
- Average monthly remuneration: women = 138.3% of men’s
Composition of the workforce:
- Men: 64.1%
- Women: 35.9%
Adopted remuneration criteria:
- Positions and Salaries Plan or Career Plan
- Achievement of production goals
- Availability for overtime, client meetings, and travel
- Presence in specific occupations
- Length of professional experience
- Teamwork
- Proactivity and suggestion of improvements
Affirmative actions implemented:
- Promotion of women to management and leadership positions
- Hiring policies for women from vulnerable groups
- Support for work-life balance
Transparency and continuous evolution
The publication of this report is more than a legal obligation: it is an exercise in institutional responsibility. The JR8 Group believes that companies are agents of social transformation and, therefore, adopts a proactive stance in building a work environment that is:
- Free from discrimination
- Based on meritocracy and respect
- Inclusive and open to diversity
- Transparent in its decisions
We remain committed to practices that promote salary equity, equal growth opportunities, and the real appreciation of skills.
Reports available for consultation
All data presented here is available in the full reports, which can be accessed for public consultation, as determined by Law No. 14.611/2023.
📄 To view the full reports, visit our blog or contact our compliance and HR department.
