Our People

Organizational Culture

Since 2020, we have had a guiding framework to strengthen our organizational culture, called Nosso Jeito de Ser (Our Way of Being), which integrates our mission, vision, and values with the Strategic Plan and the 2030 ESG Plan. People are at the center of our mandala — they are our greatest strength and the core of everything we do.

The four dimensions of the mandala are linked to the behaviors we expect from all employees, regardless of their role. These dimensions promote human development and alignment with our culture.

Performance Management

The Performance Management Cycle is a strategic tool that promotes individual development and strengthens each employee’s contribution to the company's overall performance.

The process evaluates not only results and challenges, but also the behaviors and values structured around the four dimensions of Nosso Jeito de Ser. In doing so, it goes beyond a simple analysis of outcomes, incorporating behavioral aspects that are essential for alignment with the organizational culture.

This model encourages ongoing dialogue between leaders and their teams, fostering an environment of transparency and mutual learning. Throughout the process, each person reflects on their strengths and areas for improvement, creating an Individual Development Plan (IDP) to guide their professional growth in alignment with CPFL’s strategic objectives.

All employees participate annually in the performance evaluation cycle. The assessments conducted through the Performance Management process also support leaders in making decisions related to internal recruitment and promotions, enabling the recognition of talent.

To strengthen our culture and foster a wave of recognition among our people, CPFL has established the Atitude Program, which celebrates behaviors aligned with the pillars of our organizational culture. This initiative reinforces the company's commitment to creating an environment where collaboration and individual ownership drive collective performance.

Diversity and Inclusion

The CPFL +Diversa Program reflects our commitment to building an increasingly diverse, inclusive, and equitable workplace for everyone.

We continuously expand our efforts to identify internal challenges related to the representation of historically marginalized social groups — generations, LGBTQIAP+ individuals, gender equity, people with disabilities, and Black people — as well as cultural barriers. Our goal is to consistently advance in creating a work environment rooted in sound management practices, where everyone can thrive.

Over the past five years, the CPFL +Diversa Program has reached a level of maturity. Our journey began with raising awareness among employees, creating space for dialogue and identifying key challenges. Today, we move forward with structured practices embedded in business management, supported by defined corporate goals that are monitored monthly in collaboration with leadership.

The evolution of the program is guided by two complementary approaches: awareness and engagement — through conversation circles and internal awareness-raising initiatives; and structural actions — through the implementation of equitable management processes, such as applying diversity criteria in hiring shortlists.

The maturity of CPFL +Diversa is grounded in a key pillar: the active engagement of leaders and advocates who help spread and embed the topic throughout the organization.

Learn more about our work in our Annual Report by clicking here.    

Career Development and Acceleration Programs

CPFL Energia aims to foster an environment that promotes the attraction and engagement of talent with a focus on diversity, equity and inclusion, in addition to developing new leaders to ensure the future of the business.

Talent Review - valuing our people so that they can grow together with CPFL Energia has always been our priority. To make it possible to strengthen our career aspirations, the Company has a structured Potential Mapping and Succession Planning program, the Talent Review.

Through it, we work with a best-in-class methodology, based on the concept of potential, based on Learning Agility. This process allows CPFL Energia to obtain a map of successors for management positions (management, board and vice-presidency).

Mentoring Program - The Mentoring Program is a great opportunity to strengthen individual ownership in career management, while accelerating the development of skills that will add value to the Company’s results. This initiative is connected to the company’s ESG strategy and aligned with the United Nations Sustainable Development Goals (SDGs).

“Protagonistas” (Protagonists) Program – This program aims to promote the career development of our people who aspire to leadership positions by strengthening essential skills and competencies for the next step. It is designed to meet the strategic demands of the leadership pipeline while recognizing and enhancing the organization’s talents. The initiative is aligned with the company’s ESG strategy and the United Nations Sustainable Development Goals.

Internship Program - The CPFL Energia Internship Program is designed to attract and develop university students with strong growth potential, helping them build their professional futures while contributing to the Group’s culture of innovation and excellence.

The program is structured around three key pillars:

• Business - aimed at expanding students’ systemic understanding through participation in innovative, real-world projects.
• Behavior - focused on developing soft skills and core competencies aligned with Our Way of Being (Nosso Jeito de Ser).
• Career - includes an annual performance review with leadership feedback, enabling conversations and planning around potential career paths within CPFL Energia.

Since 2019, we have adopted a blind recruitment process to help mitigate unconscious biases. In this model, leaders do not have access to identity markers such as gender, race, age, or the name of the educational institution.

Starting in 2020, all selection stages have been conducted 100% online, enhancing accessibility and inclusion. From 2021 onward, we began tracking diversity indicators related to underrepresented social groups, aiming to increase their participation and representation in our program.

English Culture Program - This program aims to promote the culture of the English language at CPFL Energia. More than just language training, it seeks to foster an environment of trust, safety, and open dialogue, contributing to a more integrated, collaborative, and aligned organizational culture.

Increasingly Connected Leadership – Leadership Check-in – The Leadership Enablement Program is designed to support the integration and development of new leaders, whether recently hired from the market or promoted internally.
The program aims to equip these leaders with key knowledge and tools related to people management at CPFL Energia, ensuring alignment with our organizational culture and leadership expectations.
Held on a monthly basis, the program brings together newly appointed leaders to explore essential topics such as: Labor & Union Relations, Time and Attendance Management, Workplace Safety, Organizational Structure and Compensation, Performance Cycle, Recruitment and Selection, Employee Engagement, and our Corporate University (leadership development tracks and Learning Culture).
In addition to fostering cultural integration, the Leadership Enablement Program provides practical guidance to help new leaders navigate their roles with confidence from day one.

Scholarship Program – Focused on a culture of learning and considering the country’s educational landscape, CPFL offers a Scholarship Program to encourage our people to pursue personal development. Participants can choose from technical courses, undergraduate and graduate programs, extension courses, and language studies.

"Atitude" (Attitude) CPFL – in order to strengthen our culture and create a wave of recognition among our people, the Attitude Program was born, in which professionals can recognize each other when they notice attitudes that are aligned with Nosso Jeito de Ser (Our way of being) and other sub-themes linked to our values and strategy, such as sustainability and diversity, for example.

Through the slogan “If it's valuable to you, we recognize it”, the Program brings visibility to differentiated behaviors, increases our people's engagement, sustains the feedback culture and makes the work environment and climate even better.

CPFL University

At CPFL, we learn through the journey. We believe that everything we are and do only exists because we learn at every step. That’s why we recognize learning through experiences, team interactions, and projects.

Universidade CPFL, is the area responsible for the company’s development and training. We promote a culture of learning through programs, courses, and development paths. Our initiatives aim to encourage CPFL people to learn and grow both inside and outside the company.

Some areas of focus:

Human Rights

In 2022, we established a public statement regarding Human Rights aiming to share the main guidelines to be observed in order to assure people are treated equally, with dignity and respect at the CPFL Group, as its whole suppliers network.

CPFL is aware of the importance of not only mitigating situations of disrespect for Human Rights, but also of advocating in favor of actions that promote well being initiatives.

So, we considered as a reference for this material the international principles indicated in the Universal Declaration of Human Rights; the Declaration of Fundamental Principles and Rights at Work, from the International Labor Organization; the United Nations Global Pact; and the United Nations Guiding Principles on Business and Human Rights.

CPFL Group recognizes its accountability in protect the Human Rights, which are fundamental for the sustainability of the organization and for the community we are operating in.

For more information click here.