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. To access ESG indicators from previous years, select the desired year using the button.
Highlights – Quarters of 2024
Highlights of the 4th Quarter of 2024
Transformative education and commitment to sustainability
Last quarter, we celebrated the 26th edition of the Prêmio Educador Nota 10, an initiative by Instituto SOMOS that reaffirms our commitment to valuing quality education and educators. This edition saw significant milestones, such as a 5% increase in entries compared to last year, totaling more than 2,700 projects submitted. We would like to highlight the growing participation of public school teachers, who represented 93% of the entries.
The awards ceremony, held at the Pinacoteca de São Paulo, was supported by strategic partners such as Nova Escola, Ensina Brasil, Instituto Rodrigo Mendes and Fundação Varkey. With innovative projects in the areas of Sustainability, Human Rights and Innovation and Technology, the finalist educators were evaluated by a renowned panel of judges, including experts such as Claudia Costin and Lino de Macedo. These projects, in addition to being awarded, strengthen our contribution to the educational development of Brazil.
Final classification by axis of the winning projects after evaluation by the panel of judges:
Human Rights
- 1st place: Alana Calado Franco, from Angra dos Reis (RJ), from E.M. Quilombola Áurea Pires da Gama, with the project “Educa Bracuí”;
- 2nd place: Angélica Kimie Inada, from Sorocaba (SP), from Escola Estadual Professor José Quevedo, with the project “Verses of Equality”;
- 3rd place: Liliane Machado, from Rio de Janeiro (RJ), from Colégio Pedro II, with the project “Representations of feminicide in Brazilian literature”.
Innovation and Technology
- 1st place and Grand Winner – Educator of the Year: Helder Guastti da Silva, from João Neiva (ES), from Pedro Nolasco Municipal Elementary School, with the project “Como diz o outro…”;
- 2nd place: Maurício Soares, from Juazeiro do Norte (CE), from the Instituto Federal do Ceará – Campus Juazeiro do Norte, with the project “Exploring Space: Exploring the Solar System with Tactile Experiences – An Inclusive Proposal for Teaching Physics and Astronomy”;
- 3rd place: Givanilda Antunes, from Mogi Mirim (SP), from CEMPI Profa Maria de Lourdes Ferraz Guimarães, with the project “Life and movement in the Nursery”.
Sustainability
- 1st place: José Simões de Andrade, from Santos (SP), from the Professor Avelino da Paz Vieira Municipal Education Unit, with the project “Clean beach, sustainable future: Facing the challenges of pollution caused by man in the beach ecosystem”;
- 2nd place: Raifran Abidimar de Castro, from Açailândia (MA), from the Maranhão Federal Institute – Açailândia Campus, with the project “Educational game ‘DanTUS’ as a teaching/learning object on mitigating the effects of Climate Change with Sustainability”;
- 3rd place: Juliana Gracieti Sperber, from Itajaí (SC), from CEI Cecilia Santiago Dias, with the project “Quintal das Sensações”.
Another major highlight of the fourth quarter of 2024 was the IV Education & ESG Forum. For the fourth consecutive year, the Forum provided a rich space for discussions on these crucial topics for building a more sustainable and fair future.
With the participation of renowned experts and professionals from various areas, the event stood out for the depth of reflections and the exchange of experiences that aim to promote a real impact. The Forum was structured in three panels, which addressed essential topics for the ESG agenda:
Risk and Opportunity Management in the ESG Agenda
The afternoon began with a panel on risk and opportunity management in the ESG agenda, moderated by Marina Pequeneza, Sustainability and Social Impact Manager at Cogna. The discussion focused on how companies can mitigate the risks associated with ESG criteria, in addition to identifying strategies that generate economic and reputational value. Among the panelists, the following stood out: Ana Paula de Almeida, President of IDIS – Member of the OAB/SP Board, Flavio Gozzoli, Audit and ESG Assurance Partner at KPMG, and Marina Lazzarini, Sustainability Specialist at Schneider Electric.
Climate Change – The Intersection between Government and Business
The second panel addressed the collaboration between governments and businesses to address climate change. The moderator was Juliano Griebeler, Partner and Director of Institutional Relations at Cogna. Panelists Carolina Maciel, Executive Director of Rede Mondó, and Suelma Rosa, Vice President of Corporate Affairs for Latin America at Pepsico, discussed how to align public policies and corporate strategies to promote sustainability and the transition to a low-carbon economy, emphasizing the importance of mutual commitment to achieving ambitious climate goals.
Communication and Engagement in the Sustainability Agenda
The last panel of the afternoon was dedicated to communication and engagement in the sustainability agenda. Moderated by Deborah Rodrigues, Partner and Head of Public Relations at Cogna, the debate explored the importance of establishing clear standards for measuring and communicating sustainability actions, aligning them with the expectations of different audiences. Panelists Guto Lobato, Corporate ESG Education Manager at Grupo Report, Renata Lamarco, Head of Marketing at Dengo Chocolates, and Wal Flor, CEO of Agência Flow.Ers, shared their experiences.
Cogna’s 4th Education & ESG Forum was a milestone in promoting dialogues on the challenges and solutions for a more sustainable and fair world. Through enriching debates, the event reaffirms Cogna’s commitment to contributing to a more inclusive and environmentally responsible society. Education plays a central role in this process, and the partnership between companies, government and civil society is essential to transform ideas into concrete actions that positively impact future generations.
Supported Organizations and Movements | |
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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 | |
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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 | |
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TEVA – Women in Leadership (TEVAELAS Index) | Since 2021 |
Corporate Sustainability Index (ISE B3) | 2022/2023 Portfolio 2023/2024 Portfolio |
Great Place to Work Index (IGPTW B3) | Portfolio 2022/2023 |
Carbon Efficient Index (ICO2 B3) | Portfolio 2022/2023 Portfolio 2023/2024 |
Bloomberg Gender-Equality (GEI Index) | Portfolio 2023 |
Learn more about our recognitions, indices and ratings in sustainability.
Environmental
SDG | GRI | Water withdrawn2(m3) | Unit. | 1Q2024 | 2Q2024 | 3Q2024 | 4Q2024 |
---|---|---|---|---|---|---|---|
303-3 | Groundwater | m³ | 32,204 | 31,034 | 28,868 | 30,616 | |
Utility supply | m³ | 57,935 | 61,743 | 55,074 | 58,658 | ||
Total | m³ | 90,140 | 92,778 | 83,942 | 89,274 |
Highlights and Notes:
4Q2024
- The 22% reduction in volume recorded in 4Q24 compared to 4Q23 is due to the fact that, in the previous year, the DC operated with high demand driven by PNLD deliveries. The 6% increase in water consumption compared to 3Q24 can be attributed to the high temperatures of the period, which influenced the demand for air conditioning use.
3Q2024
- In the 3rd quarter of 2024, we observed lower water consumption compared to the same period in 2023. This decrease is the result of fewer leaks, which were identified more quickly, with the start of the implementation of the water efficiency project and lower production demand at our distribution center. The water efficiency project aims to save 23% in water consumption at the 23 Higher Education units with the highest consumption;
- Historically, the third quarter records lower water consumption compared to the second quarter, due to the holidays that occur in July.
2Q2024
- In the 2nd quarter of 2024, we observed lower water consumption compared to the same period in 2023. This decrease is due to the reduction in leaks (which began to be identified more quickly), with the start of the implementation of the water efficiency project in eight higher education units and low production demand in our distribution center;
- The water efficiency project aims to save 23% in water consumption in the 23 Higher Education Institutions with the highest consumption.
1Q2024
- In the 1st quarter of 2024, we observed lower water consumption compared to the same period in 2023, this decrease is due to the reduction in leaks (which began to be identified with greater speed), with the beginning of the implementation of the water efficiency project in eight higher education units and low production demand in our distribution center;
- The water efficiency project aims to save 23% in water consumption in the 23 Higher Education Institutions with the highest consumption. The implementation is expected to be completed by the end of 2Q2024.
SDGs | GRI | Internal energy consumption | Unit. | 1Q2024 | 2Q2024 | 3Q2024 | 4Q2024 |
---|---|---|---|---|---|---|---|
302-1 | Total energy consumed | GJ | 42,566 | 48,265 | 41,635 | 48,570 | |
Percentage of energy from renewable sources3 | % | 90% | 85% | 86% | 91% |
Highlights and Notes:
4Q2024
- This quarter, there was an increase in energy consumption compared to 4Q23 and 3Q24, due to the greater use of air conditioning in our units and offices, as a result of the increase in temperatures that hit the country.
3Q2024
- In the 3rd quarter of 2024, there was an increase in energy consumption compared to 3Q23, due to the greater use of air conditioning in our units and offices, as a result of the increase in temperatures that hit the country;
- Energy consumption was lower compared to the previous quarter, due to the low attendance of students due to the vacations that occur in July;
- As a positive highlight, in this quarter, we migrated to the free energy market the units of Vitória da Conquista (BA), Guarapari (ES), Valparaíso de Goiás (GO), Londrina - Campus Niterói (PR), Alvorada (RS) and Cascavel (RS), in line with our commitment to increase energy consumption from renewable sources by 2025.
2Q2024
- In the 2nd quarter of 2024, there was an increase in energy consumption compared to 1Q24 and 2Q23, due to the greater use of air conditioning in our units and offices, resulting from the increase in temperature that hit the country;
- In May, the teaching unit in Vila Mariana, São Paulo, migrated to the free energy market, in line with our commitment to increase energy consumption from renewable sources by 2025.
1Q2024
- In the 1st quarter of 2024, we observed lower energy consumption than in the last quarter (4Q2023), resulting from the period of reduced production demand in our distribution center – with less use of machines and equipment;
- In March, the teaching unit in Bacabal, Maranhão, migrated to the free energy market, in line with our commitment to increase energy consumption from renewable sources by 2025.
Social
Highlights and Notes:
4Q2024
- Continuing our Diversity and Inclusion initiatives, we made progress this quarter in including people with disabilities in the job market. In partnership with the consulting firm Wise Hands, we launched a program that offers full scholarships for training in the administrative area. The initiative aims to strengthen the qualifications of these professionals and expand their employability opportunities, including the possibility of being hired by our educational institutions and corporate offices.
3Q2024
- Continuing our Diversity and Inclusion actions, in July we promoted a dialogue with our LGBTQIAPN+ people to discuss their experiences in the job market and at Cogna. This month, we also promoted and encouraged our professionals to take the Ethnic-Racial Diversity course at the Corporate University (UniCo);
- In September, we celebrated the Month of People with Disabilities with a live event involving our professionals with disabilities. This initiative also promoted the UniCo course on Inclusion of People with Disabilities and reinforced the PwD self-declaration campaign;
- Another important highlight of September is that we became signatories of the Movement for Racial Equity (Mover), a non-profit association made up of more than 50 companies that, together, employ more than 1.3 million workers. The movement works collaboratively to ensure that black people have access to more opportunities in the job market.
2Q2024
- In continuation of the diverse talent pool plan, specific pools were created for people with disabilities and black people, both of which ended 2Q2023 with more than 1,168 applications. During this period, we hired 735 black employees, 16 of whom were in coordinator positions or above. We also hired 86 people with disabilities and 9 women for manager positions or above. In addition, to support leaders and ensure adequate, inclusive and non-discriminatory interview processes, we created a Manager's Guide, which includes a module on Diversity and Inclusion;
- In May, we held a live event together with the Compliance area to talk about the fight against LGBTphobia and reinforce our Code of Ethics and Reporting Channel. During LGBTQIAPN+ Pride Month (June), we brought the company together for another live event with employees from the affinity group to share their experiences and discuss a respectful and welcoming environment, in addition to reinforcing our commitment to the inclusion of people from the community at Cogna;
- The Black Women Trainee Program also concluded during the quarter, in which 9 women were hired in specialist, coordination and supervision positions. The program had a retention rate of 69%.
1Q2024
- In line with our diversity plan and goals, we created specific talent pools for people with disabilities and people of color, with a focus on increasing our diverse talent base. As a result, during the period we hired more than 40 black people for leadership positions (from coordination) and 30 PwDs to form our teams;
- In March, we held a conversation with our female leaders, an action proposed by our DIVERS@ affinity group that looks at gender issues in the company. Still on affinity groups, in the last period we sought to enhance them. The groups, which aim to expand relationship networks, empathetic listening and the exchange of real experiences, aiming to maintain a healthy and inclusive climate for everyone, currently have more than 800 employees.
* 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), 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 in our network;
- We encourage the implementation of social projects that serve communities located around our campuses through service learning, experiential education so that students engage in activities that meet human and community needs, along with opportunities for reflection aimed at achieving the desired learning outcomes;
- We maintain a Corporate Volunteer Program anchored in Somos Futuro, which enables students from public schools to attend high school at one of our partner educational institutions. Our employees participate as interviewers during the selection process and monitor the students' entire educational trajectory, acting as mentors.
Highlights and Notes:
4Q2024
- During the period, the main employee accidents were cuts and punctures to fingers and hands, which occurred in circulation areas and laboratories. Inspections were carried out at the workplace to identify risk situations and implement preventive plans;
- This quarter, there was an increase in the volume of hiring for the "Back to School" campaign and for the inventory at the São José dos Campos Distribution Center. The SESMT team, together with the leaders, reinforced the guidelines and carried out inspections in the areas, which resulted in a reduction in near-misses and work-related accidents, even during the period of high demand.
3Q2024
- The difference in the number of employees trained between 3Q4 and 3Q23 is due to the automation of mandatory course reminders - implemented last year. The increase in the average number of hours of health and safety training per participant, compared to 2Q24, is attributed to mandatory courses for new CIPA members;
- During the period, the main employee accidents occurred in internal circulation areas, resulting in falls on staircases, in addition to accidents in administrative areas and laboratories. Inspections were carried out at the workplace to identify risk situations and implement preventive plans;
- During the quarter, we promoted health actions, events and live broadcasts, including the Health Space Moment in the offices and blood donation campaigns. We sent a notice guiding employees and students on how to act in emergency situations. We also disclosed the Mental Health Journey procedure and made Mental Health training available at the Corporate University to all employees. Additionally, we held the SIPAT (Internal Week for the Prevention of Accidents at Work) at the Distribution Center.
2Q2024
- The difference in the number of employees trained between 2Q4 and 2Q23 is due to the automation of mandatory course reminders - implemented last year;
- During the period, the main causative agents were staircases (3), furniture (4) and sharp objects (4). Inspections were carried out at the workplace to identify risk situations and implement preventive plans;
- During the quarter, we held the Green April Workshop, in which we spoke with priority areas about procedures for hiring and managing third parties, in addition to care for high-risk activities and good practices;
- Another initiative was the 2nd Mega SIPAT, during which we addressed topics such as: Health and Safety Policy and Near-Accident Reporting; Mental Health in the Digital Age; Spine Care; Harassment and Forms of Violence; and the Art of Identifying Hidden Risks in Everyday Situations. The event was held online with the participation of professionals specialized in each topic and generated an audience of more than 2,000 people during the week.
1Q2024
- This quarter, there was a reduction in accidents due to inspections carried out at workplaces, identifying risk situations and implementing preventive plans;
- Additionally, reports of near misses resulted in the initiation of action plans to mitigate risks with the potential to cause damage.
Governance
SDG | GRI | Diversity in the Board of Directors | Unit. | 1Q2024 | 2Q2024 | 3Q2024 | 4Q2024 |
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405-1 | Women | % of people | 40% | 33% | 33% | 33% | |
Men | % of people | 60% | 67% | 67% | 67% | ||
Total | nº of people | 5 | 6 | 6 | 6 |
Highlights and Notes:
- In April/24, elections were held for the Council, with Luiz Alves Paes de Barros becoming part of the body;
- 50% of the seats on Cogna's Board of Directors are occupied by people belonging to minority groups, such as women and LGBTQIAP+. One of the goals of the Cogna Commitments for a Better World is to have representation of these audiences in at least 1/3 of the positions by 2025. The goal was reached and exceeded in 2022.
*There are 4 cases in the investigation process.
Highlights and Notes:
4Q2024
- We expanded the confidential channel to reach a wider audience, including places where this communication did not previously exist. We installed QR Code signs in corporate offices, distribution centers and educational institutions, in addition to making the channel link available directly on the student portal. This increased access and visibility may have contributed to the increase in the number of cases recorded this quarter in comparison, reflecting greater awareness and confidence in the use of the channel;
- This quarter, two cases of discrimination were confirmed, resulting in a warning for an employee and the expulsion of a student from the college.
3Q2024
- This quarter, the number of reported cases was lower compared to 2Q24, due to our students' vacation period. In addition, we continued to work hard to publicize the Cogna Confidential Channel, encouraging the reporting of any situation related to discrimination, harassment and deviations from the Code of Conduct;
- We received two reports of the same situation of discrimination, which were confirmed. The applicable disciplinary measures were taken.
2Q2024
- In the historical series, the number of cases registered in the Confidential Channel has increased. This increase is due to the intense work of publicizing the Cogna Confidential Channel to report any situation related to discrimination, harassment and deviations from the Code of Conduct;
- The first quarter is the vacation period for our students, and therefore, the number of registered cases is lower.
1Q2024
- The two confirmed cases were situations of moral harassment with a discriminatory bias. For both, dismissal was applied as a disciplinary measure;
- This quarter, we also promoted the "Forms of Harassment and Discrimination" course, launched at the end of last year. The course is part of the mandatory training track at the Corporate University, for all monthly payers at the Company.
Highlights and Notes:
- We did not record significant sanctions or fines related to 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 drawn up robust action plans to manage this risk with reviews and adjustments to procedures.
Highlights and Notes:
4Q2024
- The increase in the number of cases in 4Q24 compared to the same period in 2023 can be explained by the update to the Privacy Portal, which now allows for a more detailed analysis and reclassification of data subject requests. As a result, the Company began to more efficiently record cases involving data subject rights provided for in the LGPD;
- The 77% reduction in the number of cases this quarter compared to 3Q24 is related to the return to school period, which usually sees an increase in complaints, especially on topics such as ProUni and Fies, which were not recorded in 4Q2024.
3Q2024
- This quarter, the number of reported cases was lower compared to 2Q24, due to our students' vacation period. In addition, we continued to work hard to publicize the Cogna Confidential Channel, encouraging the reporting of any situation related to discrimination, harassment and deviations from the Code of Conduct;
- We received two reports of the same situation of discrimination, which were confirmed. The applicable disciplinary measures were taken.
2Q2024
- The two complaints received from regulatory agencies or similar official bodies refer to requests from data subjects to the National Data Protection Authority (ANPD) for the deletion of personal data and the cessation of advertising communications. Both cases had already been received by the responsible area and promptly addressed. We are awaiting a response from the ANPD;
- The decrease in the volume of complaints is due to the update on the Privacy Portal to allow the reclassification of requests opened by the data subject. In this way, it is possible, after analyzing the case, to identify and classify whether the request in fact refers to the rights of data subjects provided for in the LGPD. Previously, other types of complaints (such as those related to academic and secretarial issues) were reported and considered for the Portal's volume.
1Q2024
- The number of requests received has been decreasing over time, a fact that is due to the adoption of the holder's consent to the Privacy Policy or Privacy Notice when obtaining their data, in which we collect only the strictly necessary information. The first quarter tends to have a higher volume of requests received as it is the registration period.
Footnotes | |
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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.