Human Capital

Strengthening of a high-performance culture and well-being of our employees based on integrated and dynamic people management processes that take into account aspects such as meritocracy, career development, knowledge management, diversity, inclusion, quality of life and human rights, among other factors.

Related indicators
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  • Return to work and retention rate after paternal leave by gender

    Change view:

    • wdt_ID Return to work and retention rate after paternal leave by gender 2019³ - Men 2019³ - Women 2020 - Men 2020 - Women
      1 Rate of return¹ 1.01 0.96 1.00 1.15
      2 Retention rate² 0.90 0.88 0.92 0.95
    1. Calculated by dividing the total number of employees who actually returned from maternity/paternity leave in the reporting period (or who are expected to return next year, after the reporting cycle) by the total number of employees who took their leave. 2. Calculated by dividing the total number of employees who were still working at the company 12 months after returning from maternity/paternity leave by the total number of employees who returned from leave. 3. The 2019 data were corrected according to the calculation rationale proposed.

    Additional information:

    In 2020, there was an improvement in the results of the retention rate indicator for men and women. This may be related to the effectiveness of the company’s practices aimed at the wellbeing of fathers, mothers and newborns, such as the right to extended parental leave and the entire support structure offered to pregnant and lactating women.