Learning and Development

Our people

We currently have over 5,800 direct employees, of which around 3,600 are in Brazil, more than 2,100 in Peru and nearly 30 professionals located in other countries. Furthermore, we rely on the support of 7,660 service providers on a permanent basis.

Developing professionals for the future

We develop technical, behavioral and management skills in our employees.

Access to knowledge at Nexa has the following strategic objectives:

  • Learning: Strengthen knowledge management and continuous growth. Development of key technical skills, soft skills, and leadership.
  • Leadership: Position leaders as drivers of transformation and the Nexa Way. Ensure planned succession and readiness for new business challenges, considering individual expectations, breadth, and plurality in profiles.
  • Career: Encouraging employees to take a leading role in their career moves, expanding the vision for varied possibilities of evolution, and supporting with development tools.

Get to know our initiatives

To strengthen our commitment to education and development in our company and achieve the goals and objectives of our ESG Strategy, we have several initiatives underway in Brazil and Peru, on the following topics:

Focus on Leader Development

Focus on Leader Development

Cultivating leadership: program that stresses cultural transformation and trains executives to face the most diverse scenarios of team management. As development is one of the priorities for the coming years, we intend to implement an integrated and global leadership development program.

Career Focus

Career Focus

Job experience: project that allows corporate and unit professionals to work for six months in another area to acquire new experiences and opportunities.

Young Apprentice: professional and free courses in the areas of mining operations and mineral processing in the cities of Paracatu and Vazante (state of Minas Gerais, in partnership with the local National Service of Industrial Training (SENAI).

 

Focus on Business

Focus on Business

  • Technical Schools: aim to develop skills in our employees that are highly relevant to the evolution and consolidation of our business. We offer online and face-to-face undergraduate, graduate, language, technical and training courses in several countries in the program.

Focus on regulations and occupational safety

Focus on regulations and occupational safety

In addition to complying with regulations, we are concerned with developing a mentality of mutual care and knowledge of the real risks and mitigations in operations. To provide this learning experience, we use several methodologies for normative online, in person and pratical training

Focus on culture and plurality

Focus on culture and plurality

We implement training and capacity building programs annually related to culture, plurality and human rights.

Our aspiration

We aspire to manage global and local talent communities, with experts and partners across multiple networks of knowledge and practice. We want to establish a learning culture (Nexa Way to Leaning) and redesign the corporate education system and policies that provide lifelong learning experiences for individuals and communities.

Check our indicators

Communication and training about anti-corruption policies and procedures
Correlated indicators
GRI Dimension:
Social
GRI Code:
205-2
SDG

 

Total Employees who have been Informed about Anti-Corruption Policies
2019 2020 2021
BRAZIL
Director/President 8 7 7
Manager 107 107 121
Coordinator/Consultant 445 424 476
Technician/Analyst/Supervisor 597 639 776
Operational 688
Intern 105 126
Apprentice
Total 1.845 1.282 1.506
PERU
Director/President 2 2 2
Manager 42 40 42
Coordinator/Consultant 190 167 200
Technician/Analyst/Supervisor 572 520 563
Operational 490
Intern 78 105
Apprentice
Total 1.296 807 912

 

Average hours of training per year per employee
Correlated indicators
GRI Dimension:
Social
GRI Code:
404-1
SDG

 

Average Training Hours per Year, per Employee
Categoria funcional Gênero 2019 2020 2021
Director/President Female 3
Male 1 11
Manager Female 14 10 24
Male 13 6 25
Coordinator/Consultant Female 5 6 31
Male 8 7 44
Technician/Analyst/Supervisor Female 23 19 18
Male 27 28 31
Operational Female 33 16 27
Male 30 18 29
Intern Female 15 6 13
Male 14 5 15
Apprentice Female 4 4
Male 7 3
Total Female 20 13 20
Male 26 18 30

 

Percentage of employees receiving regular performance and career development reviews
Correlated indicators
GRI Dimension:
Social
GRI Code:
404-3
SDG

 

Percentage of employees receiving regular performance and career development reviews (*)
Performance Evaluation 2021
Male 27%
Female 73%
Generation Y 45%
Leadership positions 13%
Total 1504

(*) Data has not been reported for 2019 and 2020.

Employee training on human rights policies or procedures
Correlated indicators
GRI Dimension:
Social
GRI Code:
412-2
SDG

 

Employee Training on Human Rights Policies or Procedures
2019 2020 2021
Number of employees who received training on the theme
1.186 1.771 1.915
Number of employees who received training on the theme
20% 32% 32%
Workload dedicated to human rights training 3.596 2.781 2.058

 

Health, safety and emergency response training
Correlated indicators
Sector SASB:
Mining and Metals
SASB Dimension:
Workforce health and safety
SASB Code:
EM-MM-320a.1

 

Units Average Training Hour
2020 2021
Cajamarquilla N/A 29,43
Juiz de Fora N/A 24,01
Três Marias N/A 31,00
Aripuanã N/A 48,84
Atacocha/El Porvenir N/A 17,07
Cerro Lindo N/A 7,31
Morro Agudo N/A 27,32
Vazante N/A 30,73

Amounts reported by employees

N/A: Dados não reportados para o período

Worker training on occupational health and safety
Correlated indicators
GRI Dimension:
Social
GRI Code:
403-5
SDG

In addition to complying with regulations, we are concerned with developing a mentality of mutual care and knowledge of the real risks and mitigations within the context of our operations. To provide this learning experience, we use several methodologies for normative training: based on the 6Ds, we use online, face-to-face, hands-on training, Lego Serius Play, VR and VA methodology. In addition to the normative trainings, there are also the communication, participation and consultation programmes, among them:

  • Nexa Safety Day: with the motto Zero Harm, the event promotes a culture in the sense of not generating damages, injuries, losses and impacts on the lives of employees.
  • Sipat & Sipatmin: the Internal Week for the Prevention of Occupational Accidents promoted several activities, webinars and events aimed at raising the awareness of own employees and service providers about the prevention of accidents and occupational diseases, extending the focus of attention to families.
  • ORW (Observation of Risks at Work): this safe behavior program seeks to identify and control the risks of activities in the present, so that it is possible to reduce undesirable consequences in the future. The ORT tool is used to assess safe behaviors during the execution of activities, improving the practice of safe behavior.

 

If you would like to learn more about our occupational health and safety management system, please visit Health, Safety and Well-being.

Our contribution to the SDGs

SDGs related to the topic:

 

In 2017, we also signed a commitment to the global agenda consisting of 17 goals and 169 targets to be achieved by 2030.

SDGs related to the topic

Read more

Read more about Nexa in the links below

Strategy

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Health, Safety and Well-being

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Plurality

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