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 2023
Highlights of the 4th Quarter of 2023
ESG: Cogna Commitments for a Better World and 2023 achievements
Following the Sustainability strategy and in alignment with best practices, Cogna advances the ESG agenda and the generation of added value for its stakeholders and society.
The last quarter of the year is marked by the conclusion of the 2nd year of the Cogna Commitments for a Better World, a manifesto that materializes, through public goals, the Company’s commitment to sustainable development.
In the last quarter, five of the fourteen goals assumed in 2021 were exceeded (some before their established period). Below we list the main results for each of the goals achieved in full:
- Measure the impact of GHG emissions on the Company’s operations, stipulating targets and commitments for mitigation and compensation.
The evolution of the Company’s climate agenda involves mapping emissions since 2019 – for the three scopes of the GHG Protocol scopes 1, scope 2 (localization approach) and scope 3 (considering the categories of franchises, employee travel, business travel, purchased goods and services, waste, transport and upstream distribution). Which were audited by a Verification Body (OV), which assigned a reasonable level of confidence – the highest standard of assurance – attesting that the inventories are materially correct and are a fair representation of the Company’s greenhouse gas data. The 2022 inventory received the Gold Seal in the Brazilian GHG Protocol Program – the highest level of certification granted to companies that meet all transparency criteria in publishing their GHG inventories – and is available in the Public Emissions Registry. In December, a voluntary target based on the Science-Based Targets Initiative (SBTI) was adopted to reduce total greenhouse gas (GHG) emissions by 50.4% in the three scopes (1, 2 and 3), towards a transition to a low-carbon economy.
The reduction target becomes part of the Cogna Commitments for a Better World, replacing the achieved target.
- Train 100% of employees in health and safety.
In 2023 the health and safety course became part of the Company’s mandatory courses, during the onboarding process (which lasts 3 months). By December, 95% of the Company’s leaders had completed the course.
- Benefit 150 thousand public education teachers with educational products and services by 2025.
In 2023, more than 113 thousand public school teachers received training on
pedagogical themes through our advisory team, through 2,261 training courses. The action, led by the E-Teacher, focuses on enhancing discussions about the teaching and learning processes, mediated by the textbook.
In total, since 2022, more than 179 thousand public school teachers have received training. Totaling 120% achievement of the 2025 target, still in 2023.
- Integrate ESG goals into senior leadership’s 100% variable remuneration policies.
In 2022, ESG goals became part of senior leadership’s variable remuneration. In 2023, as a way of reinforcing sustainability as a strategic pillar of the Company, 100% of our leaders and other employees will now have ESG goals in their variable remuneration.
- Have representation of at least 1/3 of women, black people, LGBTQIA+ on the Board of Directors.
Our Board of Directors currently has 60% of the seats occupied by people representing minority groups, two women and one person from the LGBTQIAP+ community.
As a way of publicizing our journey with Cogna Commitments for a Better World, to all our audiences, we launched the second season of our web series on our website: ESG Web Series – 2nd Season. Click here and watch! (PT-BR Language)
On the Social agenda, we reinforce our commitment to development and education in our country, through the Company’s social impact platform. In 2023, 1,244 social projects were carried out by our Higher Education Institutions in actions that align the generation of positive social impact with professional practice. In total, more than 200 thousand people benefited and another more than 400 thousand received services in our community spaces.
As a highlight, the Nota 10 Educator Award, one of the most important in the country, is now held by the SOMOS Institute. The Award recognizes and values teachers, pedagogical coordinators and school managers from Kindergarten to High School in public and private schools. In 2023, with the organization of the Institute, the Award began to be aligned with the United Nations 2030 Agenda, which encompasses 17 Sustainable Development Goals (SDGs) to combat poverty, ensure rights, promote and combat climate change. In total, more than 2,600 projects were registered and evaluated by the panel of selectors and judges. The winning projects stand out for their pedagogical intentionality and good educational practices that can now be shared, promoting public policies that contribute to education in Brazil.
In turn, the Pitágoras Foundation leads the Tree Mutirão. The initiative, which was born in 2022 in Minas Gerais and launched nationally in 2023, aims to encourage environmental preservation and restoration through an intersectoral alliance, which brings together and leverages the strengths of governments, companies and foundations. From its national operations, the Mutirão will cover 265,679 schools, 35.3 million students and 2.2 million teachers, being carried out in areas determined by city halls – whether in schools, backyards, squares, parks, streets and even in large environmental restoration plots. To guide the activities and planting of each tree in the right biome, the Mutirão prepares and makes available booklets and manuals to assist in the seed collection process (muvuca); training of seedlings, identification of public and private nurseries, and planting, in addition to training in environmental education.
The advances and efforts of the Company’s agenda were recognized by the most relevant bodies in its categories, the following being highlighted:
- B3’s Corporate Sustainability Index (ISE) Portfolio for the second consecutive year, being the first and only education company to be part of the index. We obtained a 12% increase in overall performance in the ISE questionnaire;
- Improvement of CDP assessment (Carbon Disclosure Project) with advancement in CDP assessment from C to B (on a scale from D- to A).;
- Presence in the 2024 S&P Yearbook, being the only company in the education sector in Brazil – and Latin America – to be considered as a member, by second consecutive year, from the Corporate Sustainability yearbook. Last year, in addition to inclusion, Cogna was also selected as an industry move by the global report;
- In another consecutive year, Teva Indexes chose us among the publicly traded Brazilian companies that retain the largest female presence on the Board of Directors;
- Receipt of the Pro-Ethics Seal from the Comptroller General of the Union – where we are also the only education company – recognition that the Company has the best practices for preventing, detecting and remediating acts of corruption and fraud, always seeking a more honest, ethical and transparent environment;
Company awarded in the First Award for Good Practices of the 100% Transparency Movement, of the Global Compact; - Receipt of the Gold Seal in the Brazilian GHG Protocol Program, with Emissions Inventories retroactive since 2019.
Finally, as part of our commitment to shed light on the importance of the role of education in the sustainability agenda, in December we held our III Education & ESG. The purpose of the forums is to raise debates on emerging topics, with provocations that serve as a path to expanding dialogue for all our stakeholders.
The III Forum was composed of three panels: “Diversity from the perspective of neuroscience and mental health”, “Governance and integrity: the importance of transparency in business” and “Climate Risks – a call for adaptation”. Each panel featured panelists, experts in their sectors, and mediators from the Company.
The event was held in a hybrid format, with live transmission – with simultaneous translation in English and interpretation in Libras – and achieved an NPS of 100 points (where 59% of respondents were Cogna students). In total, we received 7 thousand registrations, from a diverse audience: students, clients, investors, government, civil society, third sector, employees and other companies. The recording of the event is available! Click here. (PT-BR Language)
All information about Cogna’s ESG agenda strategy is shared on this website, where you can obtain all the information and access to Company’s Sustainability Report.
| 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 |
| They Lead Movement – Global Compact | Since 2023 |
| Mind in Focus Movement – Global Compact | Since 2023 |
| Net Zero Ambition Movement – Global Compact | Since 2023 |
| Race is a Priority Movement – Global Compact | Since 2023 |
| 100% Transparency Movement – Global Compact | Since 2023 |
| Brazilian GHG Protocol Program | Since 2023 |
| 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 |
| Great Place to Work – Women | Since 2023 |
| Brazilian GHG Protocol Program Gold Seal |
Since 2023 |
| ESG Indices |
|---|
| TEVA – Women in Leadership |
| ISE (Business Sustainability Index) – B3 |
| ICO (Efficient Carbon Index) – B3 |
| GPTW Index – B3 |
| Bloomberg Gender Index - GEI |
Learn more about our sustainability recognitions. Click here.
Environmental
| SDG | GRI | Water withdrawn2(m3) | Unit. | 1Q2023 | 2Q2023 | 3Q2023 | 4Q2023 |
|---|---|---|---|---|---|---|---|
 |
303-3 | Groundwater | m³ | 53,560 | 37,318 | 38,962 | 44,294 |
| Utility supply | m³ | 57,255 | 85,437 | 61,148 | 70,131 | ||
| Total | m³ | 110,815 | 122,755 | 100,110 | 114,426 |
Highlights and Notes:
4Q2023
- In the fourth quarter of 2023, water consumption increased compared to the previous quarter due to several factors, including the increased presence of employees at offices, the identification of a leak at the Londrina unit and the intensification of the use of water for water testing. fire pumps. Furthermore, historically, this period records a seasonal increase in consumption, influenced by the greater presence of students. Worsening the situation, an atypical heat wave across the country further increased the demand for water.
3Q2023
- In the third quarter, operations at the Anglo Tamandaré unit were closed in view of the inauguration of the Anglo Paulista unit, which was under construction throughout the first half of the year. The building has modernized facilities and offers greater mobility for students.
2Q2023
- The decrease in groundwater consumption is related to the closure of the well at our Distribution Center, located in São José dos Campos, due to the fact that there was possible contamination of land neighboring our facilities, which housed a factory. Furthermore, the migration to municipal supply generated a delay in measurement, which is why the total consumption for the quarter must be revised in the 3Q2023 report;
- Work has begun on the Anglo Paulista unit, which will host the Anglo Tamandaré course from the second semester of 2023. The building has modernized facilities and will offer greater mobility for students. Therefore, the 2Q23 data considers water consumption at the two units: Anglo Tamandaré and Anglo Paulista.
1Q2023
- The water consumption rates remained stable compared to the first quarter of 2022;
- We increased the coverage scope of water consumption data. Surveying four more locations, we now include all current SOMOS units in the total;
- In Kroton units, which represent the largest percentage of consumption, we have a monitoring system to identify leaks, which allows is to quickly deploy our maintenance team to solve any problems;
- To provide education and raise awareness, we continued sending periodic messages to employees encouraging the conscientious use of water resources.
| SDGs | GRI | Internal energy consumption | Unit. | 1Q2023 | 2Q2023 | 3Q2023 | 4Q2023 |
|---|---|---|---|---|---|---|---|
  |
302-1 | Total energy consumed | GJ | 42,010 | 39,371 | 38,443 | 49,779 |
| Percentage of energy from renewable sources3 | % | 81% | 83% | 86% | 83% |
Highlights and Notes:
4Q2023
- In the fourth quarter of 2023, energy consumption grew due to the increased use of air conditioning, resulting from the increase in the presence of students and employees. Worsening the situation, an atypical heat wave across the country further increased the demand for energy use due to air conditioners and fans;
- Additionally, the high demand in production led to an intensification in the use of machines and equipment.
3Q2023
- In the third quarter, operations at the Anglo Tamandaré unit were closed in view of the inauguration of the Anglo Paulista unit, which was under construction throughout the first half of the year. The building has modernized facilities and offers greater mobility for students.
2Q2023
- The reduction in energy consumption compared to other quarters is related to the lower use of air conditioning due to the milder climate;
- In the quarter, we had the migration of another unit to the Free Energy Market, an initiative that reinforces the Company's commitment to have, by 2025, 90% of the electrical energy consumed come from renewable sources;
- Work has begun on the Anglo Paulista unit, which will host the Anglo Tamandaré course from the second semester of 2023. The building has modernized facilities and will offer greater mobility for students. Therefore, the 2Q23 data considers water consumption at the two units: Anglo Tamandaré and Anglo Paulista.
1Q2023
- Energy consumption in the first quarter of 2023 stood at 42,010 GJ, an increase of 9.4% compared to the first quarter of 2022 (consumption of 38,388 GJ). The increase is explained by the gradual return to in-person classes in 2022 as we emerged out of the pandemic, which did not happen in 2023, when we already had 100% of in-person classes at the beginning of the academic period;
- We expanded the coverage scope for energy consumption data. As we are collecting data from four additional locations, we now include all current SOMOS units in the consolidated report.
Social
| SDG | GRI | Diversity in the work force by functional category | Unit. | 1Q2023 | 2Q2023 | 3Q2023 | 4Q2023 |
|---|---|---|---|---|---|---|---|
 |
405-1 | C-level – Women | % of people | 15% | 15% | 17% | 17% |
| C-level – Men | % of people | 85% | 85% | 83% | 83% | ||
| Total - C-level4 | nº of people | 13 | 13 | 12 | 12 | ||
| Leaders – Women (above management level) | % of people | 47% | 46% | 45% | 46% | ||
| Leaders – Men (above management level) | % of people | 53% | 54% | 55% | 54% | ||
| Total – Leaders (above management level)6 | nº of people | 637 | 615 | 619 | 613 | ||
| Academic faculty – Women | % of people | 55% | 55% | 55% | 55% | ||
| Academic faculty – Men | % of people | 45% | 45% | 45% | 45% | ||
| Total – Academic faculty7 | nº of people | 9,524 | 8,999 | 9,435 | 8,729 | ||
| Coordinators and Administrative – Women | % of people | 69% | 69% | 69% | 69% | ||
| Coordinators and Administrative – Men | % of people | 31% | 31% | 31% | 31% | ||
| Total – Coordinators and Administrative8 | nº of people | 13,756 | 14,171 | 14,599 | 14,199 | ||
| Total - Women | % of people | 63% | 63% | 63% | 63% | ||
| Total - Men | % of people | 37% | 37% | 37% | 36% | ||
| Total - Employees | nº of people | 23,930 | 23,798 | 24,665 | 23,553 |
Highlights:
4Q2023
- During this period, we had the implementation of racial affirmative vacancies and the completion of the diversity census, which made it possible to update our employees' self-declaration. The finalization and publication of the results of the diversity census allowed for an updated diagnosis, as well as the initiation of action plans with our affinity groups and representatives of all vice-presidencies. As a highlight, we had a 2% increase in the presence of black employees in the teams, reaching 37.12% and a 2% increase in black leaders, reaching 29.95%;
- During the period, 20 young people were hired in the Internship Program for people in socially vulnerable situations, who are currently undertaking the development path within the Company;
- We held Black November with several literacy and awareness actions, the largest of which featured Conceição Evaristo speaking to the entire company, in person and online.
3Q2023
- In the third quarter of 2023, a fluctuation of less than 1 percentage point was recorded in the female leadership indicator compared to the same period in 2022. To boost the evolution of this indicator, we maintain actions to attract, engage, retain and professionally develop women.
2Q2023
- In the second quarter of 2023, a fluctuation of less than 1 percentage point was recorded in the female leadership indicator compared to the same period in 2022. To boost the evolution of this indicator, we maintain actions to attract, engage, retain and professionally develop women ;
- In the second quarter, affirmative vacancies for women were announced. In addition, four initiatives are being structured: Entry Program (incentive to attract new female talent), Program for Sr. Analysts and Coordination (for leadership training), Program for Managers (in order to encourage career progression and evolution of employees) and coaching sessions to prepare women to take on C-level positions.
1Q2023
- We ended the 1st quarter of 2023 with a total headcount of 23,930;
- Analyzing gender diversity, women are the majority up to the coordination level. In leadership positions (managerial roles and above), women make up 46.2% of the total. One of Cogna's Commitments for a Better World is to achieve gender equity (50%) by 2025;
- In terms of racial diversity, 33.5% of our employees are black and brown. Black people occupied 28.1% of leadership positions (considering coordinators and above). Cogna's Commitments for a Better World aim to reach 40% for both indicators (total number of employees and leadership positions) by 2025;
- Throughout the quarter, we made progress on the actions planned for the 2023 roadmap for diversity and inclusion, with the release of our Diversity Manifesto and the review of our job descriptions. We also announced affirmative action job openings and began building a diversity talent bank (both actions for women, black people and people with disabilities);
- We continued our trainee program for black women, aimed at nurturing talent so that they can assume managerial positions in strategic areas of the company at the end of the program. The interns selected by SOMOS Afro remain with us. This is the first SOMOS Educação internship program exclusively aimed at black people;
- We kept the activities of the four affinity groups (existing since 2021), in the areas of gender (Divers@), ethnicities (CognAfro), LGBTQIAP+ (Cogna em Cores) and PWDs (Incluir). The groups work on raising awareness and literacy actions within the Company.
Notes:
- To improve adherence to the indicator, we excluded apprentices and interns from the total number of employees from this quarter onwards. In 1Q2022, there were 196 interns and apprentices at the Company.
| SDGs | GRI | Indirect economic impact* 9 | Unit. | First Half 2023 | Second Half 2023 |
|---|---|---|---|---|---|
  |
103-2, 103-3, 203-1, 103-2 e 413-1 | Social projects | nº | 294 | 1,248 |
| People benefited | nº | 33,844 | 372,985 | ||
| Students and teachers involved | nº | 7,087 | 67,233 | ||
| Academic volunteers | hours | 9,928 | 265,123 | ||
| Corporate volunteers | hours | 1,288 | 2,754 |
* Indicators presented progressively, that is, they refer to the total accumulated since the beginning of the year, which is why we do not present variations relative to previous periods.
Highlights and Notes:
- Since 2017, we have maintained our Social Project Management System (PT-BR Language), which enables the monitoring, improvement and transparency of social projects carried out by our Higher Education Institutions, as well as the sharing of good practices across our network. Highlight projects are published on the Brazilian Alliance for Education website – an intersectoral movement in favor of Education in the country, led by Kroton;
- We encourage the implementation of social projects that serve communities located around our campuses through service learning, experiential education for students to engage in activities that meet human and community needs, along with opportunities for reflection aimed at achieving the desired results of learning;
- We ended the year with a total of 472,124 people benefiting from services provided by our community service spaces. These total R$ 266,435,816.86 million in exemption from services to the public authorities (calculated considering the free of charge of our services x values from the official tables of professional bodies and SUS for each service);
- Examples include legal practice centers, school clinics, psychological care and model offices;
- We maintain a Corporate Volunteer Program anchored in Somos Futuro, which allows students from public schools to attend high school at one of the partner educational institutions. Our employees participate as interviewers in the candidate selection stage and can follow the students' entire educational trajectory, acting as mentors.
| SDG | GRI | Occupational Health and Safety | Unit. | 1Q2023 | 2Q2023 | 3Q2023 | 4Q2023 |
|---|---|---|---|---|---|---|---|
 |
403-5, 403-9 and 403-10 | % of units covered by the Risk Management Program (PGR) | % | 100% | 100% | 100% | 100% |
| Total employees trained in health and safety10 | nº of people | 2,279 | 10,029 | 4,667 | 4,889 | ||
| Average number of hours training in health and safety per participant11 | nº | 2.1 | 1.3 | 2.87 | 3.43 | ||
| Accidents with and without lost time18 | nº | ND | 12 | 15 | 10 | ||
| Employees – Injury frequency rate12 | rate | 0.87 | 1.25 | 1.55 | 1.04 | ||
| Accidents with serious consequences19 | nº | ND | 0 | 0 | 0 | ||
| Employees – High-consequence injuries rate13 | rate | 0 | 0 | 0 | 0 | ||
| Mandatory reporting accidents20 | nº | ND | 8 | 5 | 7 | ||
| Rate of mandatory reporting workplace accidents - Employees14 | rate | 0.65 | 0.83 | 0.52 | 0.73 | ||
| Deaths resulting from work accidents | rate | ND | 0 | 0 | 0 | ||
| Employees – Fatality rate15 | rate | 0 | 0 | 0 | 0 |
Highlights and Notes:
4Q2023
- This quarter, there was a reduction in accidents due to inspections carried out at workplaces, which identified risk situations and made corrections possible before accidents occurred. Furthermore, reports of near misses resulted in the initiation of action plans to mitigate risks with the potential to cause harm.
3Q2023
- The increase in the number of hours of health and safety training per participant in the quarter is related to the increase in fire brigade training in the period, which has a greater workload – following municipal legislation.
2Q2023
- In the second half of May/23, an automatic process of triggering reminders was implemented for employees who did not take the mandatory courses on occupational health and safety topics available at our corporate university. As a result, 7,794 people were trained throughout the third quarter, which reduced the total number of employees with mandatory training pending by 41%;
- In the last week of May/23, we held the 1st Mega SIPAT (Internal Work Accident Prevention Week), which brought together all Cogna units in an integrated event, online and broadcast live. Professionals from different areas presented content on health and safety such as: Health and Safety Policy and ESG, 3Ps (stop, process, proceed), commuting accidents and traffic safety tips, how to identify and prevent harassment and other forms of violence, mental health in the technological context and what to do in emergencies.
1Q2023
- Through our Risk Management Program (PGR), we constantly monitor the potential hazards existing in Cogna's workplaces. Among the main risks are: biological and chemical (related to healthcare educational activities, such as clinics and hospitals), physical (associated with maintenance activities and facilities) and ergonomic (related to administrative activities);
- We seek to mitigate risks in our activities by developing risk maps and conducting inspections in workplaces, using Safety Work Orders and delivering Personal Protective Equipment (PPE) for applicable situations. We also conduct training focused on occupational health and safety issues. In the first quarter of 2023, 2,279 employees participated in these training sessions;
- In the first quarter of 2023 we recorded no work-related ill health. We act preventively, and complaints are therefore monitored and treated before they become occupational diseases. We do not carry out systematic controls on health and safety issues for contractors, but all contractors must present documentation that meets mandatory items specified by HR - Contractor Management and by the Specialized Occupational Health and Safety Service (SESMT), especially for high-risk activities such as working at heights, construction, electricity and heavy machinery.
Governance
| SDG | GRI | Diversity in the Board of Directors | Unit. | 1Q2023 | 2Q2023 | 3Q2023 | 4Q2023 |
|---|---|---|---|---|---|---|---|
|
405-1 | Women | % of people | 40% | 40% | 40% | 40% |
| Men | % of people | 60% | 60% | 60% | 60% | ||
| Total | nº of people | 5 | 5 | 5 | 5 |
Highlights and Notes:
- 60% of the seats on Cogna's Board of Directors are occupied by people belonging to marginalized groups, such as women and LGBTQIAP+ individuals. One of the goals of Cogna's Commitments for a Better World was to have these groups accounting for at least 1/3 of the positions by 2025. The goal was achieved and surpassed in 2022, when the election for the new Board took place, which has a term of until August 2024.
| SDG | GRI | Ethical behavior | Unit. | 1Q2023 | 2Q2023 | 3Q2023 | 4Q2023 |
|---|---|---|---|---|---|---|---|
 |
2-25 | Cases registered in the Confidential Channel | Nº | ND | 187 | 203 | 269 |
|
406-1 | Complaints about discrimination received on the Confidential Channel | Nº | ND | 8 | 5 | 7 |
| Confirmed cases of discrimination | Nº | ND | 5* | ** | 0 | ||
 |
205-1, 205-2 e 205-3 | Employees trained in anti-corruption policies and procedures | % of people | 100% | 100% | 100% | 100% |
| Operations submitted to corruption-related risk assessment | % of operations | 100% | 100% | 100% | 100% | ||
| Number of confirmed cases of corruption | nº 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.
*Of these five, 4 complaints are in the investigation/investigation process.
Highlights and Notes:
4Q2023
- In the last quarter of 2023, we carried out an awareness program for leadership focused on bullying, sexual harassment and discrimination. The program began at the end of 2Q23 and was completed in 4Q23;
- In November we launched training at UniCO (Cogna's Corporate University) for all employees on forms of harassment and discrimination;
- At the end of the year we received the Pro-Ethics certification from the CGU (Comptroller General of the Union) and the award from the 100% Transparency Movement of the UN Global Compact on our compliance structure.
3Q2023
In the third quarter, we continued Cogna's leadership literacy and engagement program by holding a workshop on discrimination, moral harassment and sexual harassment, which began in the second quarter. The workshop presents the topic through concepts and practical examples and reinforces the existence of the Cogna Confidential Channel for reporting any situation related to discrimination, harassment and deviations from the Code of Conduct. It also highlights the guarantee of confidentiality and details the entire process of investigating complaints received.
In the month of September, Cogna's first Compliance Week was held in person and online in which topics from the Code of Conduct and Anti-Corruption Policy were addressed. The action included the following activations:
- Women's conversation circle to discuss discrimination, moral harassment, sexual harassment and how to report such situations. The chat lasted 1h30 and was attended by around 1,000 employees;
- In-person event at the corporate office in São Paulo, where employees were able to test their knowledge of the Company's Code of Conduct through a Quiz Show. The event lasted 3 hours and was attended by 380 employees;
- Chat about the Anti-Corruption Law and Escape Room simulation. The chat lasted 1 hour and was attended by around 850 employees;
- In-person event at the corporate office in Valinhos, where, through a Quiz Show, employees were able to test their knowledge of the General Data Protection Law (LGPD). The event lasted 3 hours and was attended by 550 employees;
- Chat about Social Networks and other forms of sharing. The event lasted 1h30 and was attended by around 1,000 employees.
All initiatives are aligned with our commitment to promoting the principles of integrity and anti-corruption, expressed in the Cogna Commitment for a Better World, and reinforced by adherence to the Global Compact's 100% Transparency Movement.
2Q2023
- In the second quarter, we started a program to raise awareness among Cogna's leadership by holding a workshop on discrimination, moral harassment and sexual harassment. The workshop presents the topic through concepts and practical examples and reinforces the existence of the Cogna Confidential Channel for reporting any situation related to discrimination, harassment and deviations from the Code of Conduct. It also highlights the guarantee of confidentiality and details the entire process of investigating complaints received.
1Q2023
- We have enhanced our procedures, and now conduct due diligence processes for critical suppliers and in mergers and acquisitions. Previously, we only focused on the B2G segment.
| SDG | GRI | Compliance | Unit. | 1Q2023 | 2Q2023 | 3Q2023 | 4Q2023 |
|---|---|---|---|---|---|---|---|
|
307-1 e 419-1 | Fines for social and economic non-compliance | R$ (thousands) | 0.0 | 0.0 | 0.0 | 0.0 |
| Non-monetary sanctions for social and economic non-compliance | nº of sanctions | 0 | 0 | 0 | 0 | ||
| Fines for environmental non-compliance | R$ (thousands) | 0.0 | 0.0 | 0.0 | 0.0 | ||
| Non-monetary sanctions for environmental non-compliance | nº of sanctions | 0 | 0 | 0 | 0 |
Highlights and Notes:
- We did not register significant economic and social fines or sanctions, except for the normal course of business. To mitigate the risk of labor lawsuits, Cogna has been strongly acting on the preventive front, mapping the main causes of contingencies and developing robust action plans, promoting reviews and adjustments to procedures;
- In the reporting period, there were no significant administrative or judicial fines or sanctions for non-compliance with environmental laws and/or regulations.
| SDG | GRI | Customer data privacy | Unit. | 1Q2023 | 2Q2023 | 3Q2023 | 4Q2023 |
|---|---|---|---|---|---|---|---|
|
418-1 | Outside complaints substantiated by the organization | nº | 429 | 328 | 280 | 107 |
| Complaints received from regulatory agencies or similar official bodies | nº | 0 | 1 | 0 | 0 | ||
| Identified cases of leaks, theft or loss of client data | nº | 0 | 0 | 0 | 1 |
Highlights and Notes:
4Q2023
- The variation recorded between the third and fourth quarter of 2023 is normal due to the period of the year, as it does not correspond to the time of registration or re-enrollment. The identified case of leak occurred through a supplier acting as operator, the case was reported to ANPD and all actions were taken.
2Q2023
- In June 2023, Mandatory Data Privacy Training was launched on the Unico Platform – our Corporate University, aimed at all Company employees;
- The variation recorded between the first and second quarter of 2023 was due to requests for changes and updates to data that occurred during the period of student recruitment and enrollment. The complaint refers to a supervisory process that is being verified by the responsible body.
1Q2023
- In the first quarter of 2023, we began to disclose our customer data privacy indicators. In the period, 1,227 requests were made on our Privacy Portal, of which 429 were deemed valid, i.e., involving issues related to the rights of the data subject, provided for in the General Data Protection Law. In general, the requests involve the correction, updating and alteration of personal information.
| 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.
1Q2023 (.pdf 301Kb)