We invest in training and development programs to improve skills and competencies, using the average number of training hours per employee as a performance indicator.
One of the programs, the Belo Monte Opportunities Program, includes the Young Apprentice initiative, which offers specialized training to local residents, contributing to the development of valuable skills for the job market.
These programs reflect Norte Energia’s concern with the development of its employees, increasing the Company’s competitiveness and the level of satisfaction of its team. Our focus is on the professional development of our talents, offering training and development opportunities to improve skills and competencies.
Our results demonstrate our efforts to promote continuous learning and professional advancement of our talents.
Average hours of training per year, per gender
| Gender | 2022 | 2023 | 2024 |
|---|---|---|---|
| Male | 32.09 | 60.75 | 29.07 |
| Female | 34.09 | 65.19 | 10.92 |
| Average hours trained | 32.69 | 61.94 | 23.98 |
Note: the calculation reflects the total number of hours by gender divided by the total number of active employees by gender, in December 2024.
Average hours of training by functional category
| Categories | 2022* | 2023 | 2024 | |||
|---|---|---|---|---|---|---|
| Total hours | Average hours | Total hours | Average hours | Total hours | Average hours | |
| Leadership | 14.78 | 533.25 | 533.25 | 28.07 | 213.50 | 10.68 |
| Middle managers and qualified technicians | 46.87 | 13,801.25 | 13,801.25 | 51.12 | 6,053.00 | 25.01 |
| Support professionals and team | 7.97 | 15,181.50 | 15,181.50 | 86.26 | 3,928.50 | 25.18 |
| Total | 32.69 | 29,516.00 | 29,516.00 | 63.48 | 10,195.00 | 24.39 |
Note: leadership: executives and superintendents; middle managers and qualified technicians: managers, specialists, and analysts; professionals and support staff: administrative, technical, and operational staff. *In 2022, the total number of hours was not reported
People
8 - Decent work and economic growth (Target 8.6)