Capitals – Human

Profile of employees

Employees by region

Employees by contract type

Employees by job type

Employees by work force

Employees by gender and job level

Employees by age and job level (%)

Diversity on the staff of employees, by job level (%)

Talent attraction

Initiatives to attract talent are developed based on strategic planning, aimed at establishing teams according to the timeline for growth. Aegea prioritizes local hiring around its operations, of people who are already familiar with the region’s cultural habits – over 80% of the work force at concessionaires is local. The Company also recruits internally to promote career mobility for those that want a job promotion or to transfer to a different area.

People from 14 to 24 years old have the opportunity to join the company through the Young Apprentice program, a federal government project for placement in the job market. There is a Trainee Program for recent college graduates, which has selected and trained professionals for leadership positions since 2014. The two-year program is set up by Aegea Academy (see below), during which time participants are overseen by managers, learning about the operations and receiving periodic performance assessments, in addition to theoretical supplements with classes on planning, management tools and leadership skills, among other things. In 2016, the Company hired 18 program graduates and recruited the third class, the selection process for which received 9,000 registrations for the 20 available spots.

Development and training

At Aegea, investments in training are aimed at enhancing the Company’s intelligence in its sectors of action and at providing opportunities for employee growth. In this sense, Aegea Academy was created in 2014 in an effort to consolidate competencies and spread institutional principles.

Through this structure, behavioral training and classroom and online courses are developed for continuing professional education and leadership. Students receive Academy diplomas and, at the undergraduate and graduate levels, certificates are issued by institutions recognized by the Ministry of Education (MEC).

In 2016, the Academy reached the target of educating 400 people. Notable among advances is the creation of Development Schools for an in-depth approach to needs found through internal diagnostics. Each subject is therefore dealt with specifically with the professionals and representatives of the respective areas, a division that facilitates the updating of matters in the event that laws or internal processes are changed.

Over the coming years, some online courses will be extended to employees’ family members. The size of the Academy is expected to triple by 2018 in relation to 2014.

Aegea Academy Development Schools

• Culture School | Focus on spreading institutional principles.
  Orients corporate communications and investor relations.
• Administrative School | Aimed at enhancing administrative procedures according to corporate policies.
  Trains the procurement, legal services and other areas connected to administration.
• Operations School | Centered on operational efficiency with a focus on user satisfaction, lowering energy consumption, reducing losses, pollution prevention and environmental protection.
• Leadership School | Seeks to unify personnel management processes.

Total hours of training by employee, broken down by gender and job category G4-LA9

Average hours of training by employee, broken down by gender and job category G4-LA9

Compensation and benefits

Workers receive a fixed salary and a benefits package that includes meal vouchers, grocery vouchers, transport vouchers, a basic staples basket and childcare assistance, in addition to health and dental care, which are also extended to direct dependents. Compensation is in line with other companies in the industry and follows the guidelines established by the Jobs and Salaries Policy, established at the Company in 2015.

Equal remuneration for women and men in 2016 G4-LA13

Health and safety

The safety standards to which Aegea adheres show respect for company employees, third-party employees and their families and are aimed at work moving forward in compliance with the law and meeting agreed upon deadlines. During the year, the rate of reportable accidents was 2.73 (frequency rate), slightly under the rate for 2015: 2.92.

In compliance with labor laws, all concessions have Internal Committees for Accident Prevention (Comissões Internas de Prevenção de Acidentes – Cipas) and a team of professionals specialized in Occupational Safety and Medicine. These professionals carry out inspections and training, while also monitoring Company activities in an effort to reach the target of Zero Accidents.

In 2016, considering the timeline of growth, the Environmental, Health and Safety (EHS) Department was established to enhance safety and environmental practices. Also during the year, restructuring began on management of these aspects. To this end, planning was created for actions set to take place within the next few years. In addition to caring for employees, the new department will revise the Company’s social investment (see “Community development”).