Plurality

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.

Plurality: diversity with equality and inclusion

At Nexa, we are committed to being an increasingly plural company, with diversity and inclusion, to promote an environment of opportunity, recognition and acceptance for everyone. Our commitments point to a plural workforce, aiming to build a journey towards a more diverse culture, guarantee employee satisfaction and the continuity and evolution of the business, in addition to generating an environment that fosters innovation and disruptive solutions.

We implement programs and concrete actions to create a diverse and inclusive culture, and we have three main drivers:

 

  • Individual: We believe that an inclusive environment with emotional security encourages creativity, a sense of belonging, and innovation.
  • The company: We believe that plurality is a strategic pillar that expands the potential of our teams and multiplies the results of our business.
  • The society: We believe that our practices and results contribute to society becoming increasingly ethical, humane, and equitable.

Being Plural

Being plural for us is to represent and be represented by different social groups in all areas and positions of the organization. It is living with multiplicity and making this coexistence intrinsic to the culture, our way of thinking, creating and working. It is challenging our industry to do it differently.

Being plural is fundamental in building the mining of the future, protecting the environment and being close to and partnering with our communities for local development. Thus, we build a positive legacy and provide a more equitable society for future generations.

Our Plurality Manifesto

At Nexa, we are creating an increasingly plural environment that encourages inclusion and diversity. Being plural is to recognize and value our people and differences. Together, we work to build the future of mining and leave a legacy for generations to come.

#NexaWay #YourWayIsOurWay

 

Watch our manifesto here

Watch here our manifest

Commitments aligned with our essence

LGBTI+ Companies and Rights Forum

LGBTI+ Companies and Rights Forum

As part of our plurality initiatives, we are part of the LGBTI+ Business and Rights Forum, an institution that brings together companies committed to inclusion and the defense of the community and human rights. Our main purpose is to expand and strengthen the presence of people from these groups and make them feel increasingly welcomed and represented in the company.

Pride Connection

Pride Connection

In Peru, we were part of Pride Connection, a network of organizations that promotes inclusive work environments for the LGBTQIA+ community in the country. Our main purpose is to expand and strengthen the presence of people from these groups and make them feel increasingly welcomed and represented in the company.

Women on Board (WOB) Seal

Women on Board (WOB) Seal

We received the Women on Board (WOB) Seal for the presence of women on our Board of Directors. WOB is an independent initiative that seeks to recognize and value the existence of corporate environments with the presence of women on boards of directors or advisory boards, highlighting the benefits of diversity in the business world and in society.

Women In Mining (WIM Brazil and WIM Peru)

Women In Mining (WIM Brazil and WIM Peru)

We were the first Brazilian mining company to be part of the initiative to expand and strengthen the participation of women in the mining industry, fostering a dynamic business environment, capable of attracting and maintaining them, capitalize on their strengths and recognize their values. This is an opportunity to take a closer look at women in communities impacted by mining and to value female entrepreneurship in the supply chain.

Plurality Committee

We have our Plurality Committee, responsible for the plurality strategy across the company, coordinating affinity groups and monitoring their actions, monitoring metrics and indicators and mapping risks and opportunities. The Committee members are employees in strategic areas, such as: ESG, Legal, Compliance and Sustainability.

Get to know our initiatives

To strengthen our commitment to plurality, diversity and equity in our company, as well as achieving the goals and objectives of our ESG Strategy, we have several initiatives underway in Brazil and Peru on the following topics:

Gender Equality

Gender Equality

The Empodera Group is our plurality front with a focus on gender equity and which promotes several actions, including:

  • - Breaking Taboos: promotes conversations about taboos and barriers by working on unconscious prejudice.
  • - Women in Mining: Aiming to comply with the Woman in Mining commitment, we carried out specific actions in the industries that recorded the lowest rates of female presence in mining: Mineral Exploration, Engineering and Technology.
  • - Women empowerment and development: We are part of the Acceleradora de Carreiras program, of Grupo Mulheres do Brasil, whose purpose is to promote the rise of black women in the corporate environment, contributing to the reduction of inequalities. 
  • - Attracting and educating women in operations: the program aims to qualify and hire women for positions historically occupied only by men.
  • - Maternity leave in Peru: extension of the maternity leave period from 98 to 180 days.
  • - #MiningLikeAWoman: a manifest which aims to increase the participation of women in the Brazilian labor market and broaden the discussion on gender equity in the mining sector. It focuses on three pillars: structural actions, affirmative actions and awareness and engagement actions.

LGBTQIA+

LGBTQIA+

  • - LGBTQIA+ Business and Rights Forum: We joined the Forum, as part of our plurality journey for the social inclusion and internal development of LGBTQIA+ people, and for the improvement of leadership in relation to the topic.
  • - Pride Connection Peru: we are also committed to joining the Pride Connection Peru, whose purpose is to expand and strengthen the LGBTQIA+ presence and its representation in the company.
  • - Pride Group: responsible for carrying out activities such as awareness-raising debates and integrative workshops at our units.

People with Disabilities

People with Disabilities

Talentos Plurais (Plural Talents) Program: the program, dedicated exclusively to people with disabilities, seeks to attract talent and develop it in our organization. The program lasts 18 months and participants have the opportunity to go through different experiences that will provide: business vision, new learning and the development of technical and behavioral skills.

Race and Ethnicity

Race and Ethnicity

Our actions are also focused on the inclusion and diversity of races and ethnicities. Among them, we highlight the development of the Anti-racist Booklet and the holding of the 10th Edition of the “Career Accelerator” program.

Our aspiration

To be an increasingly plural company, with diversity and inclusion, to promote an environment of opportunity, recognition and acceptance for everyone.

2030 Commitments (*)

 

  • 30% of women in the workforce; 
  • 30% of women in leadership positions. 

(*) Currently, we already have 16.5% women in our workforce, and 21% in leadership positions. The Aripuanã Unit in Brazil is already ramping up with 30% women

Check our indicators

Scale of the organization
Correlated indicators
GRI Dimension:
Economic
GRI Code:
102-7
Scale of the organization
2019 2020 2021
Number of own employees (not including trainees and apprentices) 5.760 5.349 5.840
Number of permanent service providers N/A 7.136 7.662
Number of temporary service providers N/A 5.088 7.624
Total number of service providers 11.470 12.224 15.286
Production Brazil (tons of ore processed) 2, 58 million 2,80 million 2,613 million
Production Peru (tons of ore processed) 10,43 million 8,05 million 9,718 million

N/A: Data not disclosed for the period.

Information on employees and other workers
Correlated indicators
GRI Dimension:
Social
GRI Code:
102-8
Sector SASB:
Mining and Metals
SASB Dimension:
Activity Metrics 
SASB Code:
EM-MM-000.B
SDG
Information on employees and other workers
2019 2020 2021       (%)
Own Employees
Own Employees Men 3.774 3.444 3.857 18,00%
Woman 624 631 832 3,90%
Hourly Employees Men 1.234 1.143 1.017 4,70%
Woman 128 131 134 0,60%
Trainee Men
Woman
Interns and Apprentices
Intern Men 73 87 95 0,40%
Woman 91 96 136 0,60%
Apprentice Men 63 37 29 0,10%
Woman 39 31 93 0,40%
Service Providers (third parties)
Permanent Men 6.385 6.449 6.806 31,70%
Woman 645 687 856 4,00%
Temporary Men 4.097 4.685 7.118 33,10%
Woman 343 403 506 2,40%
Total 17.496 17.824 21.479 100%

 

 

 

Collective bargaining agreements
Correlated indicators
GRI Dimension:
Social
GRI Code:
102-41
Sector SASB:
Mining and Metals
SASB Dimension:
Working relationships
SASB Code:
EM-MM-310a.1
SDG
Nexa's Own Employees Covered by Collective Bargaining Agreements
2019 100% (*)
2020 100%
2021 82,7%

(*) For 2019, only employees from Brazil were considered.

New employee hires and employee turnover
Correlated indicators
GRI Dimension:
Social
GRI Code:
401-1
SDG
New employee hires and employee turnover
2019 (BR)(*) 2020 (BR/Abroad) 2021 (BR/Abroad)
Men Woman - 30 Years 30 to 50 years + 50 years Men Woman - 30 Years 30 to 50 years + 50 years Men Woman - 30 Years 30 to 50 years + 50 years
Total employees 2889 614 1012 2164 327 4702 889 1236 3533 830 4871 966 1243 3799 798
Employees admitted 454 222 403 264 9 504 234 391 328 19 752 322 460 590 24
Employees terminated 438 143 231 291 59 761 140 112 459 330 642 162 229 455 120
New hire rate 16% 36% 40% 12% 3% 9% 4% 7% 6% 0% 13% 5% 8% 10% 0%
Turnover rate 15% 23% 23% 13% 18% 14% 3% 2% 8% 6% 11% 3% 4% 8% 2%
New hire rate 17% 13% 18%
Termination rate 16% 16% 14%
New employee hires and employee turnover
2019 (Abroad)
Men Woman - 30 Years 30 to 50 years + 50 years
Total employees 2255 268 309 1587 627
Employees admitted 252 102 161 185 7
Employees terminated 269 89 141 162 55
New hire rate 11% 38% 52% 12% 1%
Turnover rate 12% 33% 46% 10% 9%
New hire rate 17%
Termination rate 16%

(*)For 2019, data on Brazilian and foreign employees were presented separately.

Diversity of governance bodies and employees
Correlated indicators
GRI Dimension:
Social
GRI Code:
405-1
SDG
 Diversity of governance bodies and employees
2019 2020 2021
Total -30 years 30 to 50 years + 50 years Total -30 years 30 to 50 years + 50 years Total -30 years 30 to 50 years + 50 years
Director/ president
Female 1
Male 9 4 5 9 4 5 9 4 5
Manager
Female 29 1 24 4 33 1 28 4 40 38 2
Male 123 91 32 117 1 88 28 123 1 97 25
Coordinator/
Consultant
Female 179 25 145 9 182 19 151 12 197 30 157 10
Male 432 37 334 61 418 32 324 62 479 43 372 64
Technician/Analyst/Supervisor
Female 259 121 130 8 278 121 150 7 327 144 175 8
Male 886 138 633 115 894 164 629 101 1014 192 719 103
Operational
Female 259 105 144 10 269 113 147 9 402 206 187 9
Male 3502 627 2172 703 3148 541 2005 602 3249 627 2050 572
Intern
Female 93 88 5 96 91 5 136 131 5
Male 83 81 2 87 85 2 95 95
Apprentice
Female 39 38 1 31 31 93 93
Male 63 63 37 37 29 29

 

 Diversity of governance bodies and employees
2019 2020 2021
Composition of minority groups in the organization
Employees aged over 50 954 830 798
Female 882 889 1.195
Composition of the governance body (Board and Management)
Male 17 17 16
Female 3 2 2
Composition of the governance body (Board and Executive Board) by age group (Conselho e Diretoria) por faixa etária
Below 30 years
30 to 50 years 5 5 5
Over 50 years 15 14 13
Ratio of basic salary and remuneration of women to men
Correlated indicators
GRI Dimension:
Social
GRI Code:
405-2
SDG
Ratio of basic salary and remuneration of women to men
Position 2019 2020 2021
Salary Remuneration Salary Remuneration Salary Remuneration
Director/President N/A N/A N/A N/A N/A N/A
Manager 1,02 0,98 1,04 1,04 0,99 0,99
Coordinator/Consultant 1,14 1,11 1,13 1,13 1,12 1,11
Technician/Analyst/Supervisor 1,06 1,01 0,96 0,98 0,95 0,97
Operational 1,51 1,51 1,68 1,68 1,55 1,55
Intern 0,99 0,99 0,99 0,99 1,04 1,04
Apprentice 0,99 0,99 0,97 0,97 1,02 1,02

N/A: Data not reported for the period

Incidents of discrimination and corrective actions taken
Correlated indicators
GRI Dimension:
Social
GRI Code:
406-1
SDG
Incidents of discrimination and corrective actions taken
2019 2020 2021 (*)
Received in the year under review 11 8 9
Analyzed and considered valid 43 14 28
Analyzed and considered unfounded 104 37 54
Total analyzed or under analysis 158 59 91

 

(*) Of the 28 cases considered valid, 13 were related to harassment and/or abuse of power and 15 to persecution, disrespect and discrimination. Corrective measures were taken in all cases, such as: dismissals, verbal warnings, suspensions and/or transfers.

Number of strikes and lock-outs exceeding one week’s duration, by country
Correlated indicators
GRI Dimension:
Social
GRI Code:
MM4
Sector SASB:
Mining and Metals
SASB Dimension:
Labor Relations
SASB Code:
EM-MM-310 a.2
Number of strikes and lock-outs exceeding one week’s duration, by country
2019 None
2020 None
2021 None

SDGs related to the topic:

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

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Health, Safety and Well-being

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Education and Development

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