Seguridad y salud
WEG está comprometida con la seguridad, el mantenimiento y la mejora de la calidad de vida de sus empleados, proporcionando un entorno seguro y saludable para las actividades diarias.
Algunos de los programas y acciones que promueven la salud, el bienestar y la calidad de vida: Programa Vivir Bien, Campañas de Vacunación, Gimnasia Laboral, Programa de Salud Ocupacional y Vigilancia Médica, Programa de Ergonomía y Programa de Conservación Auditiva de WEG.
Algunos de los programas y acciones que promueven la seguridad: Meta de Reducción de LTFIR, Rutinas de Mapeo de Peligros y Riesgos de Seguridad y Ergonomía, Auditorías de Seguridad, Comisión Interna de Prevención de Accidentes, Programa de Evaluación de Máquinas y Equipos, etc.
WEG también cuenta con iniciativas de capacitación y concienciación sobre temas de salud global, como VIH/SIDA, Tuberculosis y Enfermedades Crónicas No Transmisibles – ENT (ej. hipertensión, diabetes, etc.).
Además de estos programas y acciones, WEG ofrece varios beneficios a los empleados, tales como Plan de Salud, Plan Dental, Seguridad Social WEG, obsequios en fechas conmemorativas, etc.
En 2023, WEG lanzó una campaña de concienciación sobre el uso de teléfonos móviles, advirtiendo sobre los riesgos involucrados cuando estos dispositivos se utilizan en movimiento.
En 2025, WEG comenzó a ofrecer a los empleados en Brasil la plataforma +Salud, una plataforma de salud a través de una aplicación móvil que puede usarse para programar citas médicas con médicos generales, consultas con psicólogos y nutricionistas.
En abril de 2025, el enfoque del Programa VivirBien fue la Salud Mental.
En este mes, la Compañía ofreció conferencias a los empleados sobre los temas de:
- Estrés y Ansiedad;
- Manejo de la Ansiedad;
- Dependencia tecnológica.
Los temas de acoso y salud mental también se trataron en conferencias ofrecidas por la Comisión Interna de Prevención de Accidentes, en junio de 2025.
Equilibrio entre vida y trabajo
Las operaciones de WEG, de acuerdo con las necesidades y definiciones de cada ubicación/país, cuentan con beneficios que proporcionan un equilibrio entre la vida personal y profesional, tales como:
- Programa de gimnasia laboral
- Salas de lactancia y quioscos de servicios
- Programas de apoyo a la paternidad/maternidad
- Horarios flexibles y trabajo desde casa cuando el puesto lo permite
- Apoyo financiero y psicológico para empleados afectados por desastres naturales y enfermedades crónicas
- Programas de escolarización para jóvenes y adultos (recapacitación)
- Programas de salud y bienestar en el lugar de trabajo y en las comunidades donde operamos
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
WEG conducted its first Workplace Climate Survey in 2011, led by an external company, establishing the foundation for structured monitoring of employee engagement. Since 2014, the internal survey has been applied every two years, serving as a systematic tool for collecting data on engagement levels.
In alternating years, the Managerial Competency Assessment is carried out, incorporating recurring leadership‑related questions from the survey. This model ensures annual monitoring of actions that promote workplace climate and allows improvements to be implemented with excellence, especially in executing development initiatives, reinforcing the high‑performance culture.
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.
Qualification Program for people with disability
Aware of the challenges and needs for continuous evolution on different fronts of diversity and inclusion, WEG has been developing important initiatives to improve inclusion management of people with disabilities.
The Qualification for People with Disability program aims at training and developing people with disability to work in operational activities.
Some examples of Diversity and Inclusion Actions already implemented:
- WEG Policy for People with Disability
- Guidebook for Managing People with Disability
- Affirmative Job Openings for People with Disability
- Diversity, equity and inclusion Committee
Collective Agreements
Trade union relations are highly relevant in corporate management, going beyond mere compliance with legal obligations to promote dialogue, balance, and stability in labor relations. They play an important role in valuing human capital and in adapting standards to regional specificities. Responsible corporate conduct in this environment contributes to the mitigation of labor risks, business sustainability, and the generation of long-term value, strengthening organizational competitiveness.
Approximately 95% of employees are covered by collective bargaining agreements.
Development and Qualification
WEG promotes the continuous development of its employees and interns through structured programs of technical and behavioral qualification. Through the WEG Education platform, accessible to all employees, a wide variety of courses are offered in the areas of Technology, Systems and Processes, Health and Safety, and Behavioral. These contents, available in online, in-person, and distance formats, strengthen adaptation to new technologies and the use of digital tools in everyday work.
The training programs are aligned with the needs of the current position or preparation for future positions, directly contributing to the sustainable growth of the organization. A large part of the training is developed and delivered by experienced employees, which values internal talents, promotes the dissemination of organizational knowledge, and strengthens bonds between new and experienced professionals, creating a collaborative environment of continuous learning.
Among the qualification, development, and training programs offered by WEG, the following stand out: QPOP – Professional Qualification of Production Operators, QPET – Professional Qualification of Engineers and Technologists, QPSS – Professional Qualification in Six Sigma, and WAIUP – WEG Artificial Intelligence Upskilling Program, in addition to educational assistance, in-company postgraduate programs, and the WEG Language Program, which provides a learning platform accessible to all employees.
Through the Six Sigma training program, 455 improvement projects were implemented in 2022, and 595 improvement projects in 2023 and 2024.
WEG also continuously invests in the development of its leaders through the Leadership Academy. This initiative promotes programs focused on talent growth at all hierarchical levels, ranging from professionals identified as future leaders to executives. The main goal is to enhance leaders’ performance, consistently aligning them with the company’s mission, vision, values, and culture. For this purpose, each management level has a personalized Development Program, based on the Leadership Pipeline model and WEG’s Managerial Competencies. In this way, we prepare our leaders for the strategic challenges of the different stages of the organizational journey.
