Our People

Organizational Culture

In 2020, CPFL launched a new new driver to strengthen CPFL Energia's organizational culture, called “Nosso Jeito de Ser”. Connected with our Mission, Vision and Values, the model is a behavioral driver for us to achieve our goals.

Performance Evaluation

The focus of Performance Management is to promote reflection and evaluation on the contribution of each employee to the company's performance through their deliveries and behaviors. The process also encourage everyone to think about their strengths and development opportunities and, based on that, take actions for individual development and increasing contribution.

At CPFL, the concept of performance include "What?", which are deliverables and challenges, and "How?", which is the assessment of the 4 dimensions of “Nosso Jeito de Ser” (Explore, Learn, Build and Deliver).

The process is carried out with the support of a management system, but it focuses on dialogue and discussion about development and contribution between employees and leaders.

Diversity, Equity and Inclusion

Being + Diversa is a constant journey. Therefore, we acknowledge past achievements as well as the need to go beyond where we are now.

With this objective in mind, we have conducted a comprehensive assessment of the company’s challenges in what refers to becoming increasingly inclusive by granting representativeness to various social groups and overcoming cultural barriers.

This broader scope drives all our actions aimed at minoritized groups so as to be able to have a clear understanding what Diversity and Inclusion means for the business.

We hence expect to generate a more positive impact in the life of all our staff by promoting more inclusion at the workplace, enhancing our ability to grow in a sustainable manner, generating new business and innovation, more operating efficiency and a more directed focus on our clients.

The aims of this journey must be supported by a clear vision of our differences, which make us unique in our capabilities as individuals and in our business potential.

The five fronts addressed by the CPFL +Diversa Program are: People with Disabilities, Gender Equity, LGBTQIAP+, Black People and Generations. It’s possible to know the approach taken for each group by accessing the link.

Underlying premises of our work

Our premises are the guidelines that establish the basic rules for advancing in the construction of a CPFL + Diversa and +Inclusive in our daily lives. They guide our relationships and are expected of all our people, regardless of hierarchical level and areas of activity.

1) Diversity and Inclusion at CPFL applies to everyone

This premise applies to the values we want to share concerning each issue and the responsibilities that must be taken in our individual behaviors and towards day-by-day work relationships, are expected of all employees of the company, of all hierarchical levels and areas of activity.

This way, the benefits generate benefits for everyone by increasing social groups’ representativeness and fostering a more inclusive corporate culture have a positive impact for everyone.

2) Our actions focus on generating positive long-term outcomes, geared towards specific aims and targets

We define indicators, objectives and goals that are monitored and reported periodically, demonstrating the advances and opportunities for improvement to be made possible.

3) We favor designing affirmative actions that support and streamline change processes

The promotion of diversity and inclusion aims to ensure equal opportunities and deconstruct privileges perceived as natural. In this sense, affirmative actions aim to ensure that publics that face barriers to development have these obstacles reduced and have access to the same opportunities.

These actions aim to correct the low representation and barriers to hiring and internal development that prevent the full development of some social groups that are minorities. As these differences and barriers are deconstructed, actions cease to exist.

4) When designing such actions, we value both equality and differences

Despite approaching diversity and inclusion issues from a broader and integrated perspective, we must also shed light onto specific challenges that apply to the target social groups, as well as to how such groups and challenges intersect.

5) Our decision-making process for Diversity and Inclusion is shared with those who have the required experience, technical expertise and decision-making power

The governance of the CPFL + Diversa program operates in 3 instances:

• Business Decision Makers: executive body formed by the CEO, Vice-Presidents, HR Board and Sponsors of each affinity group
• Strategy: instance that considers teams with technical capacity from those who define the processes, as well as the leaders who represent the affinity groups
• Experience: support instance in diversity, equity and inclusion. Affinity groups formed by male and female employees.

6) We are explicitly against any form of discrimination

 

Zero tolerance guidelines

The CPFL Group has zero tolerance guidelines for any type of prejudice and discrimination, assuming the commitment to investigate and combat situations of inequity, moral and sexual harassment, humiliation, exposure to ridicule, intimidation, hostility and embarrassment, as a result of color, race, , sex, ethnic origin, language, age, economic status, nationality, place of birth, physical, mental or psychic condition, kinship, religion, sexual orientation, gender identity, ideology, political position or any other situation that may detract from the human condition and work.

Discover the available channels:

Welcoming Channel: the Talk to Me Program has professionals in the psychological, legal, financial, social and speech therapist areas for confidential and confidential service to employees and legal dependents, 24 hours a day, 7 days a week.

Complaint Channel: the Ethics Channel is a tool available to all of CPFL's stakeholders (employees, employees, suppliers, customers, shareholders and the general public), aimed at recording doubts, suggestions or complaints related to our Code of Ethical Conduct. The Channel is available 24 hours a day and 7 days a week, in addition to being operated by an outsourced company, which provides anonymous and confidential means so that records can be made.

Improvement Channel: the Diversity, Equity and Inclusion team works together with the other instances of the CPFL +Diversa Program to promote improvements in the Company's processes and practices, with the objective of contributing to an increasingly diverse and inclusive CPFL.

 

Non-negotiable commitments

1. Provide a respectful, safe and healthy work environment in which each person can be who they really are, valuing physical and emotional safety in work relationships.
2. Disseminate the culture of ethics that permeates the CPFL Group's businesses, promoting mutual respect and anti-discrimination at all levels of the organization, in addition to ensuring the investigation and combating of situations of inequity, moral and sexual harassment, bullying, humiliation, exposure to ridicule, intimidation, hostility and embarrassment, as a result of color, race, sex, ethnic origin, language, age, economic status, nationality, birthplace, physical, mental or psychological condition, kinship, religion, sexual orientation, gender identity , ideology, political positioning or any other situation that may belittle the human and working condition.
3. Ensuring that the practices and processes of attraction, hiring, promotion, remuneration and recognition are free from any type of prejudice or discrimination, guaranteeing equitable access to opportunities.
4. Ensuring a work environment that increasingly represents the plurality of our society, in a manner appropriate to the segment, in all areas and levels of the organization and an increasingly welcoming culture, where differences, more than respected, are catalysts of our organizational capacity.
5. Facilitate equitable training opportunities, as well as accelerate the internal development of employees from minority social groups.
6. Establish the use of inclusive language in internal and external communications, ensuring that they are accessible, welcoming and respectful to all people.
7. Train leaders and employees in concepts related to diversity, equity and inclusion so that they are aware of the contribution to the deconstruction of barriers imposed on minority groups in the world of work.
8. Measure and publish progress reports on diversity, equity and inclusion indicators.
9. Ensuring the application of the principles, laws and norms of respect for Human Rights directly or indirectly related to the theme of diversity and inclusion.
10. Encourage debate to raise awareness among stakeholders in relation to promoting diversity and anti-discrimination.

 

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 our people's protagonism in managing their careers, in addition to accelerating their development in skills that will add value to the Company's results. Whether as a mentor or mentee, our people have the opportunity to contribute and continually develop.

In line with our ESG strategy and positioning of the CPFL +Diversa Program, in 2022, we launched the +Diversa Mentoring Program, focusing on the protagonism and career acceleration of women at CPFL Energia. This was an important step towards the promotion of gender equality, as we seek to generate greater balance in relation to female participation in the Company leadership, in line with the UN Sustainable Development Goals established.

That year, the program was divided into two different audiences of mentored people, that is, Corporate Mentoring, aimed at people in management-level positions; and +Diversa Mentoring, focused on the development of female leadership, with job openings exclusively for CPFL Energia female coordinators and specialists.

“Protagonistas do Futuro” (Protagonists of the Future) Program – the main objective of the program is to promote the career of male and female employees who aspire to assume a leadership position. In 2022, in line with the CPFL +Diversa program, we launched an edition aimed at women with the aim of leveraging their careers, accelerating their readiness for leadership positions.

Distributors Trainee Program - we have the Distributors Trainee Program, an innovative initiative designed for the need to train talents with leadership potential for distributors, and the process involves a field learning program, focusing on on-the-job training and development, for a period of 18 months.

At the end of each stage, learning reports are submitted to management, which allows monitoring the knowledge and experience of these professionals in each area. The participants' development is monitored on a daily basis and includes an assessment in the last year of the program.

At the end of the period, the objective is to use the group of trainees for positions in the distribution companies or related areas, adding talents with specific training and with an increasing preparation for the challenge of leading the distribution segment.

Internship Program - the Internship Program's mission is to attract and develop students with potential for career progress, so that they can build their professional future by contributing to the innovation and excellence of CPFL Group.

The Program is based on three pillars:

• Business - aimed at expanding the systemic vision through a challenge, the "Challenge" – a project in partnership with the innovation area with themes related to strategic planning
• Behavior - training aimed at developing skills related to Nosso Jeito de Ser (Our way of being)
• Career - annual performance assessment with feedback from leadership, with the opportunity to discuss and plan career opportunities at CPFL Energia

Since 2019, we have carried out the hidden selection process as a strategy to mitigate unconscious biases, in which leadership does not have access to identity markers such as gender, age, race and other information such as the educational institution name, and since 2020, we have carried out all stages 100% online. Starting with the 2021 selection process, we monitor indicators referring to minorized social groups with the objective of providing a more significant participation of this public.

English Culture Program - aims to promote language culture at CPFL Energia through awareness-raising actions, support and subsidy for employees, according to the degree of criticality of their work. The program supports the development of the English language and provides a global view of the person's evolution.

Academia CEO - content platform with exclusive content from CEOs and executive members from various companies. It provides access to exclusive content, interviews with renowned leaders in the market, including Gustavo Estrella. It also addresses general topics related to leadership, diversity, communication, among others. The main objective is for the selected people to have access to content and an audience that they currently do not access frequently, so that they can develop their careers.

Increasingly Connected Leadership – Leadership Check-in – in order to support new leaders, either coming from the market or from internal movements, we carry out the Qualification Program. The purpose of this course is to train our leaders in basic management issues within CPFL Energia. On a monthly basis, we bring together leaders who have been hired or who have moved in the last month and talk about topics such as: Point and Access Management, Diversity, Compensation and Structure, Labor Relations, among others. This initiative supports the acculturation of the new leader, in addition to providing guidance on practical issues.

Scholarship Program – CPFL has a Scholarship program for all its employees, aiming to help the employee to qualify undergraduate courses, post-graduation and languages. They are partnerships with universities, colleges, and language schools that allow access to courses with significant discounts, encouraging the employee to qualify

"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

Training and developing people is an extremely relevant topic at CPFL, so since 2008 the Group created a Corporate Education area Universidade CPFL. CPFL University, its mission is to boost the professional growth of all employees within our group. Its commitment is to help each participant to explore their own potential to the fullest and overcome challenges with new responsibilities and protagonism. We offer actions aimed at developing the skills and abilities expected of each of our professionals of the future. In order to improve the professional development of each of our people, we have CPFL University - an area focused on the development and training of teams through learning programs, courses and trails, both faceto-face and online.

The initiative has more than 1,000 contents in the portfolio, which are revisited annually for continuous improvement, as well as being directly linked to the technical jobs of professionals, as well as cultural and soft skill practices.

Therefore, we seek to establish an increasingly gamified environment, where employees are protagonists of their own development journey, while CPFL University acts as a facilitator to reach the maximum of their potential.

For this reason, we highlight the flowing axes:

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.