Investor Presentaiton
74
HUMAN CAPITAL
DIVERSITY, EQUITY
AND INCLUSION
GRI 103-2, 103-3 | 405
2021 INTEGRATED ANNUAL REPORT
Discriminação e
Vids Inconsciente
PERFORMANCE
MANAGEMENT
GRI 404-3
In 2021, performance
assessments and formal
feedback were carried
out for 1,625 employees,
including specialists, analysts,
management professionals and
executive officers. As compared
to 2020, the percentage of
professionals who received
regular performance reviews
was flat. It is important to
highlight that the Performance
Management Model was
revised during the year and
performance assessment was
implemented for the members
of the Board of Directors and
their advisory bodies, as well as
for the members of the Statutary
Executive Office, in line with
good market practices.
All members of the Executive
Office were also evaluated, as has
been the case since 2020.
Employees receiving performance assessments by career level (%)
In 2021, the theme of Diversity,
Equity, and Inclusion was
further reinforced at the
company, with the launch of
the Human Rights, Diversity,
and Inclusion Policy. In line
with the Global Compact and
the UN Guiding Principles for
Business and Human Rights,
the document reinforces
responsibilities already assumed
through the Compliance Policy,
Code of Ethics and Sustainability
Policy in the relations with
employees, service providers
and other stakeholders.
Diversity, Equity and Inclusion
are also topics covered by the
Recruitment, Selection and
Career, Compensation and
Benefits Policies.
2021 Diversity Agenda included
training, communication and
awareness-raising actions on
the main affirmative thematic
dates, such as gender equality on
Women's Day, Day for the Fight
against Homophobia, LGBTQIA+
Pride Day, Black Awareness Day
and Day for the Fight for People
with Disability (PWD). An online
Libras course and training for
PxDs were also promoted in
partnership with IEP (Portal
Education Institute) in Fortaleza.
In 2021, the company
spontaneously extended
paternity leave to 15 days and
started a registration update,
aimed at obtaining self-
statements on color and race.
Several indicators started to
be monitored, such as women
and black people in leadership,
inclusion of PwDs, and women's
turnover after returning from
maternity leave. Currently,
women's share in leadership is
25% and 33.33% in our Board of
Directors, and the chairperson
of the board is a woman. These
numbers stand out when
compared to other industries
of the same size.
M. DIAS BRANCO
MEHTE
ABERTA
BEATA TAN
TCOTES
do Brasil
Specialists
Male
2019
Female
Total
Male
2020
Female
Total
Male
2021
Female
Total
77.74% 78.89% 78.39%
76.78% 83.00% 80.20% 92.48% 90.65% 91.46%
(professionals
and analysts)
Environmental 69.73% 75.90% 71.15% 75.21% 73.45% 74.77% 63.02% 74.17% 65.78%
8.29% 13.17% 9.58% 8.98% 13.96% 10.34% 8.65% 14.98% 10.42%
Total
Posters for campaigns and training on
diversity and inclusion
Blacks
Employees of the underrepresented groups, by career level (%)*
GRI 405-1
2019
2020
2021
PwD
Blacks
PwD
Blacks
PwD
Specialists (professionals and analysts)
0.4%
65.1%
0.4%
65.9%
0.7%
67.3%
Environmental
1.2%
59.2%
0.8%
59.3%
0.9%
60.7%
Operational Level
5.3%
74.6%
5.0%
75.4%
5.6%
76.1%
Sales Level (Sales and Promotion)
1.2%
68.0%
1.0%
68.8%
1.2%
69.6%
Total
3.8%
71.5%
3.6%
72.3%
4.2%
73.1%
*2019/2020 data in the table has been corrected, as interns are now excluded from the total number of employees, as required by
GRI. GRI 102-48
OCCUPATIONAL HEALTH
AND SAFETY GRI 103-2, 103-3 | 403
Through the Industrial
Management System Policy (SGI)
we work on the preservation of
physical integrity and the health
of employees, prioritizing the
reduction of work accidents
and occupational noise and
compliance with laws and
other applicable standards. M.
Dias Branco seeks to promote a
preventionist culture, through
changes in behavior to reduce
accidents, ensure healthy
environments, and improve the
quality of life in the workplace.
GRI 403-1
In this sense, since 2014, we
have adopted a proprietary
Occupational Health and Safety
(OHS) management system
called the Positivo Program. Its
purpose is to foster a culture of
health and safety, the promotion
of safe practices and increased
awareness of risks. It is also
the basis for setting corporate
goals (achieving a maximum
frequency rate - TF of 0.5 and a
severity rate - TG of 10.0 in the
Company by 2022). The initiative
is expected to cover all industrial
units by 2022. In 2021, the
frequency rate was 0.68 and
severity rate was 13.53.GRI 403-9, 102-11
Performance and adherence
to the program is monitored
through annual assessments
of OHS Rating, carried out by
an independent consultancy.
All management systems
are implemented based on
recognized risk management
standards and guidelines.
ISO 45001 is implemented at
Jaboatão dos Guararapes/PE
Unit.
Our safety management
includes:
Risk assessments: Work Permit
Openings aim to identify risks
and monitor safety actions
planned and adopted by the
area. Trained employeesView entire presentation