We currently have over 5,800 direct employees, of which around 3,600 are in Brazil, more than 2,100 in Peru and nearly 30 professionals located in other countries. Furthermore, we rely on the support of 7,660 service providers on a permanent basis.
We develop technical, behavioral and management skills in our employees.
Access to knowledge at Nexa has the following strategic objectives:
To strengthen our commitment to education and development in our company and achieve the goals and objectives of our ESG Strategy, we have several initiatives underway in Brazil and Peru, on the following topics:
Cultivating leadership: program that stresses cultural transformation and trains executives to face the most diverse scenarios of team management. As development is one of the priorities for the coming years, we intend to implement an integrated and global leadership development program.
Job experience: project that allows corporate and unit professionals to work for six months in another area to acquire new experiences and opportunities.
Young Apprentice: professional and free courses in the areas of mining operations and mineral processing in the cities of Paracatu and Vazante (state of Minas Gerais, in partnership with the local National Service of Industrial Training (SENAI).
In addition to complying with regulations, we are concerned with developing a mentality of mutual care and knowledge of the real risks and mitigations in operations. To provide this learning experience, we use several methodologies for normative online, in person and pratical training
We implement training and capacity building programs annually related to culture, plurality and human rights.
We aspire to manage global and local talent communities, with experts and partners across multiple networks of knowledge and practice. We want to establish a learning culture (Nexa Way to Leaning) and redesign the corporate education system and policies that provide lifelong learning experiences for individuals and communities.
| Total Employees who have been Informed about Anti-Corruption Policies | ||||
| 2019 | 2020 | 2021 | ||
|
BRAZIL
|
Director/President | 8 | 7 | 7 |
| Manager | 107 | 107 | 121 | |
| Coordinator/Consultant | 445 | 424 | 476 | |
| Technician/Analyst/Supervisor | 597 | 639 | 776 | |
| Operational | 688 | — | — | |
| Intern | — | 105 | 126 | |
| Apprentice | — | — | — | |
| Total | 1.845 | 1.282 | 1.506 | |
|
PERU
|
Director/President | 2 | 2 | 2 |
| Manager | 42 | 40 | 42 | |
| Coordinator/Consultant | 190 | 167 | 200 | |
| Technician/Analyst/Supervisor | 572 | 520 | 563 | |
| Operational | 490 | — | — | |
| Intern | — | 78 | 105 | |
| Apprentice | — | — | — | |
| Total | 1.296 | 807 | 912 | |
| Average Training Hours per Year, per Employee | ||||
| Categoria funcional | Gênero | 2019 | 2020 | 2021 |
| Director/President | Female | 3 | – | – |
| Male | 1 | – | 11 | |
| Manager | Female | 14 | 10 | 24 |
| Male | 13 | 6 | 25 | |
| Coordinator/Consultant | Female | 5 | 6 | 31 |
| Male | 8 | 7 | 44 | |
| Technician/Analyst/Supervisor | Female | 23 | 19 | 18 |
| Male | 27 | 28 | 31 | |
| Operational | Female | 33 | 16 | 27 |
| Male | 30 | 18 | 29 | |
| Intern | Female | 15 | 6 | 13 |
| Male | 14 | 5 | 15 | |
| Apprentice | Female | 4 | 4 | – |
| Male | 7 | 3 | – | |
| Total | Female | 20 | 13 | 20 |
| Male | 26 | 18 | 30 | |
| Percentage of employees receiving regular performance and career development reviews (*) | |
| Performance Evaluation | 2021 |
| Male | 27% |
| Female | 73% |
| Generation Y | 45% |
| Leadership positions | 13% |
| Total | 1504 |
(*) Data has not been reported for 2019 and 2020.
| Employee Training on Human Rights Policies or Procedures | |||
| 2019 | 2020 | 2021 | |
| Number of employees who received training on the theme |
1.186 | 1.771 | 1.915 |
| Number of employees who received training on the theme |
20% | 32% | 32% |
| Workload dedicated to human rights training | 3.596 | 2.781 | 2.058 |
| Units | Average Training Hour | |
| 2020 | 2021 | |
| Cajamarquilla | N/A | 29,43 |
| Juiz de Fora | N/A | 24,01 |
| Três Marias | N/A | 31,00 |
| Aripuanã | N/A | 48,84 |
| Atacocha/El Porvenir | N/A | 17,07 |
| Cerro Lindo | N/A | 7,31 |
| Morro Agudo | N/A | 27,32 |
| Vazante | N/A | 30,73 |
Amounts reported by employees
N/A: Dados não reportados para o período
In addition to complying with regulations, we are concerned with developing a mentality of mutual care and knowledge of the real risks and mitigations within the context of our operations. To provide this learning experience, we use several methodologies for normative training: based on the 6Ds, we use online, face-to-face, hands-on training, Lego Serius Play, VR and VA methodology. In addition to the normative trainings, there are also the communication, participation and consultation programmes, among them:
If you would like to learn more about our occupational health and safety management system, please visit Health, Safety and Well-being.
In 2017, we also signed a commitment to the global agenda consisting of 17 goals and 169 targets to be achieved by 2030.
Read more about Nexa in the links below
