People
The Company believes that the future of labor relations lies with people. That is why, in 2022, we launched the manifesto (Our People, Our Direction), supported by six pillars: Inspiring, Evolving, Valuing, Supporting, Celebrating & Caring, which translate what people represent to Norte Energia.
The program is based on the GNH (Gross National Happiness), a UN indicator that calculates the well-being of people in general, and on Positive Psychology, which defends the development of virtues to promote the health and well-being of individuals and corporations.
Diversity and inclusion
We believe in diversity and inclusion as essential values in building an equitable and productive work environment. For this reason, we plan to expand initiatives to ensure diversity in our workforce. When we assess gender equality, we notice an evolution in relation to previous years, with an increase in the representation of the female workforce from 27.6% in 2021 to 30% in 2022. This scenario is reinforced by the lower number of women leaving, with a 52% reduction when compared to the previous year.
Professional Training
We believe that investing in employees adds value to the business and society. Therefore, we are dedicated to providing development and training opportunities to our professionals. Since 2014, we have continuously carried out training aimed at employees and third parties. Still aiming at properly directing our investments in human and financial resources, we have structured the Training and Development Program (T&D) into the following categories: Mandatory Training/Procedures/Technicians, Integration and Development.
Along these lines, the Belo Monte Oportunidades Program stands out, which was created in 2022 and offers professional training courses for residents in the Belo Monte Complex region, in partnership with an accredited teaching institution. In total, there were 285 applicants for 26 vacancies. Based on the demand and quality of candidates, we were able to expand the number to 27 vacancies. Norte Energia sought to increase the participation of women in the project, which generated a positive result: nine women were selected, which corresponds to around 35% of the vacancies, in a sector and a role historically and mostly male. The learning path for this project was divided into theory - 500 hours of training by the National Industrial Learning Service (SENAI) - and practical - 400 hours at the plant. The two moments count on evaluations and systematic follow-up of the trainees.
Health and safety
In order to preserve the health and physical integrity of workers, Norte Energia requires all its employees (direct employees) and third parties to comply with the legislation and all standards related to OHS. Thus, processes and risks present in work environments are duly identified, while employees, service providers, suppliers and visitors to the enterprise are instructed on prevention and control measures.
In this regard, Norte Energia has been adopting the best practices for safety campaigns, risk management, OHS culture transformation program and health programs and for the development of indicators for monitoring and decision-making.