ESG Indicators – 2024

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 1st Quarter of 2024

Imagem de destaque que ilustra as seções de indicadoresOur collection of achievements continues to grow…

Once again we were recognized for our efforts, in recent weeks we received the Social Bond of The Year award, promoted by Environmental Finance. In August 2023, we made history by announcing the first Social Bond within the national educational sector. The 500 million reais (equivalent to US$100 million) bond was praised as “unique” by one of the Sustainable Debt Awards judges, who described it as “a rare opportunity to promote access to education for vulnerable communities across the world.” Brazil” in addition to highlighting that the issuance has “clear impact metrics to support the objectives, as well as the use of clearly defined resources”.

The resources acquired are being directed to promoting high-quality courses at low costs. An innovative feature of the issue was the specific definition of a target population: investments must meet the criteria to benefit socially vulnerable communities – the educational unit must be located in small municipalities, with less than 50 thousand inhabitants and present a Development Index Human (HDI) medium, low or very low (less than 0.700). Furthermore, we must be the only educational institution to offer at least one undergraduate course in the city, thus ensuring that the opening of the center represents a valuable addition to the municipality. This significant achievement reflects our values and purpose of encouraging people to build a better version of themselves, through education.

Another important recognition this year is that, for the second year in a row, we were recognized by Great Place To Work® Brasil as one of the best companies for women to work for. Currently, 63% of our employees and 47% of our leaders (equal to and above management) are women. We also maintain the public goal of reaching 50% of leadership positions (equal to and above management) held by women by 2025.

Our sustainability strategy, aligned with best ESG practices, seeks to generate value for our stakeholders and society. We have made significant progress in meeting the goals set out in the “Cogna Commitments for a Better World” manifesto, which reflect the company’s commitment to sustainable development:

  • Measure the impact of GHG emissions on the Company’s operations, stipulating targets and commitments for mitigation and compensation:
  • We have mapped our emissions since 2019, covering the three scopes of the GHG Protocol. A Verification Body has audited this data, ensuring its accuracy. The 2022 inventory received recognition from the Brazilian GHG Protocol Program, achieving the highest level of certification. In December, we made a voluntary target based on the Science-Based Targets Initiative (SBTI) to reduce total GHG emissions by 50.4% across the three scopes by 2032.

  • Train 100% of employees in health and safety:
  • In 2023, the health and safety course became mandatory during the employee integration process. By December, 95% of leaders had completed the course.

  • Integrate ESG goals into senior leadership’s 100% variable remuneration policies:
  • Since 2022, ESG goals have been part of senior leadership’s variable remuneration. In 2023, this practice was extended to all leaders and employees, reinforcing sustainability as a strategic pillar.

  • Have representation of at least 1/3 of women, black people, LGBTQIA+ on the Board of Directors:
  • Currently, 60% of the seats on the Board of Directors are occupied by representatives of minority groups, including women and members of the LGBTQIAP+ community.

All information about Cogna’s ESG agenda strategy is shared on the website:, where it is possible to obtain more information and access the 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.


SDG GRI Water withdrawn2(m3) Unit. 1Q2024
Image of the SDG 6 logo - Clean Water and Sanitation
303-3 Groundwater 32,204
Utility supply 57,935
Total 90,140

Highlights and Notes:


  • 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
Image of the SDG 12 logo - Responsible Consumption and Production

Image of the SDG 13 logo - Action Against Global Climate Change
302-1 Total energy consumed GJ 42,566
Percentage of energy from renewable sources3 % 89.5%

Highlights and Notes:


  • 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.


SDG GRI Diversity in the work force by functional category Unit. 1Q2024
Image of the SDG 5 logo - Gender Equality
405-1 C-level – Women % of people 23.1%
C-level – Men % of people 76.%
Total - C-level4 nº of people 13
Leaders – Women (above management level) % of people 44.9%
Leaders – Men (above management level) % of people 55.1%
Total – Leaders (above management level)6 nº of people 626
Academic faculty – Women % of people 56.4%
Academic faculty – Men % of people 43.6%
Total – Academic faculty7 nº of people 10,048
Coordinators and Administrative – Women % of people 69.4%
Coordinators and Administrative – Men % of people 30.6%
Total – Coordinators and Administrative8 nº of people 14,245
Total - Women % of people 63.5%
Total - Men % of people 36.5%
Total - Employees nº of people 24,932

Highlights and Notes:


  • 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.

SDGs GRI Indirect economic impact* 9 Unit. First Half 2023 Second Half 2023
Image of the SDG 4 logo - Quality Education

Image of the SDG 10 logo - Reducing Inequalities
103-2, 103-3, 203-1, 103-2 e 413-1 Social projects 294 1,248
People benefited 33,844 372,985
Students and teachers involved 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. 1Q2024
Image of the SDG 3 logo - Health and Well-Being
403-5, 403-9 and 403-10 % of units covered by the Risk Management Program (PGR) % 100%
Total employees trained in health and safety10 nº of people 3,705
Average number of hours training in health and safety per participant11 1.5
Accidents with and without lost time18 8
Employees – Injury frequency rate12 rate 0.8
Accidents with serious consequences19 0
Employees – High-consequence injuries rate13 rate 0
Mandatory reporting accidents20 5
Rate of mandatory reporting workplace accidents - Employees14 rate 0.5
Deaths resulting from work accidents rate 0
Employees – Fatality rate15 rate 0

Highlights and Notes:


  • 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.


SDG GRI Diversity in the Board of Directors Unit. 1Q2024
Image of the SDG 5 logo - Gender Equality
405-1 Women % of people 40%
Men % of people 60%
Total nº of people 5

Highlights and Notes:

  • 60% 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 was to have representation of these audiences in at least 1/3 of the positions by 2025. The goal was reached and surpassed in 2022, when there was the election for the new Council, which has a mandate until August 2024.

SDG GRI Ethical behavior Unit. 1Q2024
Image of the SDG 16 logo - Peace, Justice and Effective Institutions
2-25 Cases registered in the Confidential Channel 170
Image of the SDG 10 logo - Reducing Inequalities
406-1 Complaints about discrimination received on the Confidential Channel 12
Confirmed cases of discrimination 2*
Image of the SDG 8 logo - Decent Work and Economic Growth

Image of the SDG 16 logo - Peace, Justice and Effective Institutions
405-1 Employees trained in anti-corruption policies and procedures % of people 100%
Operations submitted to corruption-related risk assessment % of operations 100%
Number of confirmed cases of corruption nº of cases 0

*There are 4 cases in the investigation process.

Highlights and Notes:


  • 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.

SDG GRI Compliance Unit. 1Q2024
Image of the SDG 16 logo - Peace, Justice and Effective Institutions
307-1 e 419-1 Fines for social and economic non-compliance R$ (thousands) 0.0
Non-monetary sanctions for social and economic non-compliance nº of sanctions 0
Fines for environmental non-compliance R$ (thousands) 0.0
Non-monetary sanctions for environmental non-compliance nº of sanctions 0

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.

SDG GRI Customer data privacy Unit. 1Q2024
Image of the SDG 16 logo - Peace, Justice and Effective Institutions
418-1 Outside complaints substantiated by the organization 185
Complaints received from regulatory agencies or similar official bodies 0
Identified cases of leaks, theft or loss of client data 0

Highlights and Notes:


  • 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.

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 2024: