Decent work and
human rights
in value chain
People management
103-2
|
103-3: Employment
Pension
plan reinforced the
benefit package
At the end of 2017, MRV had 14,273 employees and 8,048 outsourced personnel. By virtue of operating in an industry whose activities are predominantly performed by male employees, 74.8% of the personnel was male. However, in the last eight years, until 2017, women’s participation in worksites and administrative sectors has increased 168.3%, from 1,285 employees in 2009 to 3,448, including apprentices and trainees. 102-8
Employees by functional category and gender 405-1
|
Employees by professional category and age group 405-1 |
|||
|
Category |
Age |
Total |
Percentage |
|
Senior Management |
Less than 30 years of age |
0 |
0 |
|
Between 31 and 50 years of age |
28 |
64 |
|
|
Over 51 years of age |
16 |
36 |
|
|
Management |
Less than 30 years of age |
8 |
5 |
|
Between 31 and 50 years of age |
150 |
85 |
|
|
Over 51 years of age |
17 |
10 |
|
|
Leadership (coordinator, engineer, shop manager) |
Less than 30 years of age |
123 |
17 |
|
Between 31 and 50 years of age |
590 |
81 |
|
|
Over 51 years of age |
14 |
2 |
|
|
Professionals (analyst, lawyer, engineer) |
Less than 30 years of age |
690 |
51 |
|
Between 31 and 50 years of age |
646 |
48 |
|
|
Over 51 years of age |
15 |
1 |
|
|
Operational (administrative) |
Less than 30 years of age |
1,110 |
50 |
|
Between 31 and 50 years of age |
1,026 |
45 |
|
|
Over 51 years of age |
105 |
5 |
|
|
Operational (construction works) |
Less than 30 years of age |
2,660 |
30 |
|
Between 31 and 50 years of age |
4,594 |
53 |
|
|
Over 51 years of age |
1,505 |
17 |
|
|
Apprentices and trainees |
Less than 30 years of age |
955 |
98 |
|
Between 31 and 50 years of age |
21 |
2 |
|
|
Over 51 years of age |
0 |
0 |
|
|
Total |
|
14,273 |
x |
All are governed by a compensation policy based on the Hay Group methodology, which aligns the positions and their respective duties to earnings, and enjoy a package of benefits that include health insurance, profit sharing, among others. 102-35 | 102-36 | 401-2
In 2017, the package was reinforced with the launch of the MRV Prev private pension plan, intended for all employees in two groups: 1 – with salary equal to or higher than a Reference Unit (RU, which was equivalent to R$5,531.31); and 2 – with salary lower than one RU. The monthly Participant Contribution of Group 1 varies from 1% to 4% of the salary. MRV matches the Participant Contribution by making a Company Contribution in accordance with the position held, plus an accelerator percentage based on time of service. 201-3
Another action created in the year was the program for valuing time of service, which honored 42 professionals with more than 20 years at MRV with announcements, gifts and an event of recognition.
In order to attract and retain talent, the company maintains internship programs, which at the end of the period had more than 500 participants in the performance of works; and Trainee Program, reformulated to include behavioral aspects related to innovation, entrepreneurship, leadership, among others. 13 Trainees participated in the program, working in the areas of Information Technology, Real Estate Development, Commercial, Supplies and Controllership.
All employees have access to the e-mail address of the Communications area (comunicacaointerna@mrv.com.br) to send suggestions or doubts and also have the Confidential Channel to send complaints of misconduct.
Development and training 103-2 | 103-3: Training and education
In order to maintain the qualification of its professionals, MRV invests in various initiatives, such as the Leaders Academy, a leadership development program that, in 2017, in its second class, involved 31 people of different management levels in approaches related to looking at the future and innovation and leadership, in addition to organizational and financial matters.
Another action implemented was the People Management Cycle for the coordination level, for management decision-making, such as promotions, movements and merits. The initiative included three stages: self-assessment of participants in accordance with the established competencies, together with the line manager; discussions between the evaluators’ peers, to align perceptions of the assessed; and analysis of results in the scope of the Career Committee. The entire process, which involved 367 people, supports the preparation of Individual Development Plans (IDP) and contributes to decision-making on internal movements with lower costs and risks.
In order to face the challenge of managing a team distributed across more than 150 cities in Brazil, the company also adopted a new remote development tool. It identified one of the three most renowned global talent management platforms and has already implemented, in the year, two modules: development, and recruitment and selection. The new platform also made it possible to make available content that was until then concentrated in specific areas.
Dedicated specifically to the sales force and to the result of partnership of the Commercial and Human Development areas, the MRV Acelera program was also conducted in the year, which replaced the Management Training Program. The objective was to explain in detail the management process, tools and the sales approach in order to enhance the team’s competencies, which are fundamental for the success of business. Focused on the entire sales force, from Senior Management to Management, the initiative included six meetings and reached approximately 500 employees and over 3,000 self-employed real estate agents.
Average number of training hours per year per employee 404-1
In order to stimulate innovation, the company also has the Ideas Marathon, an internal competition in which employees sign up and submit their suggestions for improvements of efficiency, cost reduction and other contributions to business. The ideas undergo evaluation phases and the five best are adopted; their authors are awarded financial prizes from R$10 thousand to R$50 thousand. There are also awards by categories, such as Best Customer Experience and Best Cost Reduction Project.
A similar initiative occurs in construction works, with focus on efficiency. It is called On the Way to the Top (Rumo ao Topo), which recognizes the works delivered at lowest cost and shortest term. The regional manager and the coordinator are awarded with one car each, and the control team of the three works that stood out the most receive financial prizes. At the operational level, there is the Works Supervisor contest, which evaluates efficiency criteria and awards the professionals at construction works that have the best results.
Another program developed by the company, which has already been recognized by the Federation of Industries of the State of São Paulo (Fiesp) in the Socio-environmental Responsibility category, is Grade 10 School (Escola Nota 10), implemented since 2011, which seeks to reduce illiteracy and promote the qualification of workers in worksites. The initiative is part of the managers’ targets, who should have at least one school under their management in the year. In 2017, MRV reached a record in the number of schools: 23 active, with 60 classes and 921 students served. Since the start of the program, there have been more than 170 schools installed in 80 cities of the country and 3,000 people benefitted. With total investment of more than R$3 million, Grade 10 School has already contributed to a 25% reduction of turnover in construction sites.
Safety, health and well-being 103-2 | 103-3: Occupational health and safety
MRV maintains a robust safety management team, composed of 638 employees of the Quality, Occupational Safety, Occupational Medicine, Corporate HSE, Environment, Sustainability and Employee Support Departments.
Investment in safety training (R$)
1,777
1,123
1,428
|
|
2015 |
2016 |
2017 |
|
|
Regional |
Gender |
Lost time (days) |
||
|
Northeast |
Female |
1 |
3 |
- |
|
|
Male |
8 |
8 |
30 |
|
Southeast |
Female |
11 |
3 |
9 |
|
|
Male |
95 |
72 |
88 |
|
South |
Male |
39 |
- |
8 |
|
Midwest |
Female |
- |
- |
3 |
|
|
Male |
9 |
2 |
7 |
|
Grand total |
|
163 |
88 |
145 |
In 2017, the company invested R$1,428 million – 27% increase from the previous year – in training focused on safety, which involved 100% of its employees. It also promoted talks and campaigns on healthy nutrition, climate change, awareness about breast and prostate cancer, heart diseases, SDGs, diversity, ergonomics, World Water Day, among others.
Health, Safety and Environment Dialogues (DSSMA) and other activities were held to intensify the subject, such as the Safety Championship, which awards the three works with exemplary performance in compliance with Regulatory Standards. Evaluations are conducted on a monthly basis, by internal audits, and works that have less than 85% score are subjected to immediate action plans to remedy non-conformities.
The Internal Weeks for Prevention of Work Accidents (Sipat), in turn, are held regionally by the Internal Committees for Accident Prevention (Cipa).
All these initiatives have contributed to increase quality and efficiency. According to an internal measurement, known as Quality Lighthouse (Farol da Qualidade), the conformity percentage was increased from 98% in 2016 to 99% in 2017. According to the Lighthouse of the MRV + Green Seal, the conformity increase with respect to efficiency was 9 percentage points in the same comparison: from 88% to 97%.
The number of accidents remained stable in relation to the previous period, with an Accident-Free Production Index of 99.3%. The percentage is positive and considers a greater number of employees involved in the new construction process (“concrete wall”) which has resulted in changes of routines and procedures so far not monitored. There were no deaths in the year.
Another advance of the company was the reduction, by 36%, of the average of professionals lodged in its worksites, which contributes to minimization of operating risks and to the development of the localities where MRV is present, by means of the generation of employment and income. In 2016, of the total workforce in worksites, 23% was lodged in worksites; in 2017 this percentage fell to 10.78% because of the intensification of hiring of local labor.
The commitment to direct hiring was signed by MRV between 2013 and 2014 by means of the Conduct Adjustment Instrument (TAC) with the Public Prosecution Service and, since then, the measure has been adopted and has resulted in increased productivity and cost reduction.
|
Period |
Lodged (average) |
Total work force (average) |
Percentage of work force lodged |
|
2016 |
3,431 |
16,820 |
20 |
|
2017 |
2,184 |
15,671 |
14 |
|
Percentage |
(36) |
(7) |
(32) |
Two other initiatives favor the health and well-being of workers. One of them is the Active Life (Vida Ativa) program, coordinated by the Communication area, which, in addition to encouraging physical activities, combines actions such as Health Week, held in the year in Belo Horizonte (MG), Curitiba (PR), São Paulo (SP), Campinas (SP) and Rio de Janeiro (RJ), which included quick massage, weighing in the bioimpedance scale, informative lectures, blood pressure and glucose measurement, among others. The project also raises awareness as it discloses news stories on the intranet and news on Corporate TV, as well as e-mail marketing on issues such as stress, ergonomics and sleep quality. The My Doctor (Meu Doutor) program is a channel with the company Teg Saúde – formed by doctors, nurses, physiotherapists and other professionals in the area – by means of which medical doubts can be clarified. Doubts may be sent to the email address meudoutor@tegsaude.com.br.
Perspectives
Already structured, the program Our MRV Closer (Nosso MRV Mais Perto) will start in 2018, which aims at promoting greater approximation of administrative teams with the company’s business. The idea is to bring employees to the construction worksites, so that they follow the evolution and the construction method used, and to sales units, where they can get to know the decorated apartments and become familiar with commercial approaches. The initiative is expected to evolve into an induction program, in which newly-hired employees connect with activities that are the company’s core purpose.
The recognition program will also be expanded to honor and offer gifts to employees who have one year or more of time of service. As for its recognition as one of the best companies to work in, MRV has been surveying the best management practices at state (Minas Gerais) and national levels.
Another action already designed to start in 2018 is the Purpose Project (Projeto Propósito), for intensification of employees’ engagement to align practices with the company’s purposes and the reflection on the legacy that the team wishes to leave for society.
Another stage of the Leadership Development Program is also projected, in which 170 professionals will be prepared to face the challenges of transforming MRV in the best, and not just largest, construction company in Latin America.
MRV Institute
MRV’s social arm, and maintained by MRV by annual allocation of 1% of its net profit, the MRV Institute completed three years of operation in 2017 with a series of achievements. Focused on the area of education, it benefits especially children and adolescents from various regions of the country. Its operations contributed to leading MRV to be recognized by the Abrinq Foundation, as a Friend of Children Company for committing to: not using child labor and not allowing such practice in its production chain; promoting professional training and access to protected employment for adolescents; and conducting social actions for the benefit of children and adolescents.
MRV Volunteers
In the scope of MRV Volunteers, the entity’s first program, which brings together company professionals in the development of social actions, 2017 ended with 1,909 employees registered in the online tool dedicated to managing the initiative. They can freely use four monthly working hours to participate in the initiatives of the MRV Institute. The operation, with an educational focus, in accordance with the purpose of the Institute, has gradually outgrown the nature of an assistance program to consolidate as transformative, capable of leaving an important legacy for teachers, students and volunteers themselves.
One of the actions is Avante, whose purpose is to awaken the entrepreneurial spirit of young people, still at school, stimulating personal development and providing them with a clear view of the business world, in order to facilitate access to the labor market. Avante was promoted in the year in Belo Horizonte (MG) and Curitiba (PR), with participation of 43 volunteers, which impacted 429 public schools students with the subjects: Our planet, Our home; Our Community; Introduction to the business world; The advantages of staying in school; among others.
The MRV Volunteer Day included the installation of libraries at Espaço Criança Esperança, in Belo Horizonte, which was attended by 49 volunteers and benefitted 5,300 children. There were also three editions of Living Library (Biblioteca Viva), also at Espaço Criança Esperança, in which 39 volunteers were trained to conduct playful workshops on the universe of libraries, which involved 130 participants.
In another initiative, called Knowledge to Care (Conhecer para Cuidar), which aims at raising the population’s interest in memory and care with historical and cultural heritage, 70 volunteers were involved in the construction of models of iconic buildings of the national architecture in paper miniatures, used in workshops offered to 163 children of the projects Espaço Criança Esperança, Obras Sociais Pavonianas and Querubins, in the capital of Minas Gerais.
Participants of MRV Volunteers also conducted, in the year, commemorative activities, history telling, book reading, children’s godfather/godmother initiative, among others, in the scope of Children’s Day, Do Good Day and Solidary Christmas, promoted in 20 cities of 12 states.
|
Project |
City |
Objective |
|
|
Opportunity to Shine (Oportunidade para Brilhar) |
Nova Contagem (MG) |
Contribute to the protection of rights of children and adolescents exposed to social vulnerability by means of sports activities performed outside school hours. |
|
|
Gaia+Education |
Piracicaba (SP) |
Working with supplementary education in order to enable students to achieve their maximum potential by means of education and sport. |
|
|
Swim to Develop (Nadar para Desenvolver) |
Rio de Janeiro (RJ) |
Promote rehabilitation and social and educational inclusion of children and adolescents with disabilities by means of aquatic activities. |
|
|
Living Nature Solidary Network (Rede Solidária Natureza Viva) |
Governador Valadares (MG) |
Work with environmental education in schools and propose the organization of a solidarity network to support the Association of Collectors of Recyclable Materials Natureza Viva, with a view to the expansion and improvement of selective waste collection in the city. |
|
|
Number of people directly impacted |
17,372 |
||
Education for Transformation
Another front of the MRV Institute is the Education for Transformation (Educar para Transformar) program, an annual public call for transformative projects, presented by non-profit entities and by individuals over 18 years of age, of which four are selected, funded, capacitated, and put into practice.
In 2017, the second public call had 845 proposals entered, which were assessed by an internal commission of 31 volunteers and then submitted to popular vote on the MRV Institute’s website. The winners (see below) received R$70,000 each, in addition to monitoring and guidance related to management, sustainability and innovation, in the course of six months.
Earth’s Heart (Coração da Terra)
Another project developed by the MRV Institute is Earth’s Heart, which aims at training young people to develop manufacturing by means of natural sources from obtaining raw material to the execution of the final product. Thus, it allows significant change in quality of life and self-esteem of those involved.
The initiative was taken, in 2017, to the Miguilim Program, which for over 20 years has been a reference in assistance to children and adolescents in street situations, in Belo Horizonte (MG), involved in resocialization actions that contribute to their return to the family environment. Nine workshops with related subjects were held – mini garden, terrarium, ecological soap, composting, organic orchard, earth paint, bioconstruction and ceramics – and, at the end, an exhibition was held with all the work of the 140 young participants.
The MRV Institute also operates by means of partnerships with other institutions, support, sponsorship and donations – always with its own resources. See below the main actions on these fronts:
|
PARTNERSHIPS |
||
|
Project/action |
Partner |
Description |
|
Educa Esporte |
Basketball Federation of Minas Gerais |
Serves the Querubins Project and benefits 160 children and adolescents from Vila Acaba Mundo and 86 of the Espaço Criança Esperança, in Belo Horizonte, with actions that combine education and sport. |
|
Science and art workshops |
Catalyzer Institute (Instituto Catalisador) |
Conducted with state schools Silvio Xavier Antunes and Carlos Frederico Werneck Lacerda, in Pirituba, they impact 2,000 students. |
|
Reuse action |
Shredding |
Transformation of uniforms used by MRV employees in school backpacks, which will be distributed in the Pirituba region in 2018. |
|
Órbi Conecta |
Banco Inter and Localiza |
A collaborative space promoting innovation and entrepreneurship, in Belo Horizonte. |
|
Reconstruction Project (Projeto Reconstruir) |
Seconci and Cyrela Institute |
Workshops on entrepreneurship, financial education and business plan to professionals who were made redundant from the construction industry, which impacted 225 people in Rio de Janeiro. |
|
Fostering artistic production |
Inimá de Paula Foundation |
It seeks to insert Belo Horizonte in the national scene of major exhibitions and to enable educational visits for thousands of children. |
|
Solidary Day |
State of Minas Gerais |
Serving institutions that work with children with a view to providing better quality of life and better teaching and learning conditions. |
|
Support |
Minas for Peace Institute |
Maintenance of the Complaint Call Center service and execution of the Minas for Peace Football, of sports activity for adolescents outside school hours. |
|
Knowledge to Care |
Asas Produções |
Made it possible for more than 9,000 young people and adults to develop an interest in knowing and caring for the Cultural Heritage of Humanity in Belo Horizonte and Pirituba. |
|
Support |
Adopt Institute |
Lease of space for service of the support center for adoption and educational activities. |
|
Support |
Liberta Institute |
Support for dissemination, in social networks, of actions to combat sexual exploitation of children and adolescents. |
|
Human development |
Oscip Mestres de Obrass |
Implementation of art workshops in worksites, with work done with waste in São Paulo. |
|
PATRONAGE |
||
|
Project/action |
Beneficiaries |
Description |
|
Improvement Actions |
Leonardo Fernandes Franco Childcare Center |
Renovation and expansion of the institution, which serves 200 children. |
|
Pirituba Affective Adoption |
Department of Education of the State of São Paulo |
Renovation of State School Prof. Silvio Xavier Antunes, in Pirituba, benefitting 650 students. |
|
Querubins Association |
Servas |
Consulting work focused on sustainable management and support in educational demands of the institution. |
|
Renovation of facilities |
Baleia Hospital |
Replacement of the roof of the Maria Ambrosina unit, where the administrative headquarters, hemodialysis and dermatology of the health institution are located, which benefit approximately 600 people. |
|
SPONSORSHIP |
||
|
Beneficiaries |
Description |
|
|
Friends of Baleia |
Fund-raiser dinner for improvement of the conditions of service to people admitted to the hospital. |
|
|
Endeavor |
Maintenance of the entity, with the objective of multiplying the number of high performance entrepreneurs and creating a better business environment for Brazil. |
|
|
Brazil Foundation |
Dinner to bring together donors and partners to support institutions and projects that benefit the |
|
|
Santa Casa de Belo Horizonte |
Fund-raiser dinner for improvement of the conditions of service to people admitted. |
|
|
Ethos Institute |
Holding the organization's conference in São Paulo. |
|
|
DONATIONS |
||
|
Beneficiaries |
|
Place |
|
Cidade dos Meninos São Vicente de Paulo |
Belo Horizonte (MG) |
|
|
Recanto do Menor Child Care Center |
Belo Horizonte (MG) |
|
|
Pirituba Sports Center |
São Paulo (SP) |
|
|
Tiradentes Cooperative |
Tiradentes (MG) |
|
Benefits that are also internal
The MRV Institute also conducts two programs dedicated to the company's internal public. One of them is Right to Know (Direito de Saber), which offers legal guidance to professionals of the administrative office and worksites. Nine actions were carried out in 2017 with the participation of 18 volunteer lawyers, which benefitted 114 employees. The other one is called You son, Our future (Seu filho, Nosso futuro) which offers school material kits to the children of employees aged 6-14 years; in the year, it impacted more than 3,300 children and adolescents. Furthermore, the organization encourages professionals to adopt Solidary Lift (Carona Solidária), which was done, in 2017, by 82 people who, by offering lifts to colleagues, contributed to reducing the impacts of climate change.