ESG Indicators – 2023

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 3rd Quarter of 2023

Imagem de destaque que ilustra as seções de indicadoresESG: Climate Change Strategy, Green Gas Inventory Study and Generation of Positive Social Impact

Following the Climate Change strategy and, in alignment with the best sustainability and corporate governance practices, Cogna advances the ESG agenda and the generation of added value for its stakeholders and society.

On the climate agenda, we publicize our inventory of greenhouse gas emissions over the last four years, which covered scopes 1, 2 and 3. Our efforts on the topic received the highest governance rating in the Verification Body’s external audit and were recognized with the Gold seal of the Brazilian GHG Protocol Program the highest level of qualification, being a public recognition of the quality and governance of these indicators.

In the quarter, the second Vasta Educação’s second Sustainability Report was also released in the quarter. Vasta Educação Sustainability, bringing information about the main environmental, social and governance initiatives, such as the publication of its first Greenhouse Gas Inventory; adherence to the UN Global Compact; 3,216 thousand hours dedicated to the Corporate Volunteering program; SOMOS Afro program, an affirmative internship exclusively for black people and 29% of the seats on the Board of Directors are occupied by women.

On the Social agenda, we reinforce our commitment to development and education in our country, through the Company’s social impact platform, made possible by Fundação Pitágoras, Aliança Brasileira pela Educação and Instituto SOMOS.

In this last quarter, we highlight the Educator Grade 10 Award, co-organized by Instituto SOMOS, in partnership with Fundação Victor Civita. The Award recognizes and values teachers, pedagogical coordinators and school managers from Kindergarten to High School in public and private schools across the country. In 2023, with the organization of the Institute, the Award will be aligned with the United Nations Global Agenda 2030, which encompasses 17 Sustainable Development Goals (SDGs) to combat poverty, ensure rights, promote and combat climate change. In line with these values, the themes of the 25th edition of the Award were categorized into three thematic axes: Human Rights, Innovation and Technology and Sustainability. There were more than 2,600 projects, from all over the country, registered in the selection process that had 4 phases: Screening, Technical Evaluation Committee, composed of 22 selectors, reference professionals in Brazilian education, who were recognized on October 25th in the 1st, 2nd, 3rd places in each thematic axis of the award. Among the 1st places, during the presentation to a Panel of Judges, made up of specialists and personalities from Basic Education, Educador Nota 10 was also announced. The winning projects stand out for their pedagogical intentionality and good education practices that can now be shared on networks, becoming public in contribution to education in our country.

All information about Cogna’s ESG agenda strategy will always be shared on this website, where it is possible to access the quarterly indicators, greenhouse gas inventory , the Sustainability Report 2022 Sustainability and other relevant information for our stakeholders.

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
Image of the icon SDG 6 - Clean Water and Sanitation
303-3 Groundwater 53,560 37,318 38,962
Utility supply 57,255 85,437 61,148
Total 110,815 122,755 100,110

Highlights and Notes:

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
Image Of The SDG 12 - Responsible Consumption and Production

Image Of The SDG 13 - Action Against Global Climate Change
302-1 Total energy consumed GJ 42,010 39,371 38,443
Percentage of energy from renewable sources3 % 81% 83% 86%

Highlights and Notes:

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
Image Of The SDG 5 - Gender Equality
405-1 C-level – Women % of people 15% 15% 17%
C-level – Men % of people 85% 85% 83%
Total - C-level4 nº of people 13 13 12
Leaders – Women (above management level) % of people 47% 46% 45%
Leaders – Men (above management level) % of people 53% 54% 55%
Total – Leaders (above management level)6 nº of people 637 615 619
Academic faculty – Women % of people 55% 55% 55%
Academic faculty – Men % of people 45% 45% 45%
Total – Academic faculty7 nº of people 9,524 8,999 9,435
Coordinators and Administrative – Women % of people 69% 69% 69%
Coordinators and Administrative – Men % of people 31% 31% 31%
Total – Coordinators and Administrative8 nº of people 13,756 14,171 14,599
Total - Women % of people 63% 63% 63%
Total - Men % of people 37% 37% 37%
Total - Employees nº of people 23,930 23,798 24,665

Highlights:

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 impact9 Unit. First Half 2023 Second Half 2023
Image Of The SDG 4 - Quality Education

Image Of The SDG 10 - Reduction of Inequalities
103-2, 103-3, 203-1, 103-2 e 413-1 Social projects 294 ND
People benefited 33,844 ND
Students and teachers involved 7,087 ND
Academic volunteers hours 9,928 ND
Corporate volunteers hours 1,288 ND

Highlights and Notes:

  • Since 2017, we have maintained our Social Project Management System, 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 maintain a Corporate Volunteering Program anchored in Somos Futuro, from the Instituto SOMOS, 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
Image Of The SDG 3 - Health and Wellness
403-5, 403-9 and 403-10 % of units covered by the Risk Management Program (PGR) % 100% 100% 100%
Total employees trained in health and safety10 nº of people 2,279 10,029 4,667
Average number of hours training in health and safety per participant11 2.1 1.3 2.87
Accidents with and without lost time18 ND 12 15
Employees – Injury frequency rate12 rate 0.87 1.25 1.55
Accidents with serious consequences19 ND 0 0
Employees – High-consequence injuries rate13 rate 0 0 0
Mandatory reporting accidents20 ND 8 5
Rate of mandatory reporting workplace accidents - Employees14 rate 0.65 0.83 0.52
Deaths resulting from work accidents rate ND 0 0
Employees – Fatality rate15 rate 0 0 0

Highlights and Notes:

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
Image Of The SDG 5 - Gender Equality
405-1 Women % of people 40% 40% 40%
Men % of people 60% 60% 60%
Total nº of people 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
Image Of The SDG 16 - Peace, Justice and Effective Institutions
2-25 Cases registered in the Confidential Channel ND 187 203
Image Of The SDG 10 - Reduction of Inequalities
406-1 Complaints about discrimination received on the Confidential Channel ND 8 5
Confirmed cases of discrimination ND 5* **
Image Of The SDG 8 - Decent Work and Economic Growth

Image Of The SDG 16 - Peace, Justice and Effective Institutions
205-1, 205-2 e 205-3 Employees trained in anti-corruption policies and procedures % of people 100% 100% 100%
Operations submitted to corruption-related risk assessment % of operations 100% 100% 100%
Number of confirmed cases of corruption nº of cases 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:

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
Image Of The SDG 16 - Peace, Justice and Effective Institutions
307-1 e 419-1 Fines for social and economic non-compliance R$ (thousands) 0.0 0.0 0.0
Non-monetary sanctions for social and economic non-compliance nº of sanctions 0 0 0
Fines for environmental non-compliance R$ (thousands) 0.0 0.0 0.0
Non-monetary sanctions for environmental non-compliance nº of sanctions 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
Image Of The SDG 16 - Peace, Justice and Effective Institutions
418-1 Outside complaints substantiated by the organization 429 328 280
Complaints received from regulatory agencies or similar official bodies 0 1 0
Identified cases of leaks, theft or loss of client data 0 0 0

Highlights and Notes:

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.

Download PDF of the ESG results release by quarters of 2023:

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