The initiative takes place in Bahia and seeks to expand the presence of

black and brown professionals in the company's executive positions

Bahia, April 30, 2024

Neoenergia is the first holding company in the Brazilian electricity sector to carry out an exclusive talent program for black people. The unprecedented initiative begins in Bahia, the concession area of one of the group's energy distributors, Neoenergia Coelba. This choice is justified: the distribution company has 80% of black professionals in its workforce, but only 30% of them are in management positions. To overcome this distortion and promote the professional and social advancement of these employees, the company launches Potencialize, a program to boost the growth and

career of black people.

— Neoenergia Disclosure

Unlike other initiatives for racial diversity in the labor market, which seek candidates in external selections, Neoenergia turned to its employees, with the purpose of promoting the professional advancement of those who are already in the company and are the majority in initial positions only. According to the Inter-Union Department of Statistics and Socioeconomic Studies (DIEESE), only 2.1% of black workers - men or women - are in management or management positions. With Potencialize, Neoenergia seeks to contribute to the change in this scenario and, within the company, to expand the presence of black professionals in executive positions by 40% in the coming years.

Potencialize's purpose is to be a bridge to strengthen the self-esteem of black employees and to develop them in their technical and behavioral skills so that they can accelerate their careers and achieve their dreams. To this end, the company rethought the selection process, focusing on the behavioral and life purpose of each

candidate.

Racial equity in the selection

Unlike companies that seek, in their talent programs, candidates with a curriculum with training in various subjects and proficiency in two or more languages, Neoenergia established simple and comprehensive selection criteria, whose prerequisites were that the employee must have been with the company and in the current position for at least 12 months, good performance evaluation and having completed higher education. This was a strategy to overcome structural difficulties that black people face during their professional training

.

“Potencialize's differential lies in the focus of the internal public and on a fair and equitable selection. We recognize that it is more difficult for black people to access opportunities and conditions of advancement. Based on this, we built a selection process that would ensure that employees, in any position in the company, had the opportunity to participate in the process,” explains Thiago Guth, CEO of

Neoenergia Coelba.

The selection was concluded with 15 candidates approved for the program, nine women and six men, who began training in the month of May. It will be seven months of preparation with external and internal experts.

Educational and psychological support

During the program, those selected will undergo personnel, business, process and project management courses, in addition to preparation in other languages such as English. Throughout the process, professionals will have the psychological support of an external consultancy specializing in inclusion and diversity. Among the purposes of psychological support are to strengthen self-esteem and identity, in addition to ensuring emotional support so that they can deal with the difficulties imposed by structural racism

.

“In addition to an action to achieve more diversity, equity and inclusion in our company, Potencialize aims to promote the professional advancement of blacks, with all the necessary support so that they can occupy positions prepared for the challenges imposed and strengthened to make a difference and build consistent advances in their careers,” says Tatiane Conceição, People and Organization manager at Neoenergia Coelba.

Potencialize joins initiatives to promote and strengthen a culture of diversity in the company. The next editions of the project provide for the encouragement of other minority groups, in order to ensure that all audiences are able to ascend within the company

.