Safety and health
WEG is committed to the safety, maintenance and improvement of the quality of life of its employees, providing a safe and healthy environment for daily activities.
Some of the programs and actions that promote health, well-being and quality of life: Living Well Program, Vaccination Campaigns, Labor Gymnastics, Occupational Health and Medical Surveillance Program, Ergonomics Program and WEG Hearing Conservation Program.
Some of the programs and actions that promote safety: LTFIR Reduction Goal, Routines for Mapping Safety and Ergonomics Hazards and Risks, Safety Audits, Internal Accident Prevention Commission, Machine and Equipment Assessment Program etc.
WEG also has training and awareness initiatives on global health issues, such as HIV/AIDS, Tuberculosis and Chronic Noncommunicable Diseases – NCDs (e.g. hypertension, diabetes, etc.)
In addition to those programs and actions, WEG offers various benefits to employees, such as Health Plan, Dental Plan, WEG Social Security, gifts on commemorative dates etc.
In 2023, WEG launched an awareness campaign about the use of cell phones, warning about the risks involved when these devices are used on the move.
In 2025, WEG started to offer to employees in Brasil the +Saúde platform, a health platform through a mobile app that can be used to schedule medical appointments with general practicioners, consultations with psychologists and nutritionists.
In April 2025, the focus of the ViverBem Program was on Mental Health.
In this month, the Company offered lectures to employees on the themes of:
- Stress and Anxiety;
- Anxiety Management;
- Technological dependency.
The themes of harassment and mental health were also covered on lectures offered by The Internal Comission for Accident Prevention, in June 2025.
Life and work balance
WEG operations, according to the needs and definitions of each location/country, have benefits that provide a balance between personal and professional life, such as:
- Workplace gymnastics program
- Breastfeeding rooms and service kiosks
- Paternity/maternity support programs
- Flexible hours and Home Office when the role allows
- Financial and psychological support for employees affected by natural disasters and chronic illnesses
- Schooling programs for young people and adults (upskilling)
- Health and well-being programs in the workplace and in the communities where we operate
Child education support program
WEG Offers through the Child education support program possibilities for childcare during working hours, through agreements with:
- Municipal Child Education Centers;
- Private Child Education Centers;
- Childcare support benefit through payroll discount
WEG provides maternity protection for employees in Brazil, granting the right to 120 days of maternity leave, and 5 days for the father, in accordance with Brazilian law.
Psychosocial Support
Psychology:
- Support for the Mental Health Program;
- Support for leaders;
- Assistance to employees with mental health concerns (e.g., grief, emergencies/crises, work-related distress, and/or behavioral dependencies).
Social Services:
- Assistance and guidance to employees in situations of vulnerability (e.g., financial difficulties, family conflicts, substance abuse);
- Support for leaders;
- Monitoring of people with disabilities (PwD);
- Referral of mental health and working condition cases to promote well-being;
- Guidance on access to services, rights, and benefits;
- Encouragement of continuing education for professional and personal development;
- Follow-up of conflicts and psychosocial issues in partnership with a multidisciplinary team.
Retiring Preparation Program
Since 1985, through an initiative of one of its founders, Mr. Eggon João da Silva, WEG has aimed to provide knowledge and foster reflection among employees, helping them develop life projects for their third career.
Organizational Climate Management
At WEG, we believe that a good work environment is built on active listening and the participation of everyone. Our organizational climate management is structured in steps that promote dialogue, identify improvement opportunities, and strengthen a high-performance culture.
The Internal Organizational Climate Survey is a tool that indicates the level of employee engagement with the company through data collection. The survey is already consolidated across all units in Brazil, and in the previous cycle, it was also applied in Portugal, China, Dubai, and Central Asia. In 2025, the process is expanding to other international branches, reinforcing WEG’s commitment to continuous global listening.
Based on the results, strategies and actions are outlined to build a more inclusive, innovative, and high-performance environment.
Climate Survey Update – 2025 Cycle
In this cycle, the survey underwent a methodological revision, including the "Balance and Well-being" section, which evaluates employees’ perceptions regarding health, safety, workload, and the balance between personal and professional life. This change reflects WEG's commitment to holistic care for people and aligns with ESG practices.
Furthermore, the questionnaire was expanded to 50 questions, including e-NPS and diversity self-declaration.
The presentation of results was also updated, moving from Tableau to Power BI, with data available to all leaders according to their level.
Important: Results have evolved with each cycle, thanks to the joint work between managers and employees; however, due to changes in the questionnaire and research structure, this cycle’s results are not directly comparable to previous cycles. The new approach aims to provide a broader and updated view of the employee experience.
External recognition
As a highlight in people management, WEG has received external recognition as "a place where everyone wants to work" (employer of choice). Mexico has been recognized for 12 years with the Super Empresas Expansión award. In 2024, she was recognized again in this award.
Code of Ethics
The WEG Code of Ethics plays an important role in establishing the conduct expected from our employees and other stakeholders, as well as in reinforcing WEG's commitment to promoting a culture of respect for others.
Promoting Diversity, Equity and Inclusion
Understanding the importance of the role of leaders for Diversity and Inclusion, WEG has a training module in the Leadership Academy dedicated to the topic.
The WEG Leadership Academy is part of the Leadership Development Program, which aims at providing new leaders with immersion in the WEG culture and point out the importance of their role in the people management process.
In addition to the training module at the Leadership Academy, lectures and workshops have been held to engage and raise awareness among managers.
Training on the WEG Code of Ethics for all employees also encompasses issues of Diversity, Equity and Inclusion.
Programme de Qualification pour personnes Handicapées
Attentive aux défis et aux besoins d'évolution continue sur différents fronts de la diversité et de l'inclusion, WEG développe d'importantes initiatives pour faire évoluer la gestion de l'inclusion des personnes handicapées. Le programme QPcD - Qualification pour personnes Handicapées vise à former et développer les candidats PcDs pour un travail dans les activités opérationnelles.
Quelques exemples d'Actions pour la Diversité et l'Inclusion déjà mises en place:
- Politique WEG pour les Personnes Handicapées (PcDs)
- Brochure de directives pour la gestion des personnes handicapées
- Places affirmatives pour PcD
- Comité d'Inclusion Professionnelle
Conventions collectives
Environ 95 % des salariés sont couverts par des conventions collectives.
Développement et Formation
WEG promeut le développement continu de ses collaborateurs et stagiaires grâce à des programmes structurés de qualification technique et comportementale. À travers la plateforme WEG Education, accessible à tous les collaborateurs, une large variété de cours est proposée dans les domaines de la Technologie, des Systèmes et Processus, de la Santé et Sécurité et du Comportemental. Ces contenus, disponibles en formats en ligne, présentiel et à distance, renforcent l’adaptation aux nouvelles technologies et l’utilisation des outils numériques dans le travail quotidien.
Les formations sont alignées sur les besoins du poste actuel ou sur la préparation à de futures fonctions, contribuant directement à la croissance durable de l’organisation. Une grande partie des formations est développée et dispensée par des collaborateurs expérimentés, ce qui valorise les talents internes, favorise la diffusion des connaissances organisationnelles et renforce les liens entre les nouveaux professionnels et les plus expérimentés, créant ainsi un environnement collaboratif d’apprentissage continu.
Parmi les programmes d’élévation, de développement et de qualification proposés par WEG, on peut citer : QPOP – Qualification Professionnelle des Opérateurs de Production, QPET – Qualification Professionnelle des Ingénieurs et Technologues, QPSS – Qualification Professionnelle en Six Sigma et WAIUP – WEG Artificial Intelligence Upskilling Program, en plus des aides scolaires, programmes de troisième cycle in company et du Programme de Langues WEG, qui met à disposition une plateforme d’apprentissage accessible à tous les collaborateurs.
Grâce au programme de formation Six Sigma, 455 projets d’amélioration ont été mis en œuvre en 2022, et 595 projets d’amélioration en 2023 et 2024.
WEG investit également en permanence dans le développement de ses dirigeants grâce à l’Académie de Leadership. Cette initiative propose des programmes axés sur la croissance des talents à tous les niveaux hiérarchiques, allant des professionnels identifiés comme futurs leaders jusqu’aux cadres dirigeants. L’objectif principal est de renforcer la performance des leaders, en les alignant de manière cohérente sur la mission, la vision, les valeurs et la culture de l’entreprise. Pour ce faire, chaque niveau de gestion dispose d’un Programme de Développement personnalisé, fondé sur le modèle du Leadership Pipeline et sur les Compétences Managériales de WEG. Ainsi, nous préparons nos leaders aux défis stratégiques des différentes étapes du parcours organisationnel.
