Integrated Report / JSL 2021
JSL
ENTENDER PARA ATENDER
INTRODUCTION
JSL
PLANNING
AND FUTURE
PEOPLE AND
CULTURE
BUSINESS
IMPACT
ENVIRONMENTAL
MANAGEMENT
CLIMATE CHANGE:
OUR APPROACH
PEOPLE DEVELOPMENT
AND RESPECT FOR DIVERSITY
GRI 103-2, 103-3 | 401, GRI 103-2, 103-31405
FINANCIAL
PERFORMANCE
GRI AND SASB
SUMMARY
INTEGRATED REPORT / JSL 2021
ASSURANCE
REPORT
In order to boost the professional development
of its team, in 2021 JSL revised its management
model and its People Cycle program - which,
through annual assessments, identifies the
performance of employees. The initiative
counts with a group and the construction of
development paths, which makes it possible to
detect the need for training and qualification
plans and seek concrete data to promote
growth opportunities within the company, for
the development of future leaders. GRI 404-2
JSL has approximately 3,000 partner
establishments, including educational
institutions (formal education, universities,
language and computer schools, and
professional training courses), which are
available to employees at more affordable prices.
PROFESSIONAL
GROWTH
AND INCLUSION MAKE THE DIFFERENCE
Specific training and professional development
programs are also maintained, such as:
MARVEL: allowance for courses,
graduations and specializations. In 2021,
it developed an internal training and
development platform for all employees
(corporate university). The highlight
was the Marvelpro project, an internal
platform with several courses and specific
tracks for different areas of activity.
The Manager Development Program
(PDG) and the Analyst Development
Program (PDA) are also maintained.
•TPC: PAT - Annual Training Plan ensures
development and/or reinforcement in all
topics necessary for teams. There are
programs established for that: VLE -
Virtual Learning Environment (easy access
platform, with several training topics for all
employees); Knowledge Pills, subjects of
high relevance to the day to day are worked
•
on a monthly basis by invited managers; TPC
Leaders Academy, learning path for leaders.
TRANSMORENO: POI (Internal Opportunity
Program) enables the employee to
progress in his/her career, offering the
development of the necessary skills.
• CORPORATE UNIVERSITY: JSL launched its
new corporate university in the first quarter
of 2022. JSL University was created with the
purpose of linking learning programs and
the development cycle of employees. The
syllabus is divided into six development pillars:
Safety, Technical-Operational, Behavioral (soft
skills), Technology, Method and Leadership,
based on the principle that our people and
culture are the basis of this structure.
Another JSL commitment is to diversity.
With the objective of promoting a more
inclusive and diverse work environment,
the Diversity Respect Program focused its
efforts, in 2021, on the female audience,
in line with the company's adherence to
Mulher 360, a business movement for
the economic development of women.
The Women in Management program involved
12 professionals, with at least six months of
experience as Category E drivers, who were
hired as trainees for between 45 and 90 days,
with the possibility of permanent placement.
Additionally, a specialized consultancy carried
out training on unconscious biases with
the Executive Board, truck drivers, sponsor
truck drivers, trainees and managers of
the branches that received these drivers.
Committed to Sustainability, the Company
monitors and is challenged to promote
the performance of women, blacks and
professionals over the age of 55 in different
titles and operations, including leadership
positions, and reinforce efforts aimed at young
apprentices and people with disabilities.
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