The search for equal opportunities for all people - regardless of sex, color, ethnic group, age, sexual orientation, social origin, physical or mental capacity - is one of our commitments related to the human rights and non-discrimination. This commitment is stated in the Code of Ethics and Conduct of the Eletrobras Companies and in our guidelines of social responsibility.
Gender and race equity
All our companies have unified policies and share experiences and the development of practices focused on gender issues. In order to contribute to the appreciation and empowerment of women, in August 2010, we adhered to the seven Women's Empowerment Principles, thus reinforcing our commitment to gender equity and respect for human rights. The Women's Empowerment Principles are the result of a partnership between UN Women and the UN Global Compact, to which we are signatories.
In January 2022, Eletrobras companies received the Bloomberg Gender-Equality Index 2022 Seal, integrating the group of 418 institutions, in 45 countries and regions, that are committed to transparency in the disclosure of data on gender equality.
The global benchmark assesses gender equality across five pillars: female leadership and talent pipeline; pay equity and gender pay parity; inclusive culture; anti-sexual harassment policies; and pro-women brand. The seal attests that the companies included in the index adopt the best practices on the subject.
Find out the percentage of women and men in management positions in our companies:
|Employees|| || |||| |||
|Top Management|| || |||| |||
|Junior Management|| || |||| |||
|Management in revenue-generating functions|| || |||| |||
|STEM related positions|||||||| |||
See the percentage of women in the workforce and in management positions from 2014 to 2022:
|Women in the workforce||19%||19%||19%||19%||19%||19%||19%||19%||19%|
Our goal is to have, by 2025, 30% of leadership positions held by women. We are committed to the Equity is a Priority/They Lead Program of the Global Compact, which aims to establish clear goals so that companies that are part of the Brazil Network of the Global Compact increase the number of women in leadership positions.
Workforce Breakdown: Race/ Ethnicity & Nationality:
| || || |||| || |||
|Black or African American||34.9||34.81||37.52||21.8||22.09||24.04|
|Indigenous or Native||0.4||0.38||0.37||0.3||0.27||0.22|
Equity Remuneration (2022):
|Executive Level (base salary only)||49,862.57||54,603.17||0.91|
|Executive level (base salary + other cash incentives)||76,927.57||76,928.67||1.00|
|Management Level (base salary only)||18,216.84||20,483.32||0.89|
|Management Level (base salary + other cash incentives)||36,499.45||39,479.26||0.92|
Total Employee Turnover Rate:
|Total employee turnover rate ||5.85 ||7.01 ||10.04 ||4.32 ||3.66||1.13|
The total annual compensation of the Chief Executive Officer* in 2022 was R$ 1,042,228.33. The median annual compensation of Eletrobras employees was R$ 270,341.42, giving a ratio of 3.855 between them.
*Average total annual compensation (considering fixed + variable remuneration) per member of the statutory Board of Executive Officers
Human Capital Return on Investment (in BRL R$)
|a) Total Revenue||29,714,264,000||29,080,513,000||34,626,834,000||34,074,232,733|
|b) Total Operating Expenses||21,113,478,000||26,371,596,000||29,702,291,000||29,275,307,000|
|c) Total employee-related expenses (salaries + benefits)||5,827,606,000||4,743,852,000||5,273,000,000||6,283,251,000|
|Resulting HC ROI (a - (b-c)) / c||2.47587||1.57104||1.93392||1.76376|
Training & Development Inputs:
|Average hours per FTE of training||31.5||44.92||44.08||50.1||59.91|