|
Company employees with a permanent contract |
Company employees with fixed-term or temporary contract |
||||
|---|---|---|---|---|---|
| Total number |
% of total employees (permanent and temporary) |
Total number |
% of total employees (permanent and temporary) |
||
| 2018 | Men | 14,167 | 83.3% | 886 | 5.2% |
| Women | 1,365 | 8.0% | 587 | 3.5% | |
| Total | 15,532 | 91.3% | 1,473 | 8.7% | |
| 2019 | Men | 14,166 | 82.0% | 897 | 5.2% |
| Women | 1,532 | 8.9% | 681 | 3.9% | |
| Total | 15,698 | 90.9% | 1,578 | 9.1% | |
| 2020 | Men | 14,308 | 83.6% | 520 | 3.0% |
| Women | 1,885 | 11.0% | 409 | 2.4% | |
| Total | 16,193 | 94.6% | 929 | 5.4% | |
|
Company employees with a permanent contract |
Company employees with fixed-term or temporary contract |
Total | ||
|---|---|---|---|---|
Brazil
|
2018 | 15,532 | 1,473 | 17,005 |
| 2019 | 15,698 | 1,578 | 17,276 | |
| 2020 | 16,193 | 929 | 17,122 | |
Canada
|
2018 | 1,281 | 7 | 1,288 |
| 2019 | 1,350 | 6 | 1,356 | |
| 2020 | 1,336 | 2 | 1,338 | |
|
United States 
|
2018 | 4,739 | 9 | 4,748 |
| 2019 | 4,844 | 12 | 4,856 | |
| 2020 | 4,396 | 15 | 4,411 | |
Mexico
|
2018 | 1,197 | 75 | 1,272 |
| 2019 | 1,256 | 84 | 1,340 | |
| 2020 | 1,313 | 104 | 1,417 | |
|
DOMINICAN REPUBLIC 
|
2018 | 807 | 0 | 807 |
| 2019 | 792 | 0 | 792 | |
| 2020 | 799 | 0 | 799 | |
Peru
|
2018 | 909 | 51 | 960 |
| 2019 | 869 | 64 | 933 | |
| 2020 | 863 | 56 | 919 | |
Argentina
|
2018 | 673 | 2 | 675 |
| 2019 | 645 | 6 | 651 | |
| 2020 | 625 | 0 | 625 | |
Uruguay
|
2018 | 209 | 4 | 213 |
| 2019 | 196 | 0 | 196 | |
| 2020 | 180 | 0 | 180 | |
Venezuela
|
2018 | - | - | 0 |
| 2019 | - | - | 0 | |
| 2020 | 260 | 18 | 278 | |
Colombia
|
2018 | 997 | 440 | 1,437 |
| 2019 | 885 | 499 | 1,384 | |
| 2020 | 850 | 457 | 1,307 | |
Notes: The numbers did not vary significantly, but this year we are bringing data from Venezuela. Data were compiled from the collection by the local People teams, with access to internal QL control tools. Contractors perform various types of work, such as IT, maintenance, food, and logistics.
| EXTERNAL INITIATIVE | MANDATORY/VOLUNTARY | ADOPTION DATE | |
|---|---|---|---|
|
Manifesto “Be Anti-Racist” | Voluntary | June 2020 |
|
B Movement Builders | Voluntary | September 2020 |
|
LGBTI+ Companies and Rights Forum |
Voluntary | February 2020 |
|
Business Coalition for Racial and Gender Equality |
Voluntary | September 2019 |
|
Pact for Inclusion of People with Disabilities |
Voluntary | October 2019 |
|
Business Coalition to End Violence Against Women |
Voluntary | November 2019 |
|
Women Empowerment Principles |
Voluntary | July 2017 |
|
Carbon Disclosure Project (CDP) | Voluntary | August 2020 |
|
UN Global Compact | Voluntary | August 2019 |
|
Conscious Capitalism | Voluntary | March 2019 |
|
Circular Economy Hub | Voluntary | November 2019 |
|
Center for Intrapreneurship | Voluntary | January 2019 |
Gerdau's compliance program detects and mitigates internal and external risks that could impact the business and reinforces the company's commitment to ethics and integrity. The Code of Ethics and Conduct, policies, and guidelines outline Gerdau's duties to comply with laws, execute routines, follow sound governance, and authority levels. In addition to the Compliance Policy, Gerdau has in place the Anti-Corruption Policy and the Guidelines for Relationship with Public Officials, Sponsorships and Donations, Contracts, Courtesies, and Disciplinary Sanctions.
In its relationship with third parties, with an emphasis on transparency and fair competition, in 2020 the company published its Code of Ethics and Conduct for Third Parties, available on the internet, and included in contracts and purchase orders compliance clauses and terms of commitment with adherence to anti-corruption practices.
To view the policies click here.
The company also has in place an anonymous and confidential communication channel, available to internal and external audiences, so that questions and suspicions of violations of the Gerdau Code of Ethics or legislation can be reported and addressed. Reports can be submitted through Gerdau's website, telephone, email, or letter directly addressed to the Fiscal Council. In any case, Gerdau guarantees the whistleblower's anonymity and non-retaliation, as well as the confidentiality of the report.
To learn more about compliance, click here.
All operations and processes with direct impact on cash flow are evaluated by internal audit on an ongoing and alternating basis. The Compliance Area performs risk assessments on processes that generate greater compliance risk. All processes are assessed, with an emphasis on the records presenting some point out of curve or sign of abnormality. All operations are assessed, whether through the audit plan or eventually in response to a report regarding ethics. The risks identified are assessed with process owners, and an action plan is defined to eliminate or minimize exposure. Internal audit follows up on its implementation.
All active employees (approximately 27,000) were trained in compliance practices via e-learning. There were also in-person workshops and messages from the leadership to all operations on the topic of ethics.
In addition,
12,500
CUSTOMERS and
SUPPLIERS
from all operations
were communicated
about Gerdau's
anti-corruption practices.
Gerdau has a health and safety management system with practices and tools operating at three barriers: physical, systemic, and behavioral. The goal is to establish the guidelines for health, occupational safety, and process safety management and to establish minimum health and safety compliance requirements for all units. The system covers all the company's industrial, commercial, and transformation units and applies to all employees and service providers. We comply with the local legislation of all the countries where Gerdau operates.
The company has a specific practice in place for Hazard Identification and Risk Assessment. The hierarchy of controls must be considered in the definition of actions to reduce risks and in handling high criticality risks. Leaders of operational areas carry out the Hazard Identification and risk assessment process with oversight and support from health and safety professionals. Assessments that adopt more complex and specialized methodologies are also monitored or conducted by external consultants specializing in these tools.
Gerdau encourages its employees not to expose themselves to risks and provides a tool for this purpose called Recusa a Tarefa de Risco (Refusal of Risky Task). It is the right of company employees or contractors parties to refuse to do work that they believe has uncontrolled risks.
If the risk is confirmed by the leadership and the Health and Safety technical team, work will be suspended until the risk is eliminated or controlled. This entire process is audited to avoid any type of misuse or retaliation.
Employees participate in the development, implementation, and evaluation of the health and safety management system through the reporting tools for safety events, in the implementation of safety practices under their responsibility and in team meetings with the leadership. The units have health and safety committees composed of employees and leaders. In countries where this topic is regulated by law, members are elected by the employees to represent them. The meetings are held monthly, and the topics and decisions are made during the same meeting because the company's leaders are also present.
All (100%) of the organization's employees and contractors are covered by Gerdau's Health and Safety system. The system relies on internal auditing and was considered audited by an external party in the units that have external safety certification (e.g. ISO 45.001, OHSAS 45.001, etc.).
Gerdau has approximately 13,000 employees/ month who are not employees, but whose work is controlled by Gerdau. This number is not directly monitored, and, therefore, was estimated based on the total number of hours worked by contractors (workers who are not employees of the company).
Gerdau has health plan benefit programs for all its employees and their dependents. The Occupational Health and Hygiene services have the following programs for identifying hazards and minimizing risks:
All our units have a medical clinic staffed by professionals in the field (doctors, nurses, and nursing assistants). The number and type of professionals are dependent on the size of the unit and the number of employees.
In addition to occupational risks, Gerdau carries out health promotion campaigns on various topics, including:
The health plans offered to all employees and dependents may differ in the countries where Gerdau operates.
Gerdau's units have traffic accident prevention programs, guidelines in primers, and training for truck drivers, whether they are transporting raw materials or products. Also, there are campaigns for external salespeople in order to prevent accidents in their activities.
Each role has a Training Matrix that indicates the mandatory training and the frequency of refreshers. Contractors receive onboarding training and Risk Analysis and Work Permit training, as needed. Third-party contractors must prove they have completed all other required training before joining Gerdau.
| Total |
A. WORK-RELATED INJURIES (COMPANY EMPLOYEES) |
2018 | 2019 | 2020 |
|---|---|---|---|
| i. Number of fatalities as a result of work-related injury | 0 | 0 | 1 |
| i. Rate of fatalities as a result of work-related injury | 0 | 0 | 0.02 |
| ii. Number of high-consequence work-related injuries (excluding fatalities) | 7 | 10 | 9 |
| ii. Rate of high-consequence work-related injuries (excluding fatalities) | 0.11 | 0.17 | 0.17 |
| iii. Number of work-related accidents with mandatory reporting | 514 | 338 | 334 |
| iii. Rate of work-related accidents with mandatory reporting (TRRR) | 7.95 | 5.83 | 6.22 |
| Number of lost-time accidents - LT Accidents | 73 | 63 | 55 |
| Accident Frequency Rate - LT Accidents + Fatalities | 1.13 | 1.09 | 1.04 |
| Accident severity rate1 | 82.7 | 123.5 | 242.7 |
| v. Number of hours worked. | 64,660,776 | 57,987,207 | 53,683,160 |
1 We calculate the Severity Rate in all countries where we operate by adding the number of lost workdays due to work-related injuries to the number of Days Debited arising from Fatalities (6,000 days) and amputations (NBR 14280 Table). This criterion is based on Brazilian legislation (which is similar to that of many other countries).
| Total |
B. WORK-RELATED ACCIDENTS (OTHER WORKERS - WORKERS WHO ARE NOT EMPLOYEES, BUT WHOSE WORK AND/OR WORKPLACE IS CONTROLLED BY THE ORGANIZATION) |
2018 | 2019 | 2020 |
|---|---|---|---|
| i. Number of fatalities as a result of work-related injury | 0 | 1 | 1 |
| i. Rate of fatalities as a result of work-related injury | 0.00 | 0.03 | 0.04 |
| ii. Number and rate of high-consequence work-related injuries (excluding fatalities) | 2 | 2 | 1 |
| ii. Rate of high-consequence work-related injuries (excluding fatalities) | 0.06 | 0.06 | 0.04 |
| iii. Number of work-related accidents with mandatory reporting | 162 | 180 | 101 |
| iii. Rate of work-related accidents with mandatory reporting (TRRR) | 5.03 | 5.33 | 3.59 |
| Lost-time accidents - LT Accidents | 29 | 37 | 14 |
| Accident Frequency Rate - LT Accidents + Fatalities | 0.90 | 1.13 | 0.53 |
| Accident severity rate1 | 41.3 | 228.3 | 247.1 |
| v. Number of hours worked. | 32,176,407 | 33,745,526 | 28,104,750 |
1 We calculate the Severity Rate in all countries where we operate by adding the number of lost workdays due to work-related injuries to the number of Days Debited arising from Fatalities (6,000 days) and amputations (NBR 14280 Table). This criterion is based on Brazilian legislation (which is similar to that of many other countries).
|
DIVERSITY - EMPLOYEES BY EMPLOYMENT CATEGORY, AGE GROUP, AND GENDER |
2018 | 2019 | 2020 | ||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| AGE GROUP (%) | GENDER (%) | AGE GROUP (%) | GENDER (%) | AGE GROUP (%) | GENDER (%) | ||||||||||
| EMPLOYEES | Under 30 | 30 to 50 | Up to 50 | Men | Women | Under 30 | 30 to 50 | Up to 50 | Men | Women | Under 30 | 30 to 50 | Up to 50 | Men | Women |
| Apprentices | 99.0% | 1.0% | 0.0% | 69.0% | 31.0% | 98.0% | 2.0% | 0.0% | 63.0% | 37.0% | 89.8% | 3.4% | 0.2% | 58.2% | 41.8% |
| Operational | 21.0% | 62.0% | 17.0% | 98.0% | 2.0% | 22.0% | 62.0% | 16.0% | 98.0% | 2.0% | 21.2% | 60.9% | 17.9% | 96.5% | 3.5% |
| Interns | 95.5% | 4.2% | 0.3% | 55.0% | 45.0% | 95.0% | 4.9% | 0.1% | 54.0% | 46.0% | 94.7% | 5.3% | 0.0% | 50.5% | 49.5% |
| Administrative | 26.0% | 61.0% | 13.0% | 64.0% | 36.0% | 28.0% | 60.0% | 12.0% | 64.0% | 36.0% | 27.2% | 60.0% | 12.8% | 63.3% | 36.7% |
|
Specialists/ Coordinators |
10.0% | 67.0% | 23.0% | 81.0% | 19.0% | 11.0% | 68.0% | 21.0% | 80.0% | 20.0% | 9.8% | 69.5% | 20.7% | 78.0% | 22.0% |
| Management | 5.0% | 71.0% | 24.0% | 86.0% | 14.0% | 5.0% | 73.0% | 22.0% | 84.0% | 16.0% | 3.2% | 75.8% | 21.0% | 81.0% | 18.9% |
| Executive Board | 0.0% | 47.0% | 53.0% | 91.0% | 9.0% | 0.0% | 48.0% | 52.0% | 94.0% | 6.0% | 0.0% | 61.4% | 38.6% | 86.4% | 13.6% |
| MEMBERS OF GOVERNANCE BODIES | |||||||||||||||
| Fiscal Council | 0.0% | 0.0% | 100.0% | 100.0% | 0.0% | 0.0% | 0.0% | 100.0% | 100.0% | 0.0% | 0.0% | 0.0% | 100.0% | 100.0% | 0.0% |
| Board of Directors | 0.0% | 29.0% | 71.0% | 100.0% | 0.0% | 0.0% | 44.0% | 56.0% | 89.0% | 11.0% | 0.0% | 25.0% | 75.0% | 87.5% | 12.5% |
| GRAND TOTAL | 25.0% | 59.0% | 16.0% | 89.0% | 11.0% | 26.0% | 59.0% | 15.0% | 88.0% | 12.0% | 23.2% | 59.8% | 16.9% | 87.8% | 12.2% |
|
DIVERSITY - OTHER MINORITY GROUPS |
2018 | 2019 | 2020 | ||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
|
TOTAL NUMBER |
PWD | BLACKS |
TOTAL NUMBER |
PWD | BLACKS |
TOTAL NUMBER |
PWD | BLACKS | |||||||
| EMPLOYEES | NUMBER | % | NUMBER | % | NUMBER | % | NUMBER | % | NUMBER | % | NUMBER | % | |||
| Apprentices | 723 | 57 | 8.0% | 212 | 29% | 811 | 101 | 12% | 270 | 33.0% | 620 | 70 | 11% | 251 | 40% |
| Operational | 18,373 | 271 | 1.0% | 4297 | 23% | 18,283 | 281 | 2% | 5044 | 27.6% | 20,439 | 370 | 2% | 6717 | 33% |
| Interns | 905 | 0 | 0.0% | 199 | 22% | 942 | 0 | 0% | 250 | 26.5% | 604 | 0 | 0% | 224 | 37% |
| Administrative | 3,527 | 85 | 2.0% | 566 | 16% | 3,755 | 80 | 2% | 750 | 20.0% | 4,188 | 109 | 3% | 1148 | 27% |
|
Specialists/ Coordinators |
2,603 | 14 | 1.0% | 188 | 7% | 2,805 | 14 | 0% | 282 | 10.1% | 3,001 | 19 | 1% | 429 | 14% |
| Management | 838 | 2 | 0.0% | 55 | 7% | 837 | 6 | 1% | 66 | 7.9% | 900 | 8 | 1% | 106 | 12% |
| Executive Board | 32 | 0 | 0.0% | 0 | 0.0% | 33 | 0 | 0.0% | 0 | 0.0% | 44 | 0 | 0.0% | 1 | 2.3% |
| MEMBERS OF GOVERNANCE BODIES | |||||||||||||||
| Fiscal Council | 3 | 0 | 0.0% | 0 | 0.0% | 3 | 0 | 0.0% | 0 | 0.0% | 3 | 0 | 0.0% | 0 | 0.0% |
| Board of Directors | 7 | 0 | 0.0% | 0 | 0.0% | 9 | 0 | 0.0% | 0 | 0.0% | 8 | 0 | 0.0% | 0 | 0.0% |
| GRAND TOTAL | 27,011 | 429 | 2.0% | 5,958 | 32% | 27,478 | 482 | 2% | 6,662 | 24.3% | 29,807 | 576 | 2% | 8,876 | 30% |
Data obtained through SAP HR4, available in POWER BI. As of 2020, data have been included employees on leave (e.g. maternity leave, contracts suspended by the MP, etc.).
Data on the people with disabilities (PwD) and other minorities are not monitored in GLN and GSN NorAm. GLM Mexico, GLA Argentina and GLY Uruguay did not provide information about other minorities. Data on race are based on the employee's self-reporting.
Gerdau's investments in innovation and digital initiatives in 2020 accounted for approximately 2% of the company's net revenue, as in 2019.