Investor Presentaiton
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The initiatives of the Diversity, Equity, and Inclusion Program are
developed within a three-group structure:
Structure
Executive Committee
Composed of senior
management, the Executive
Committee establishes the
Program's strategic vision
and validates action plans.
Affinity Groups
Diversity Committee
Composed of representatives from
several areas, the Diversity Committee
designs action plans and monitors
the evolution of our initiatives based
on the best market practices.
Composed of voluntary employees, the Affinity Groups execute the
proposed action plans and promote the engagement of colleagues to
consolidate the culture of diversity and inclusion. The Affinity Groups
bring together employees from different departments to carry out actions
designed within the scope of the Diversity Committee. In 2022, these
groups focused their efforts on four main areas: training and development,
recruitment and selection, communication, and safety.
2022 Integrated Sustainability Report > Responsibility
Affirmative actions
The investment in the professional development
of women from the communities where we
operate so they can join the operational teams
in our wind farms is fully in line with our strategic
goal of promoting a more inclusive culture and
valuing diversity.
In 2022, we pursued our goal of offering technical
training to groups of women so they can join the
operational and maintenance teams at our plants:
we successfully implemented an online training
pilot project exclusive for women, in partnership
with Bahia's National Industrial Learning Service
(Serviço Nacional de Aprendizagem Industrial
- Senai), culminating in the graduation of 28
professionals living close to the Tucano Wind
Power Complex. With the success of the initiative,
the proposal was expanded to develop a new
team of women to operate the Cajuína Wind
Power Complex, which is under construction, in
the state of Rio Grande do Norte.
The entire work has been carried out with
attention to eliminating unconscious biases,
because our entire team believes that gender
equality brings power and innovation. In our
culture, it represents a lever to continue to grow
in a more plural, effective, and creative manner.
The purpose is to start mixing the operational
teams among the plants until women's presence
naturally becomes routine.
There are also challenges related to
hydroelectric power plants. A little more than
a year ago, the Power Generation Operation
Center (COGE) did not have any women. In
2022, three women were incorporated into the
team, bringing different perspectives to the table.
Affirmative actions are also being carried out in
the Internship Program. By the end of the year, we
opened 9 positions for Black people, people with
disabilities and LGBTQIA+ candidates.
As we are aware that cultures do not change
rapidly, we are working hard to ensure
affirmative actions gain traction, based on the
dialogue with these groups. In order to support
this work, we engaged the Impulso Beta
consultancy firm to help design the strategy.
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