Leadership, protagonism and high performance. People development pillars at BRK

BRK’s human resources strategy operates based on 3 fundamental pillars:

• Training to attract, develop and retain talent • Strengthen commitment and engagement • Leverage performance

Leaders play an important role in the management and growth of the business. Therefore, training these employees is a priority. The Leaders Academy is the platform that promotes training and actions for the development of skills related to communication with the team, people’s emotional intelligence and people management. Since 2020, approximately 800 leaders have participated in the Program.

Another initiative is the Succession Journey program, aimed at training talents who have the potential to occupy leadership positions.

Still focusing on the development of leaders, BRK implements the First Leadership Acceleration Program. The project identifies the need to support and develop employees who have assumed – or have the potential to assume – leadership positions for the first time, and develops these professionals’ skills in managing people.

Every year, through the Performance Cycle, BRK employees receive an assessment of their professional performance and set goals for the next period. In this process, individual indicators are defined, competency assessments are carried out, results are determined, and feedback is given with the definition of the individual development plan, which will support the training and development programs.

Talent attraction and development

Hiring young talents to work in the sanitation sector is a strategy that is also connected to the formation of highperformance leaders in the company.

In this sense, the Trainees Program was launched to train specialist leaders capable of occupying critical positions in the business, such as the positions of Contract Directors, leaders who are in charge of BRK’s business units. The Internship Program, in turn, opens up opportunities for students to start their professional experience and develop in a high-performance environment in line with corporate values.

Investments in training and courses for the development of these people complement the movement to form a team of excellence in the sanitation sector.

• In company Sanitation MBA: The sector demands qualified labor to meet the dynamism of the segment and meet the expansion needs, especially after the approval of the New Legal Framework for Basic Sanitation. Therefore, BRK launched, in partnership with FGV, the first in company Sanitation MBA.

The project aims to qualify, develop and retain professionals, with 432 class hours, divided into 16 virtual disciplines and three face-to-face courses, in modules of Sanitation and Infrastructure, Economic Regulation and Applied Management

• Saber BRK: Focusing on the development of employees, the company created an integrated knowledge platform to consolidate online training. Training is carried out in areas such as security, commercial and communication.

• Scholarships: The company encourages its employees to be always looking for new knowledge. That’s why it offers educational subsidies for technical courses, undergraduate, graduate, master’s, in addition to language courses.

• BRK Attitude Program: The project is aimed at operations and aims to strengthen the company’s culture. The initiative trains leaders and subordinates for a professional development in line with BRK’s values.

• Black Women Acceleration Program: The project encourages diversity and is in line with the company’s goal of having more black women in leadership roles. The Program performs online workshops that talk about themes about ancestry, self-knowledge and self-esteem. As of November 2021, 37 black female employees had participated in the Program – 32.5% of them had been promoted.