People G4-DMA
The 2017 climate survey has a favorable rate of 73%.
With Oxiteno's new governance structure, the people management strategy adds force to the regional operations, centralizing governance in corporate areas. The great challenge of the process is the cultural change and the adoption of a more global look for a company with an increasingly expressive presence abroad.
Oxiteno employs approximately 2,000 employees, most of them in Brazilian units, but there are also professionals in eight other countries. Although with a majority of men in total staff – a feature of the industry – the gender distribution shows balance in the global board, consisting of three women and two men.
Oxiteno works to continually evolve its management model, seeking to keep Human Resources practices in line with the best practices in the sector. The union of the efforts resulted in the obtaining, for the fourth consecutive year in Brazil, of the certification Top Employer, for the attention and dedication in the professional development to its collaborators. For the first time, Mexico's operation was awarded the Great Place to Work.
In 2017, a new climate survey was carried out, which pointed to a 1% increase in the favorability index – totaling 73% –, a positive percentage that reflects the characteristic impact of the organizational change scenario.
60% of global board positions are filled by women.
EMPLOYEE PROFILE G4-10
EMPLOYEES BY FUNCTIONAL LEVEL AND GENDER - BRAZIL
| 20151 | 20161 | 2017 | ||||
|---|---|---|---|---|---|---|
| Men | Women | Men | Women | Men | Women | |
| Director level2 | 3 | 2 | 3 | 2 | 3 | 3 |
| Management | 58 | 22 | 59 | 21 | 71 | 38 |
| Coordination/Supervision | 62 | 21 | 65 | 25 | 55 | 11 |
| Administrative | 108 | 181 | 147 | 189 | 188 | 207 |
| Operational | 551 | 76 | 554 | 83 | 586 | 110 |
| Young learners | 18 | 14 | 13 | 12 | 16 | 13 |
| Intern | 61 | 38 | 45 | 38 | 54 | 62 |
| Total by gender3 | 800 | 316 | 841 | 332 | 919 | 382 |
| Total3 | 1,116 | 1,173 | 1,301 | |||
1 The total values for 2015 and 2016 were revised in 2017 and diverge from values published in previous years because they now consider directors and do not include intern. The need for adjustment is due to the fact that Ultra has published an organization chart with data after 12/31/2017, reflecting the updating of Oxiteno's data.
2 The data in the table consider the number of directors in Brazil. Considering international operations, Oxiteno has eight directors in total (five global and three regional). Of the five global directors, three are women and two are men. All three regional directors are men. See Oxiteno's chart here.
3 The total numbers do not consider intern.
PERCENTAGE OF EMPLOYEES BY AGE GROUP (2017) – BRAZIL G4-LA12
EMPLOYEES BY TYPE OF EMPLOYMENT CONTRACT – BRAZIL G4-10
EMPLOYEES BY REGION – BRAZIL G4-10
| 2015 | 2016 | 2017 | ||||
|---|---|---|---|---|---|---|
| Men | Women | Men | Women | Men | Women | |
| South | 37 | 4 | 34 | 4 | 43 | 5 |
| Southeast | 470 | 246 | 505 | 265 | 556 | 309 |
| Northeast | 293 | 66 | 302 | 63 | 320 | 68 |
| Total by gender | 800 | 316 | 841 | 332 | 919 | 382 |
| Total1 | 1,116 | 1,173 | 1,301 | |||
1 Values in 2017 do not consider intern; values in 2015 and 2016 do not consider the board level.
EMPLOYEE BY AGE GROUP – BRAZIL G4-LA12
| 2015 | 2016 | 2017 | |
|---|---|---|---|
| Below 30 years of age | 317 | 306 | 389 |
| Between 31 and 50 years of age | 632 | 700 | 726 |
| Below 50 years of age | 167 | 167 | 186 |
| Total1 | 1,116 | 1,173 | 1,301 |
1 All figures exclude intern and include directors.
EMPLOYEES IN INTERNATIONAL UNITS G4-10
| 2015 | 2016 | 2017 | |
|---|---|---|---|
| Mexico | 355 | 365 | 374 |
| Uruguay | 128 | 127 | 126 |
| Belgium | 4 | 4 | 4 |
| China | 4 | 4 | 5 |
| Colombia | 4 | 4 | 4 |
| Argentina | 6 | 6 | 5 |
| United States | 63 | 98 | 116 |
| Venezuela | 64 | 69 | 56 |
PERCENTAGE OF LOCAL LABOR – 2017 G4-10
COMPOSITION OF GROUPS RESPONSIBLE FOR GOVERNANCE AND DISCRIMINATION OF EMPLOYEES BY FUNCTIONAL CATEGORY G4-LA12
| BOARD MEMBERS¹, BY GENDER (%) | 2015 | 2016 | 2017 |
|---|---|---|---|
| Male | 60 | 60 | 62.5 |
| Female | 40 | 40 | 37.5 |
1 Scope: CEO and the directors of all units.
Oxiteno employs approximately 2 thousand employees considering operations in Brazil and abroad.
TOTAL NUMBER AND RATES OF NEW HIRES AND EMPLOYEE TURNOVER – BRAZIL G4-LA1
| NUMBER OF LAYOFFS BY GENDER | 2015 | 2016 | 2017 |
|---|---|---|---|
| Male | 105 | 61 | 81 |
| Female | 41 | 40 | 48 |
| NUMBER OF LAYOFFS BY AGE GROUP | 2015 | 2016 | 2017 |
|---|---|---|---|
| Below 30 years of age | 44 | 44 | 50 |
| Between 31 and 50 years of age | 39 | 35 | 66 |
| Below 50 years of age | 25 | 22 | 13 |
| NUMBER OF LAYOFFS BY REGION | 2015 | 2016 | 2017 |
|---|---|---|---|
| South | 0 | 2 | 1 |
| Southeast | 88 | 58 | 106 |
| Northeast | 20 | 41 | 22 |
| TURNOVER RATE BY GENDER1 (%) | 2015 | 2016 | 2017 |
|---|---|---|---|
| Male | 11.36 | 7.64 | 10.28 |
| Female | 27.70 | 18.34 | 13.48 |
1 The turnover rate is calculated considering: (total severances + total number of employees / 2) / (total number of employees in the category) * 100. Intern are not accounted for in this calculation.
| TURNOVER RATE BY AGE GROUP1 (%) | 2015 | 2016 | 2017 |
|---|---|---|---|
| Below 30 years of age | 17.42 | 15.20 | 18.89 |
| Entre 30 e 50 anos | 6.35 | 6.25 | 8.88 |
| Below 50 years of age | 7.06 | 7.45 | 4.30 |
1 The turnover rate is calculated considering: (total severances + total number of employees / 2) / (total number of employees in the category) * 100. Intern are not accounted for in this calculation.
| TURNOVER RATE BY REGION1 (%) | 2015 | 2016 | 2017 |
|---|---|---|---|
| South | 5.00 | 3.19 | 3.13 |
| Southeast | 12.99 | 9.08 | 13.87 |
| Northeast | 5.19 | 10.83 | 6.31 |
1 The turnover rate is calculated considering: (total severances + total number of employees / 2) / (total number of employees in the category) * 100. Intern are not accounted for in this calculation.
| NUMBER OF HIRES BY GENDER | 2015 | 2016 | 2017 |
|---|---|---|---|
| Male | 90 | 74 | 108 |
| Female | 55 | 50 | 55 |
| NUMBER OF LAYOFFS BY AGE GROUP | 2015 | 2016 | 2017 |
|---|---|---|---|
| Below 30 years of age | 102 | 70 | 97 |
| Between 31 and 50 years of age | 43 | 52 | 63 |
| Below 50 years of age | 0 | 2 | 3 |
| NUMBER OF LAYOFFS BY REGION | 2015 | 2016 | 2017 |
|---|---|---|---|
| South | 5 | 1 | 2 |
| Southeast | 119 | 88 | 134 |
| Northeast | 21 | 35 | 27 |
| RATE OF NEW HIRES BY GENDER (%)1 | 2015 | 2016 | 2017 |
|---|---|---|---|
| Male | 10.16 | 8.48 | 11.75 |
| Female | 15.45 | 13.93 | 14.40 |
1 The rate of new hires is calculated considering: (number of employees in the category / total number of employees in the category)*100. Intern are not accounted for in this calculation.
| RATE OF NEW HIRES BY REGION (%)1 | 2015 | 2016 | 2017 |
|---|---|---|---|
| South | 10.00 | 2.13 | 4.17 |
| Southeast | 14.93 | 10.95 | 15.49 |
| Northeast | 5.32 | 9.19 | 6.96 |
1 The rate of new hires is calculated considering: (number of employees in the category / total number of employees in the category)*100. Intern are not accounted for in this calculation.
| RATE OF NEW HIRES BY AGE GROUP (%)1 | 2015 | 2016 | 2017 |
|---|---|---|---|
| Below 30 years of age | 24,34 | 18,67 | 24,94 |
| Between 30 and 50 years of age | 6,66 | 7,47 | 8,68 |
| Below 50 years of age | 0 | 1,24 | 1,61 |
1 The rate of new hires is calculated considering: (number of employees in the category / total number of employees in the category)*100. Intern are not accounted for in this calculation.
Compensation
Oxiteno's Remuneration Policy is aligned with the business strategy, with the definition of internal rules, methodologies, concepts and procedures that guarantee a level of competitiveness suitable for attracting and retaining its professionals, without making any gender distinction. G4-LA13
Proporção de remuneração média entre Women e Men, por categoria funcional (Brasil)1 G4-LA13
| 2015 | 2016 | 2017 | |
|---|---|---|---|
| Management | 0.98 | 1.04 | 0.90 |
| Coordination/Supervision | 1.09 | 1.05 | 1.03 |
| Administrative | 0.90 | 0.95 | 0.91 |
| Operational | 0.99 | 1.03 | 0.88 |
| Young learners | 1.04 | 0.95 | 0.99 |
| Interns | 1.02 | 1.04 | 1.05 |
1 The historical values of this indicator were revised from the reorganization of the functional categories.
Training G4-DMA, G4-LA9, LA10
50%
of the actions of the development plans are carried out through Portal DNA, an online education tool.
Oxiteno adopts a global competency management model, used as a guideline for employee development and career management processes. The competency assessment allows the mapping of development for the whole company and the creation of development plans that unite the needs of each professional to the demands of the company.
Looking at the medium and long term, leadership training is one of the main objectives when it comes to people management. In line with the internationalization process of Oxiteno and the approximation of all of Ultra's businesses, the Essência Ultra Program was again carried out in 2017. In it, group leaders broaden their knowledge and multi-business perspective in decision-making, with a focus on the market and trends. In addition to providing more flexibility to the company and promoting synergy among the group's companies, the training opens up new career opportunities for managers, who have a broader look at all Ultra's business.
Oxiteno also maintains a policy of granting scholarships and languages for graduation, post-graduation (lato sensu or stricto sensu) and university extension program, continuing or executive, of short or medium duration. There is also the possibility of unpaid leave for employees wishing to study abroad.
Evaluation by competences enables the elaboration of a development plan aligned to the needs of each professional and of Oxiteno.
In 2017, the company did not perform the evaluation cycle of the teams due to the implementation of the Evolution Project. During the year, only managers participated in the competency assessment. Training was given to support the sales and brand positioning strategies, which provide process efficiency and reinforce Oxiteno's health and safety culture.
The employees also have at their disposal Portal DNA, an online education tool used in 50% of the actions of the development plans, in which training modules aligned with the training demands are published. R&D teams also go through a lengthy training process on strategic business issues.
Skills management programs create a dynamic of continuous learning in which professionals share experiences, create perspectives for new ideas and take on challenges of self-development and professional evolution.
In 2017, the internship program was adapted to the format of the trainee development model, a process of mentoring being part of the process, which will contribute to the entry of young people into the organizational world.
In all, more than 47,500 hours of training were offered in 2017, a volume almost 15% higher than the previous year. On average, more than 33 hours of training per employee per year were spent.
To assist employees near retirement, the company provides support with a transition plan for replacement and removal of the professional. Regarding the recycling of employees who intend to continue working, there is no pre-established program. The cases are evaluated on a timely basis and monitored by the HR consultants.
90.2 thousand
hours of training in 2017.
63.7 hours per employee in Brazil.
The competency management programs create a dynamic of continuous learning, sharing experiences among Oxiteno professionals.
TOTAL HOURS OF TRAINING BY FUNCTIONAL CATEGORY AND GENDER – BRAZIL G4-LA9
| 2015 | 2016 | 2017 | ||||
|---|---|---|---|---|---|---|
| Men | Women | Men | Women | Men | Women | |
| Director level1 | 36 | 76 | 8 | 0 | 144 | 144 |
| Management1 | 3,409 | 1,990 | 2,079 | 964 | 22,541 | 11,762 |
| Coordination/Supervision1 | 1,292 | 549 | 2,491 | 374 | 10,555 | 1,912 |
| Administrative | 3.445 | 4.763 | 4.891 | 5.729 | 5.590 | 5.187 |
| Operational | 10,058 | 1,127 | 22,227 | 2,955 | 23,727 | 2,899 |
| Apprentices | 0 | 0 | 0 | 0 | 0 | 0 |
| Interns | 0 | 0 | 6 | 60 | 3,399 | 902 |
| Total by gender | 18,240 | 8,505 | 31,702 | 10,082 | 65,956 | 22,806 |
| Total | 26,745 | 41,784 | 90,202 | |||
1 Starting in 2017, the indicator began to consider corporate training conducted by Ultra for these audiences.
AVERAGE HOURS OF TRAINING BY FUNCTIONAL CATEGORY – BRAZIL G4-LA9
| 2015 | 2016 | 2017 | |
|---|---|---|---|
| Director level1 | 22.4 | 1.6 | 288.0 |
| Management1 | 67.5 | 38.0 | 314.7 |
| Coordination/Supervision1 | 22.2 | 31.8 | 188.9 |
| Administrative | 28,4 | 31,6 | 27,3 |
| Operational | 17.8 | 39.5 | 38.3 |
| Apprentices | 0.0 | 0.0 | 0.0 |
| Interns | 0.0 | 0.8 | 37.1 |
| Total average (women) | 24.0 | 27.3 | 51.4 |
| Total average (men) | 21.2 | 35.8 | 67.8 |
| Total Mean | 22.0 | 33.3 | 63.7 |
1 Starting in 2017, the indicator began to consider corporate training conducted by Ultra for these audiences.
Instituto Ultra offers courses for the training of Administrative and Sales Agents.
TRAINING OF YOUNG PEOPLE
Held by the Instituto Ultra in partnership with the Iochpe Foundation, the Ultra Formare Program focuses on education and the insertion of young people in the job market. For this, it offers a professional course of administrative and commercial services assistant, with a workload of 25 hours per week in 14 subjects.
The training is recognized by the Ministry of Education and is offered at Ultra's headquarters in São Paulo (SP) for young people who are in high school. In addition to classroom study, the course also provides visits to Ultra and internships in any of its businesses for eight weeks.
Youth training is recognized by the Ministry of Education.
160 professionals have been hired since the beginning of the Trainee Program. 29% of these hold management positions.
Attracting talents
Oxiteno has developed the Trainee Program in Brazil since 1989. The initiative aims to attract talents that bring results and contribute to the growth of the organization. Since 2015, the company has expanded the program to Mexico, including a period of integration in Brazil. Since the beginning of the program, 160 professionals have been hired. Of these, 29% currently hold management positions.