ESG Indicators – 2022

In line with the topics identified in the materiality process, Cogna reports every quarter its most relevant ESG indicators1. Information about previous years can be found in our Annual Sustainability Reports.

Highlights – Quarters of 2022

Highlights of the 1st Quarter of 2022

Featured image that illustrates the indicator sectionsIn this first quarter, the action plans to achieve the goals listed in the “Cogna Commitments for a Better World” are already underway and under constant evaluation, following internal methodologies based on the agile concept, with the definition of OKR’s and SMART goals. Check out the main ESG highlights for the 1st quarter of 2022 below:

  • Launch of Cogna Sustainability Report. The publication, which covers the period from January 1st to December 31st, 2021, adopts, for the seventh consecutive time, the Global Reporting Initiative (GRI) Standards. The report also uses the Sustainability Accounting Standards Board (SASB) guidelines for education sector indicators. Seeking alignment with best practices, we also adopted guidelines from IBC Stakeholder, Capitalism Metrics (Metrics for Stakeholder Capitalism in free translation) and the World Economic Forum (WEF). The financial statements follow the International Financial Reporting Standards (IFRS):
    • 136 GRI and SASB indicators reported in the 2021 Sustainability Report, an increase of 11 indicators compared to the previous year.
  • Launch of Webseries ESG, dedicated to telling the Company’s journey in defining Cogna’s Commitments for a Better World, available in the news section of the ESG;
  • Beginning of the process of mapping and monitoring the Greenhouse Gas (GHG) Inventory;
  • Adherence to the Business Pact for Integrity and Against Corruption;
  • Publication of the revised and updated Code of Conduct with the best ESG practices, in consideration of Human Rights and integrity practices and combating corruption;
  • Launch of the Telemedicine Booth in corporate offices, to benefit the health and well-being of our employees, we provide free access to healthcare professionals in different specialties through virtual consultations;
  • Launch of PRIDE – Cogna’s Internal Highlights Program, which aims to recognize the Company’s talents who are references on topics relevant to our culture;
  • Launch of the Mindfulness Program, in attention to the mental health of our employees, we provide weekly schedules with meditation, yoga and conscious breathing practices sessions;
  • Launch of the Impact Tips Program, conversation circles held in the format of lives to discuss socio-environmental themes, highlighting projects carried out institutionally in alignment with ESG Webseries, dedicated to telling the Company’s trajectory in defining Cogna Commitments for a Better World, available in the news section of the 17 Sustainable Development Goals;
  • Literacy in diversity and gender and launch of 5 episodes dedicated to ESG on Cogna Talk Podcast:
    • #45 Trans visibility: a conversation about struggles and opportunities;
    • #46 A woman’s place is wherever she wants – including in Science;
    • #48 Women in technology;
    • #49 Structural machismo and toxic masculinity;
    • #51 ESG at Cogna: operational results and social impact.
  • Inclusion of the social name in more than 90% of the Company’s internal systems and mapping of 80% of employees in the self-declaration of race.
Supported Organizations and Movements
Global Compact Since 2010
Ethos Institute Since 2021
LGBTI+ Company Forum Since 2021
WEPs – Women’s Empowerment Principles - UN Women Since 2021
Citizen Company Since 2021
Clean Company - Business Pact for Integrity and Against Corruption Since 2022
Seals and Certifications
FSC – Forest Stewardship Council Since 2006
WOB – Women on Board Since 2021
WEPs – Women’s Empowerment Principles - UN Women Since 2021
Justice Friendly Company Since 2021
Clean Company - Business Pact for Integrity and Against Corruption Since 2022
Great Place to Work Since 2022
Racial Equality Seal – São Paulo City Hall Since 2022
Carbon Disclosure Project Since 2022
S&P Global ESG Score – Sustainability Yearbook Member 2023
Recognition as an Industry Mover
Since 2022
ESG Indices
TEVA – Women in Leadership

Learn more about our sustainability recognitions. Click here.


Environmental

SDG GRI Water capture2 Unit. 1Q2022 2Q2022 3Q2022 4Q2022
Image of SDG 6 Icon - Clean Water and Sanitation
303-3 Groundwater 55,327 63,382 53,826 63,633
Municipal supply 58,535 70,265 75,079 76,582
Total 113,862 133,647 128,906 140,215

Highlights and Notes:

4Q202216

  • The increase in consumption in the 4th quarter is equivalent to the usual consumption during the school period;
  • In terms of education and awareness, we continued the process of communicating with our employees, sending out notices encouraging water and electricity savings.

3Q2022

  • The reduction in water consumption in the third quarter is due to the vacation period in our teaching units;
  • In the education and awareness axis, we continued the communication process with our employees, sending communications encouraging water and electricity savings.

2Q2022

  • There was no significant increase in water consumption during the quarter;
  • In terms of education and awareness, we continued the process of communicating to our employees, sending communications encouraging water and electricity savings.

1Q2022

  • Implementation of the Project of QR Code to improve the recording of the reading of hydrometers, with this, the monitoring of leaks will be faster;
  • Implementation of sending of emails/announcements and bulk alerts to all system users with about water saving and electrical energy content. These actions include information of awareness for the theme of sustainability.

ODS GRI Energy consumption Units 1Q2022 2Q2022 3Q2022 4Q2022
Image of the SDG 12 Icon - Responsible Consumption and Production

Icon Image SDG 13 - Action Against Global Climate Change
302-1 Total energy consumed GJ 38,388 41,473 36,739 41,305
Percentage of energy from renewable sources3 % 87% 85% 86% 87%

Highlights and Notes:

4Q202216

  • The increase in consumption in the 4th quarter is equivalent to the usual consumption during the school period;
  • At the end of 2021, Kroton signed a contract to install solar panels at the units in Jaú (SP) and Eunápolis (SP), as a pilot project. Since the installation period there has been generation of energy equivalent to more than 71.77 thousand KWh – this value is considered in the total percentage coming from renewable sources.

3Q2022

  • The reduction in energy consumption during the quarter is due to the vacation period in our teaching units;
  • At the end of 2021, Kroton signed a contract to install solar panels at the Jaú (SP) and Eunápolis (SP) units, as a pilot project. Since the installation period, there has been generation of energy equivalent to more than 36 thousand KWh – this value is considered in the total percentage coming from renewable sources.

2Q2022

  • There was no significant increase in energy consumption during the quarter. A slight increase in energy consumption from renewable sources is observed, in line with the Cogna Commitments for a Better World;
  • At the end of 2021, Kroton signed a contract to install solar panels at the Jaú (SP) and Eunápolis (SP) units, as a pilot project. The system has already been installed, and is in the approval phase by the concessionaire. The initiative will further expand our renewable energy index.

Social

SDG GRI Diversity in the workforce by functional category Unit. 1Q2022 2Q2022 3Q2022 4Q2022
Image of SDG 5 Icon - Gender Equality
405-1 C-level - Female % of people 25% 14% 14% 14%
C-level - Male % of people 75% 86% 86% 86%
Total - C-level4 Number of people 8 14 14 14
Leaders - Female (≥ manager) % of people 44% 45% 46% 46%
Leaders - Male (≥ manager) % of people 56% 55% 54% 54%
Total - Leaders (≥ manager)6 Number of people 619 601 617 605
Coordinators, teachers and tutors - Female % of people 55% 55% 55% 55%
Coordinators, teachers and tutors - Male % of people 45% 45% 45% 45%
Total - Coordinators, teachers and tutors7 Number of people 9,435 9,120 10,123 8,897
Administrative - Female % of people 67% 68% 69% 69%
Administrative - Male % of people 33% 32% 31% 31%
Total - Administrative8 Number of people 11,885 12,148 13,447 13,526
Total - Women % of people 61% 62% 62% 63%
Total - Male % of people 39% 38% 38% 37%
Total - Employees Number of people 21,947 21,883 24,201 23,042

Highlights:

4Q2022

  • In the 4rd quarter, we had a total of 23,042 employees in Cogna;
  • In the composition of positions, there is a predominance of women up to the coordination level and, in leadership (management and above), the female participation rate is 47.7% – a value equivalent to the public target for 2022, which has already been achieved. We have the goal of achieving equity (50%) by 2025;
  • We ended the year with 32.83% of black people (black and brown) in the general staff and 29.87% in leadership (equal and from coordination). The racial target of the Cogna Commitments for a Better World is to reach 40% by 2025;
  • Maintenance of four affinity groups since 2021, on the axes of: gender (Divers@), ethnicities (CognAfro), LGBTQIA+ (Cogna em Cores) and PCDs (Incluir). The groups actively work to build awareness and literacy actions at the Company.

3Q2022

  • In the 3rd quarter, we had a total of 24,201 employees in Cogna;
  • The position breakdown shows a predominance of women up to coordination level and in leadership (management and above), the female share rate is 46% - a value equivalent to the public goal for 2022, already achieved. We have a goal of achieving equity (50%) by 2025;
  • We ended the quarter with 30.8% of black people (black and brown) in the overall staff and 28% in leadership (equal and from coordination). The racial target of Cogna Commitments for a Better World is to reach 40% by 2025;
  • Maintenance of four affinity groups since 2021, on the axes of: gender (Divers@), ethnicities (CognAfro), LGBTQIA+ (Cogna in Colors) and PCDs (Include). The groups actively work to build awareness and literacy actions in the Company.

2Q2022

  • In the 2nd quarter, we had a total of 21,883 employees in Cogna. The variation in relation to the volume of people in the C-Level is due to changes in the organizational structure.
  • In the composition of positions, there is a predominance of women up to the level of coordination and, in leadership (management and above), the female participation rate is 45%. Our public goal is to reach the end of 2022 with 46% women in leadership and 50% by 2025.
  • Maintenance of four affinity groups since 2021, on the axes of: gender (Divers@), ethnicities (CognAfro), LGBTQIA+ (Cogna in Colors) and PCDs (Include). The groups actively work to build awareness and literacy actions in the Company.

1Q2022

  • Launch of PRIDE – Cogna Internal Programme to Value Employees, which purpose is to acknowledge talented employees in Company who are experts in topics that matter to our culture;
  • We totaled 21,947 Employers in Cogna. The variation in relation to the result of 4Q2021, of 22,354, occurs due to employers who migrated to Eleva with the sale of saber schools. In the composition of positions, there is a predominance of women up to the level of coordination and, in Leadership (management and above), the rate of female participation is of 44%. Our goal is to reach the end of 2022 with 46% of women in Leadership and 50% by 2025.

SDG GRI Indirect economic impact9 Unit. 1st Semester 2022 2nd Semester 2022
Image of the Icon SDG 4 - Quality Education

Image of SDG 10 Icon - Reducing Inequalities
103-2, 103-3, 203-1, 103-2 and 413-1 Social Projects No. 219 1,056
People benefited No. 56,524 233,096
Students and teachers involved No. 8,309 36,765
Academic volunteering Hours 12,400 111,375
Corporate volunteering Hours 1,620 3,216

Highlights and Notes:

4Q2022

  • Since 2017, we have maintained our Social Project Management System, which enables the monitoring, improvement and transparency of the social projects carried out by our Higher Education Institutions, as well as the sharing of good practices in the network. Some of these projects are published on the website of the Brazilian Alliance for Education – an intersectoral movement in favor of Education in the country, led by Kroton.

2Q2022

  • Launch of a discipline with voluntary action – inserted in the curriculum. The subject is mandatory in undergraduate courses and covers topics such as human rights, citizenship, politics, ethics, among others. In addition to the syllabus, students must carry out voluntary work with non-profit social organizations of their choice. In the first semester, 11,000 students were enrolled in the course, a number that should increase over time. The initiative started as a pilot project in 2019, ended up being interrupted due to the pandemic and returned last year, also including possibilities for volunteering activities to be carried out remotely;
  • The actions of our employees, who act as mentors in Somos Futuro – a program to accelerate students from public schools, maintained by Instituto SOMOS – one of the Company's social arms, are considered in corporate volunteer hours. Mentoring is carried out for young people in the 1st and 3rd year of high school in the program, focusing on the development of socio-emotional skills, future and career planning. Volunteer employees receive training to work with young people, with special attention to the emotional health of scholarship recipients;
  • Every month we hold “Impact Tips”, conversation circles held in the format of lives to discuss socio-environmental issues, highlighting projects carried out institutionally in alignment with the 17 Sustainable Development Goals.

SDG GRI Health and safety Unit. 1Q2022 2Q2022 3Q2022 4Q2022
Image of the Icon SDG 3 - Health and Well-Being
403-5, 403-9 and 403-10 % of units covered by the Risk Management Program (PGR) % 100% 100% 100% 100%
Total number of employees trained in health and safety10 Number of people 3,213 3,209 8,322 4,943
Average hours of health and safety training per participant11 No. 1.6 3.7 0.9 1.4
Accidents with and without lost time18 No. ND ND ND ND
Accident frequency rate - Employees12 rate 1.16 1.81 2.37 2.68
Accidents with serious consequences19 No. ND ND ND ND
Accident rate with serious consequences - Employees13 rate 0 0 0 0
Mandatory reporting accidents20 No. ND ND ND ND
Occupational accident rate of mandatory reporting - Employees14 rate 0.87 1.33 1.24 0.56
Deaths resulting from work accidents rate ND ND ND ND
Death rate - Employees15 rate 0 0 0 0

Highlights and Notes:

4Q2022

  • The increase in the total number of hours of training on health and safety is a reflection of the company's progress towards the goal of training on the subject, one of the Cogna Commitments for a Better World. Até o final do ano, 87% da liderança havia recebido treinamento na temática.

2Q2022

  • The increase in the total number of hours of training on health and safety is a reflection of the company's progress towards the goal of training on the subject, one of the Cogna Commitments for a Better World;
  • The increase in the accident frequency rate reflects improved controls. The theme has been widely disseminated among employees, which brings greater knowledge to the reports.
  • In 2019, we started the Employee Primary Health Care project, a service that was intensified and expanded as a result of the pandemic with teleservice. That year, Espaço Saúde was launched in corporate offices with a multidisciplinary team, where we provide closer care and focus on the integral health of our people. As complementary actions, we also offer three programs: Pregnant Women Program; Mental Health Program and Nutrition Program. In the last two years, more than 32,102 medical, nursing and social service calls have been carried out.* To improve adherence to the indicator, we excluded apprentices and interns from the total number of employees as of 1Q2022.

    1Q2022

    • Launch of the Telemedicine Booth in corporate offices, for the benefit of the health and well-being of our employees, we provide free access to health professionals in different specialties through virtual consultations;
    • Launch of the Mindfulness Program, in attention to the mental health of our employees, we provide weekly schedules with meditation, yoga and conscious breathing practices.

    *To improve adherence to the indicator, we disregarded apprentices and interns from the total number of employees from 1Q2022 onwards.


    Governance

    SDG GRI Diversity on the Board of Directors Unit. 1Q2022 2Q2022 3Q2022 4Q2022
    Image of SDG 5 Icon - Gender Equality
    405-1 Female % of people 33% 40% 40% 40%
    Male % of people 67% 60% 60% 60%
    Total Number of people 6 5 5 5

    Highlights and Notes:

    4Q2022

    • 60% of the seats in the Board of Directors are held by people belonging to minority groups - women, blackpeople and LGBTQIA+. One of the goals of the Cogna's Commitments for a Better World was to have theseaudiences represented by at least 1/3 of the positions by 2025, a goal that was achieved and surpassed evenin 2022.

    2Q2022

    • In April, the election of the management of the Board of Directors from 2022 to 2024 took place, which now has 5 seats. The elected councilors will have a term of office until August 2024. See the complete list.

    SDG GRI Ethical behavior Unit. 1Q2022 2Q2022 3Q2022 4Q2022
    Icon Image SDG 16 - Peace, Justice and Effective Institutions
    2-25 Cases registered in the Confidential Channel No. ND ND ND ND
    Image of the Icon SDG 10 - Reduction of Inequalities
    406-1 Discrimination complaints received on the Confidential Channel No. ND ND ND ND
    Confirmed cases of discrimination No. ND ND ND ND
    Image of SDG 8 Icon - Decent Work and Economic Growth

    Image of SDG 16 Icon - Peace, Justice and Effective Institutions
    405-1 Employees trained on anti-corruption policies and procedures % of people 100% 100% 100% 100%
    Operations subject to corruption-related risk assessment % of operations 100% 100% 100% 100%
    Number of confirmed cases of corruption Number of cases 0 0 0 0

    ND: Not available: quarterly disclosure began in the second quarter of 2023. Previously, disclosure was made annually through the Sustainability Reports of the respective reporting cycles.


    SDG GRI Compliance Unit. 1Q2022 2Q2022 3Q2022 4Q2022
    Image of the Icon SDG 16 - Peace, Justice and Effective Institutions
    307-1 and 419-1 Fines for socioeconomic non-compliance R$ (thousand) 0.0 0.0 0.0 0.0
    Non-financial sanctions for socioeconomic non-compliance % sanctions 0 0 0 0
    Fines for environmental non-compliance R$ (thousand) 0.0 0.0 0.0 0.0
    Non-financial sanctions for environmental non-compliance % sanctions 0 0 0 0

    Highlights and Notes:

    4Q2022

    • We did not register significant fines or sanctions in economic and social aspects, except in the normal course of business. Cogna has been working strongly on the preventive labor front, having mapped the main causes of contingencies and outlined robust action plans to manage this risk with revisions and adjustments to procedures;
    • During the year, there were no records of fines or administrative and judicial sanctions for non-compliance with environmental laws and/or regulations. The Company's criterion of relevance considers processes that do not damage the image of Cogna and its subsidiaries and/or stop operations, or that involve significant amounts.

    3Q2022

    • We did not record significant fines or sanctions in the economic and social aspects, except for the normal course of business. Cogna has been working strongly on the preventive labor front, having mapped the main causes of contingencies and outlined robust action plans to manage this risk with revisions and adjustments to procedures. The preventive strategy represents a 30% reduction in labor lawsuits compared to the third quarter 2020 and 2% compared to the same period in 2021;
    • During the year, there were no records of fines or administrative and judicial sanctions for non-compliance with environmental laws and/or regulations. The Company's relevance criterion considers proceedings that do not harm the image of Cogna and its subsidiaries and/or stoppage of transactions, or that have significant amounts involved.

    2Q2022

    • We do not record significant fines or sanctions in the economic and social aspects, except for the normal course of business. Cogna has been working strongly on the preventive labor front, having mapped the main causes of contingencies and outlined robust action plans to manage this risk with revisions and adjustments to procedures. The preventive strategy represents a 37% reduction in labor claims compared to the 2nd quarter of 2020 and 4% compared to the same period in 2021;
    • During the year, there were no records of fines or administrative and judicial sanctions for non-compliance with environmental laws and/or regulations. The Company's relevance criterion considers processes that do not harm the image of Cogna and its subsidiaries and/or stop operations, or that have significant amounts involved.

    SDG GRI Privacy of customer data Unit. 1Q2022 2Q2022 3Q2022 4Q2022
    Image of the Icon SDG 16 - Peace, Justice and Effective Institutions
    418-1 External complaints proven by the organization No. ND 126 ND ND
    Complaints received from regulatory agencies or similar official bodies No. ND 0 ND ND
    Identified cases of leakage, theft or loss of customer data No. ND 0 ND ND

    Footnotes
    SDG Sustainable Development Goal. Indicate goal to which the actions monitored contribute.
    GRI Global Reporting Initiative. List the GRI standard indicators related to the data monitored.
    ND Indicator discontinued or not measured in the quarter.
    1 Quarterly monitoring of a selection of material indicators. For further information, consult our Sustainability Reports, available here.
    2 Based on invoices from sanitation concessionaires.
    3 Acquired from the free energy market.
    4 Segmentation adopted from 2022. Takes into the account the positions of CEO, vice presidents reporting directly to the CEO and all directors. Up to 2021, the data were consolidated for positions not reporting directly to the CEO and reported in the Senior management segment.
    5 Reporting of the segmentation was stopped in 2022. The history consolidates the data of the CEO, vice presidents (reporting to the CEO or not) and directors.
    6 Management, senior management and leadership positions not reporting directly to the CEO (regional directors, unit directors and vice presidents).
    7 Course coordinators, teachers and tutors.
    8 Corporate coordination, specialists, adjuncts, assistants and analysts.
    9 Indicators reported on semi-annual basis (2Q and 4Q).
    10 Since 2021, the indicator includes all the employees undergoing training in the period, not only new hires.
    11 Total hours of training/employees trained.
    12 Total accidents (with and without leave)/ Total man/hours worked (MHW) x 1,000,000.
    13 Work-related injury (excluding fatalities) from which the worker cannot recover fully to pre-injury health status within 6 months. Formula: Number of injuries/MHW x 1.000.000.
    14 (Accidents with leave + Fatalities)/ MHT x 1,000,000.
    15 Fatalities/ MHW x 1,000,000.
    16 The amounts referring to 1Q2022, 2Q2022 and 3Q2022 were equalized in 4Q2022 considering the total amount of invoices from concessionaires received in the respective quarters – considering the different closing deadlines for each location.
    17 Indicators measured from the first quarter of 2023.
    18 It also includes minor injuries treated in the workplace.
    19 Accidents that cause injury or limitation of the worker's capabilities for a period of more than six months. Does not include deaths.
    20 Accidents resulting in lost time and deaths.

    * In line with the topics identified in the materiality process, Cogna reports every quarter its most relevant ESG indicators. Information about previous years can be found in our Annual Sustainability Reports. Click here.

    Download pdf of the ESG results release by quarters of 2022:

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