Reports

Key Indicators SDG

In line with the topics identified in the materiality process, Cogna reports every quarter its most relevant ESG indicators1. Information about previous years can be found in our Annual Sustainability Reports.

Highlights – 1Q2022

In this first quarter the action plans to achieve the goals set in the “Cogna Commitments for a Better World” document are already being carried out and constantly assessed, following internal methodologies based on the Agile methodology, with the definition of OKR’s and SMART goals. Check below the main highlights of ESG in the first quarter of 2022:

KEY INDICATORS SDG | Cogna Educação
  • Releasing Cogna Sustainability Report. The publication covers the period comprised between January 1 to December 31, 2021 and complies with the Global Reporting Initiative Standards (GRI) for the seventh consecutive time. The report resorts to the Sustainability Accounting Standards Board (SASB) guidelines for education sector indexes. In order to comply with the best practices, we also comply with the following guidelines: IBC Stakeholder, Capitalism Metrics and The World Economic Forum (WEF). The financial statements comply with the International Financial Reporting Standards (IFRS);
  • Launch of the ESG Webseries, which aim is to tell the story of the Company upon the definition of the Cogna Commitments for a Better World;
  • Start of the process to map and monitor Greenhouse Gases Inventory (GHG);
  • Adherence to the Business Pact for Integrity and Against Corruption;
  • Publication of the revised and updated Code of Conduct with ESG best practices, in attention to human rights and of integrity and anti-corruption practices;
  • Diversity and Gender Literacy and the launch of 5 episodes dedicated to ESG on the Cogna Talk Podcast:
    • #45 Trans visibility: a chat about struggles and opportunities
    • #46 A woman’s place is wherever she wants to be – including in Science
    • #48 Women in Technology
    • #49 Structural sexism and toxic masculinity
    • #51 ESG in Cogna: operational results and social impact
  • Inclusion of preferred name in more than 90% of the Company’s internal systems and mapping of 80% of the employers by self-declaration of race.

ENVIRONMENTAL

SDGs GRI Water withdrawn by source2 (m3) Unit. 1ST QUARTER 2ND QUARTER 3RD QUARTER 4TH QUARTER
1Q2022 1Q2021 1Q2020 2Q2022 2Q2021 2Q2020 3Q2022 3Q2021 3Q2020 4Q2022 4Q2021 4Q2020
GOAL 6: Clean water and sanitation
303-5 Ground water 81.451 25.379 24.131 24.774 23.307 37.160 60.718 57.901 57.874
Utility supply 55.199 74.764 74.883 74.958 75.414 69.712 67.094 68.185 83.124
Total 136.650 100.143 99.014 99.732 98.721 107.627 127.812 126.152 140.998

Highlights and Notes:

1Q2022

  • Implementation of the Project of QR Code to improve the recording of the reading of hydrometers, with this, the monitoring of leaks will be faster;
  • Implementation of sending of emails/announcements and bulk alerts to all system users with about water saving and electrical energy content. These actions include information of awareness for the theme of sustainability.

4Q2021

  • There was a slight increase in water consumption, due to the partial return of face-to-face practical classes. As also occurred in 3Q2021, the reduction was due to the return of some Kroton units in 2021.

2Q2021

  • The increase in water consumption between 2Q2020 and 2Q2021 is due to an underground leak identified in May and already resolved.

1Q2021

  • The increase in water consumption between 2Q2020 and 2021 is the result of preventive measures to combat Covid-19 in the previous year, which included the migration of activities to the digital environment. However, the numbers are still lower than expected, as Kroton’s activities, mainly, have not returned in their entirety to face-to-face mode.

SDGs GRI Internal energy consumption Unit. 1ST QUARTER 2ND QUARTER 3RD QUARTER 4TH QUARTER
1Q2022 1Q2021 1Q2020 2Q2022 2Q2021 2Q2020 3Q2022 3Q2021 3Q2020 4Q2022 4Q2021 4Q2020
GOAL 12: Sustainable consumption and production

GOAL 13: Climate action
302-1 Total energy consumed GJ 38.111 32.782 33.074 32.066 32.022 31.615 26.208 32.750 32.106
Percentage of energy from renewable sources3 % 89% 85% 86% 86% 84% 83% 82% 88% 82%

Highlights and Notes:

1Q2022

  • Return of on-campus activities of integral mode impacts consumption of energy, increasing it. It is also observed a fall of Consumption due to the Campus of the Future project;
  • At the end of 2021, Kroton signed a contract for the installation of solar panels in the Unit of Jaú (SP) and Eunápolis (SP), as a pilot project. The facility is in the phase of energy homologation and will further expand our renewable energy index.

4Q2021

  • Energy consumption remained stable in 4Q2021 compared to 2Q2021. The result also reflects the effects of Covid-19 and the partial resumption of activities, both on campuses and in offices. During the period, there was a migration of Kroton units to the Free Energy Market, whose energy comes from renewable sources.

2Q2021

  • Noteworthy is the slight increase in energy from renewable sources and the migration of new units to the Free Energy Market. We also highlight the SOMOS distribution center in São José dos Campos, whose consumption is 100% from renewable energy sources and represents on average 93% of the total energy consumed by all distribution centers.

SOCIAL

SDGs GRI Diversity in the work force by functional category Unit. 1ST QUARTER 2ND QUARTER 3RD QUARTER 4TH QUARTER
1Q2022 1Q2021 1Q2020 2Q2022 2Q2021 2Q2020 3Q2022 3Q2021 3Q2020 4Q2022 4Q2021 4Q2020
GOAL 5: Gender equality
405-1 C-level – Women % of people 25% ND ND ND ND ND ND ND ND
C-level – Men % of people 75% ND ND ND ND ND ND ND ND
Total – C-level4 nº of people 8 ND ND ND ND ND ND ND ND
Senior management – Women % of people ND 9% 8% 9% 7% 8% 0% 8% 0%
Senior management – Men % of people ND 91% 92% 91% 93% 92% 100% 92% 100%
Total – Senior management5 nº of people ND 11 13 11 14 12 15 12 15
Leaders – Women (above management level) % of people 44% 45% 44% 47% 43% 47% 44% 46% 44%
Leaders – Men (above management level) % of people 56% 55% 56% 53% 57% 53% 56% 54% 56%
Total – Leaders (above management level)6 nº of people 619 659 723 678 723 703 700 662 659
Academic faculty – Women % of people 55% 57% 55% 57% 55% 57% 56% 57% 57%
Academic faculty – Men % of people 45% 43% 45% 43% 45% 43% 44% 43% 43%
Total – Academic faculty7 nº of people 9.435 11.466 13.977 10.836 13.732 11.406 12.861 10.995 11.889
Coordinators and Administrative – Women % of people 67% 65% 62% 66% 63% 67% 64% 68% 64%
Coordinators and Administrative – Men % of people 33% 35% 38% 34% 37% 33% 36% 32% 36%
Total – Coordinators and Administrative8 nº of people 11.885 12.075 13.826 13.266 13.540 13.905 13.159 11.685 10.246
Total – Women % of people 61% 61% 58% 61% 58% 62% 59% 62% 60%
Total – Men % of people 39% 39% 42% 39% 42% 38% 41% 38% 40%
Total – Employees nº of people 21.947 24.211 28.539 24.791 28.009 26.026 26.735 23.354 22.809

Highlights:

1Q2022

  • Launch of PRIDE – Cogna Internal Programme to Value Employees, which purpose is to acknowledge talented employees in Company who are experts in topics that matter to our culture;
  • We totaled 21,947 Employers in Cogna. The variation in relation to the result of 4Q2021, of 22,354, occurs due to employers who migrated to Eleva with the sale of saber schools. In the composition of positions, there is a predominance of women up to the level of coordination and, in Leadership (management and above), the rate of female participation is of 44%. Our goal is to reach the end of 2022 with 46% of women in Leadership and 50% by 2025.

3Q2021

  • We carried out an engagement action to train employees on diversity issues and achieved a 79% increase in the issuance of trail certificates;
  • We held a live to present the results of the diversity survey to all employees and on our social networks;
  • We celebrate the dates: National Week for People with Intellectual and Multiple Disabilities, National Day for People with Disabilities and Lesbian Visibility Day;
  • We created the affinity groups to work the Gender, Race and PwD pillars;
  • We carried out the engagement survey with a pillar dedicated to measuring employees’ perception of diversity issues.

2Q2021

  • Adherence to the WEP (Women Empowerment Principles) commitment of UN Women, in promoting female protagonism in our Company and society;
  • Conducting a diversity survey to understand the Company’s current scenario;
  • Conducting educational activities, including the LGBTQIA+ Pride live.

1Q2021

  • Formation of the first affinity group to address the LGBTQIA+ pillar;
  • Association to the LGBTQIA+ Business and Rights Forum;
  • Conducting educational activities, including the LGBTQIA+ Pride live;
  • Conducting a diversity survey to understand the Company’s current scenario;
  • Updating the diversity and inclusion track at the Corporate University;
  • Maintenance of content curation and availability of materials for employees’ literacy.

Notes:

  • To improve adherence to the indicator, we excluded apprentices and interns from the total number of employees as of this quarter. In 1Q2022, there were 196 interns and apprentices at the Company.

SDGs GRI Indirect economic impact9 Unit. 2ND QUARTER 4TH QUARTER
2Q2022 2Q2021 2Q2020 4Q2022 4Q2021 4Q2020
GOAL 4: Quality education

GOAL 10: Reduced inequalities
103-2, 103-3, 203-1, 103-2 e 413-1 Social projects 229 160 485 544
People benefited 37.650 48.899 135.383 174.000
Students and teachers involved 11.073 19.092 22.813 53.000
Academic volunteers hours 2.115 5.248 24.538 32.000
Corporate volunteers hours 1.100 1.170 4.562 5.150

Highlights and Notes:

1Q2022

  • Launch of the “Dicas de Impacto”, rounds of conversation held in a live format to discuss socio-environmental issues, highlighting projects carried out institutionally complying with the 17 Sustainable Development Goals.

2Q2021

  • The drop in the volume of projects, due to the pandemic, was offset by the dissemination of free content through digital platforms. In addition, in the second quarter, we carried out the Solidarity that Transforms campaign: a fundraising action that totaled more than 48 tons of food and more than 4,000 personal hygiene items for partner organizations of Kroton’s HEIs, with 10 tons of direct donation from Kroton to the Red Cross.

SDG GRI Occupational Health and Safety Unit. 1ST QUARTER 2ND QUARTER 3RD QUARTER 4TH QUARTER
1Q2022 1Q2021 1Q2020 2Q2022 2Q2021 2Q2020 3Q2022 3Q2021 3Q2020 4Q2022 4Q2021 4Q2020
GOAL 3: Good health and well-being
403-5, 403-9 e 403-10 Total employees trained in health and safety10 nº of people 3.213 2.539 2.555 2.796 2.791 2.327 5.668 4.526 2.423
% of units covered by the Environmental Risk Prevention Program % 100% 100% 100% 100% 100% 100% 100% 100% 100%
Total number of hours of on-site training for fire brigade 412 350 476 539 0 894 5 539 1.080
Average number of hours of on-site training for fire brigade per participant11 12,48 17,5 12,2 13,8 0,0 15 16 13,47 12,7
Total number of hours training in health and safety 5.002,00 7.771,20 15.381,80 15.118,64 3.818,00 17.030,25 5.671 10.883,00 21.597
Average number of hours training in health and safety per participant11 1,6 3,06 6,00 5,41 1,37 2,52 2,56 4,49 4,77
Employees – High-consequence injuries rate13 rate 0,00 ND ND ND ND ND ND ND ND
Employees – Injury frequency rate12 rate 1,16 ND ND ND ND ND ND ND ND
Employees – Fatality rate15 rate 0,00 ND ND ND ND ND ND ND ND
Employees – Recordable injuries rate14 rate 0,87 ND ND ND ND ND ND ND ND
Third-parties – Fatality rate15 rate 0,00 ND ND ND ND ND ND ND ND
Third-parties – Injury frequency rate12 rate 0,68 ND ND ND ND ND ND ND ND

Highlights and Notes:

1Q2022

  • Launch of the Telemedicine Booth in corporate offices, for the benefit of the health and well-being of our employees, we provide free access to health professionals in different specialties through virtual consultations;
  • Launch of the Mindfulness Program, in attention to the mental health of our employees, we provide weekly schedules with meditation, yoga and conscious breathing practices.

2Q2021

  • Creation of the Vacinometer in 2Q2021, a monitoring panel for employees vaccinated against Covid-19. The initiative aims to guarantee the health of employees, engagement and communication in encouraging vaccination, as well as being an instrument for the Company’s decision-making on the safe resumption of face-to-face activities;
  • The reduction in total hours of training between 2Q2020 and 2Q2021 is due to the migration from on-site training to distance learning (EAD), resulting from the company’s new training strategy.

GOVERNANCE

SDG GRI Diversity in the Board of Directors Unit. 1ST QUARTER 2ND QUARTER 3RD QUARTER 4TH QUARTER
1Q2022 1Q2021 1Q2020 2Q2022 2Q2021 2Q2020 3Q2022 3Q2021 3Q2020 4Q2022 4Q2021 4Q2020
GOAL 5: Gender equality
405-1 Women % of people 33% 17% 14% 29% 14% 29% 14% 33% 17%
Men % of people 67% 83% 86% 71% 86% 71% 86% 67% 83%
Total nº of people 6 6 7 7 7 7 7 6 6

Highlights and Notes:

2Q2021

  • Achievement of the WOB – Women on Board seal;
  • Literacy lectures were given to the board of directors and leaders on valuing diversity.

SDGs GRI Ethical behavior Unit. 1ST QUARTER 2ND QUARTER 3RD QUARTER 4TH QUARTER
1Q2022 1Q2021 1Q2020 2Q2022 2Q2021 2Q2020 3Q2022 3Q2021 3Q2020 4Q2022 4Q2021 4Q2020
GOAL 8: Decent work and economic growth

GOAL 16: Peace, justice and strong institutions
205-1, 205-2 e 205-3 Employees trained in anti-corruption policies and procedures % of people 100% 100% 60% 100% 60% 100% 60% 100% 100%
Operations submitted to corruption-related risk assessment % of operations 100% 100% 100% 100% 100% 100% 100% 100% 100%
Number of confirmed cases of corruption nº of cases 0 0 0 0 0 0 0 0 0

Highlights and Notes:

2Q2021

  • Start of two Newsletters aimed at 100% of employees, dedicated to Sustainability (ESG) and Compliance, covering topics such as: efficient use of natural resources, human rights and human dignity and potentializing the positive impact; Company policies, available and mandatory training and information about the Confidential Channel, respectively.
  • Adherence to the ETHOS Institute, with active participation in the Working Group on Human Rights and Integrity.

1Q2021

  • In March, a lawsuit was filed involving a possible breach of a student’s data. On that occasion, we presented the defense and, so far, the case has not been judged. It is worth mentioning that the security of information for all our stakeholders is a priority for Cogna.

SDG GRI Compliance Unit. 1ST QUARTER 2ND QUARTER 3RD QUARTER 4TH QUARTER
1Q2022 1Q2021 1Q2020 2Q2022 2Q2021 2Q2020 3Q2022 3Q2021 3Q2020 4Q2022 4Q2021 4Q2020
GOAL 16: Peace, justice and strong institutions
307-1 e 419-1 Fines for social and economic non-compliance R$ (thousands) 0 0 0 0 0 0 0 0 0
Non-monetary sanctions for social and economic non-compliance nº of sanctions 0 0 0 0 0 0 0 0 0
Fines for environmental non-compliance R$ (thousands) 0 0 0 0 0 0 0 0 0
Non-monetary sanctions for environmental non-compliance nº of sanctions 0 0 0 0 0 0 0 0 0

Highlights and Notes:

1Q2022

  • We do not record significant fines or penalties in economic and social aspects, with the normal course of business. Cogna has been acting strongly on the preventive labor front, having mapped the main causes of contingencies and outlined robust plans of action to manage this risk with revisions and adjustments in procedures;
  • During the year, there were no records of fines or administrative and judicial sanctions for non-compliance with environmental laws and/or regulations. The Company’s relevance criterion considers processes that do not harm the Company’s image and stop operations, or that have significant amounts involved.

FOOTNOTES
SDG Sustainable Development Goal. Indicate goal to which the actions monitored contribute.
GRI Global Reporting Initiative. List the GRI standard indicators related to the data monitored.
NA Indicator discontinued or not measured in the quarter.
1 Quarterly monitoring of a selection of material indicators. For further information, consult our Sustainability Reports, available here.
2 Based on invoices from sanitation concessionaires.
3 Acquired from the free energy market.
4 Segmentation adopted from 2022. Takes into the account the positions of CEO, vice presidents reporting directly to the CEO and all directors. Up to 2021, the data were consolidated for positions not reporting directly to the CEO and reported in the Senior management segment.
5 Reporting of the segmentation was stopped in 2022. The history consolidates the data of the CEO, vice presidents (reporting to the CEO or not) and directors.
6 Management, senior management and leadership positions not reporting directly to the CEO (regional directors, unit directors and vice presidents).
7 Course coordinators, teachers and tutors.
8 Corporate coordination, specialists, adjuncts, assistants and analysts.
9 Indicators reported on semi-annual basis (2Q and 4Q).
10 Since 2021, the indicator includes all the employees undergoing training in the period, not only new hires.
11 Total hours of training/employees trained.
12 Total accidents (with and without leave)/ Total man/hours worked (MHW) x 1,000,000.
13 Work-related injury (excluding fatalities) from which the worker cannot recover fully to pre-injury health status within 6 months. Formula: Number of injuries/MHW x 1.000.000.
14 (Accidents with leave + Fatalities)/ MHT x 1,000,000.
15 Fatalities/ MHW x 1,000,000.

* In line with the topics identified in the materiality process, Cogna reports every quarter its most relevant ESG indicators. Information about previous years can be found in our Annual Sustainability Reports. Click here.

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