Rapport Annuel Intégré
Pour communiquer de manière transparente sur sa gestion, sa performance, ses défis et ses pratiques de Durabilité, WEG publie chaque année son Rapport Annuel Intégré.
Le Rapport suit les principales méthodologies et cadres internationaux et est vérifié par une tierce partie indépendante.
Materiality
The materiality process aims at helping companies identify priority sustainability topics, considering the internal and external stakeholders’ perception. In addition to being used for strategic plans, it is essential for communication aligned with the company's most relevant sustainability topics.
Attentive to the needs and expectations of its stakeholders, WEG applies its materiality process every two years.
Leadership and employee development
WEG establishes in its Code of Ethics, the incentive for the self-development of employees and that investments in training are made in a fair and strategically effective manner through the evaluation of the essential and managerial competencies of our employees. We respect diversity, not admitting discrimination, prejudice or favoritism of any kind, such as ethnicity, skin color, religion, culture, age, gender, political conviction, nationality, regionality, marital status, sexual orientation, physical and intellectual condition, among others.
In addition, as mentioned in item 7.5, we do not admit any form of moral or sexual harassment, such as insinuations, jokes, proposals or offensive physical acts. We do not accept subtle or explicit pressure to obtain favors, threats, intimidation, provocations and submission of individuals to ridicule or exclusion are also prohibited.
In 2023, we had 307 members of the CIPA (Internal Commission for the Prevention of Accidents and Harassment) elected who were trained in the CIPA course - NR05 - in which a chapter on the theme CIPA and Harassment was included. In this chapter, the contents were addressed:
- Definition of organizational bullying
- Knowledge of Law 14457/22
- Rules of conduct and procedures for receiving and following up on complaints.
- Whistleblowing Channel
- Carry out and record other actions with employees on the topic
In 2023, 8,528 new employees were trained in the Code of Ethics course. All other employees were trained when they joined the company and will undergo new training when there is a revision of the Code.
Performance assessment
The performance and skills assessment is a tool that aims to evaluate the performance of employees in WEG skills, highlighting their potential and opportunities for development.
It is a formal moment for feedback from the immediate superior to the employee, in which the results achieved during the year will be recognized, areas for improvement in development will be identified and career expectations will be aligned, enabling a closer relationship between the immediate superior and the employee.
The performance and skills assessment is aimed at all employees of the company (not managers) and is carried out once a year, preferably on the employee's company anniversary.
The skills assessed in all employees are: communication, knowledge, initiative, productivity, quality, and interpersonal relationships.
And for hourly employees, the following are also assessed: teamwork, attendance and punctuality, discipline, and work safety.
For monthly employees, the specific skills assessed are: creativity and innovation, customer focus, negotiation, and responsibility.
