Inclusive culture and diversity
Performance
Social and relationship capital
Intellectual capital
Human capital
Alignment to the SDGs
The recognition and development of people is one of the Ultra Group’s basic business principles. The Group is focused on ensuringa workplace environment of excellence and respect and that all employees have opportunities for personal development and career progression.
The historical challenges in the Brazilian labor market, especially, regarding gender and race, inspired the Group to select inclusion and diversity as one of its commitments for 2030.
Based on the contributions of the work-group dedicated to the topic, and the market scenario in 2020, the Ultra Group established targets to achieve gender and ethnic equity in the Board of Directors and in senior management positions (directors, executive managers and managers) in the Holding and the businesses, and to ensure an inclusive workplace environment, considering the aspects of accessibility, respect and diversity.
Team
At year-end 2021 the Group had 16,300 employees, including those in the Holding, abastece aí, UVC Investimentos and the five businesses. During the year, 3,374 people were hired, which corresponded to a hiring rate of 21.7%. The consolidated Group turnover was 21.1%. For more information on the indicators for hiring and turnover see the appendices
Employees – Ultra Group
1. Excludes employees of the joint venture with União Vopak.
2. Consolidates the information from all the Ultra Group businesses in the fuel segment.
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GROUP AMBITION
Continuously promote an inclusive workplace environment aimed at the full development of people’s potential, diversity and equity.
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Achieve a 50% level of gender and ethnic equity in senior management and 33% in the Board of Directors
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Achieve an 85% level of satisfaction in terms of an inclusive environment
Promoting Diversity
The Holding and the Group’s businesses areat different stages of maturity in implementing their inclusion and diversity strategies.
The highlights on the theme for 2021 were as follows:
Holding
Manifesto on diversity published
Creating space for future discussions to be addressed in a more assertive and structured way.
Ipiranga
Women Speed (career acceleration), 30 participants, 5 were promoted during the program.
Trainee Program 2021, 75% of vacancies filled by women.
Ipiranga Talent Internship Program 2021, 50% of vacancies reserved for blacks; 66% of the candidates approved.
Approval of extended parental leave, including for LGBTQIA+ couples.
Strategic Committee established, with senior management participation.
Active affinity groups, with more than 90 participants and weekly meetings.
Ultragaz
Divulged its positioning on inclusion and diversity, defined strategic priorities and pillars of action on the theme.
100% of senior management participated in training courses
Diversity survey, 74% of the company’s team recognized Ultragaz’s efforts to promote inclusion and diversity.
Women’s focus group, established to discuss future initiatives aimed at female employees.
Mentorship for women, in management positions in operations and sales.
Approval of extended parental leave.
Oxiteno and Extrafarma developed diversity programs. Oxiteno launched the “Together” program in 2021. The company also created affinity groups in its Brazilian operations (women, people with disabilities, LGBTQIA+ and ethnic-racial) and joined the Equity is a Priority Program, of the UN Global Compact and the UN Women organization. Extrafarma carried out a survey, with the participation of 94% of its team, organized awareness events on key dates, and launched a course on diversity on its e-learning platform. Ultracargo has not yet formulated a structured approach to this theme.
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WOMEN ON BOARD
In 2021, the Ultra Group was awarded the Women on Board (WOB) seal, which is conceded by an independent initiative supported by the UN Women organization. It is awarded to organizations that have at least two women on their Board of Directors, as is the case for the Ultra Group.
Remuneration Equity
The Ultra Group monitors its remuneration indicators by job function especially in relation to gender equity. The only exception is for the position of CEO, since all these positions are currently held by men.
In the Coordinator position, the average remuneration paid to women was higher or equal to that of men in Ultracargo, Oxiteno, Ipiranga and Extrafarma and slightly lower in Ultragaz and the Holding. In management positions, the differences are more significant and, in the case of Director positions, the base salary and the base salary with bonuses for women corresponded, on average, to 88% of the amounts paid to men.
As part of its commitment to diversity, the Group is studying measures to reduce the salary gap between men and women in the near future.
Remuneration Equity Between Women and Men¹ – 2021
| Proportion of base salary | Holding | Ultragaz | Ultracargo | Oxiteno2 | Ipiranga | Extrafarma |
| Director | 79% | 120% | NA | 41% | 107% | 92% |
| Manager | 95% | 90% | 92% | 100% | 98% | 88% | 86% | 77% 3 |
| Coordinator | 97% | 96% | 115% | 113% | 114% | 100% | 107% | 101% | 114% |
| Administrator | 77% | 94% | 88% | 87% | 102% | 103% | 94% | 92% | 98% |
| Operator | 79% | 91% | 82% | 79% | 95% | 96% | 80% | 72% | 108% |
NA: Not applicable. There are no women at this functional level.
1. The figures in the table were calculated by dividing the average remuneration for women by the average remuneration for men, expressed as a percentage. In cases where the calculation indicated different results when applied to the base salary without and with additional payments, the two results are presented in sequence, starting with the comparison of the base salaries. Additional payments: Holding (short-term incentives from the Profit-sharing Plan – PPR); Ultracargo (additional payment for hazardous and unhealthy work, sales incentives and transfer assistance); Extrafarma (market benefits and variable compensation for store teams).
2. The calculation for the Directors category considered the Group’s global operations; the other categories refer to Brazil.
3. Excluding the CEO positions, all of which were held by men, the proportion between the remuneration of women and men increased from 77% to 91%.
Commitment to Non-Discrimination
As set out in the Code of Ethics, the Ultra Group does not tolerate any form of discrimination. Within the scope of the Ethics and Compliance Program, actions are carried out to raise awareness on this theme with employees and business partners. The theme is also part of the Group’s inclusion and diversity agenda.
In 2021, the Canal Aberto received 18 reports on the theme of discrimination, considering the Holding and the businesses, of which 12 were adjudged to be valid or partially valid. In addition to the specific actions to respond to each case, the Group issued a series of communications that reinforced its values and guidelines aimed at combating all forms of disrespect, harassment, prejudice or discrimination in the workplace. Employees that violate the Code of Ethics are subject to disciplinary measures that include warnings, suspensions, sanctions, dismissals and legal proceedings.
Career Development
The Ultra Group’s people management model respects the autonomy of the Holding and the businesses to directly manage all their career development processes, based on common Group guidelines.
One of the highlights in the Holding were the e-learning training courses designed exclusively for CSC employees. The courses focused on process management and continuous improvement. The e-learning platform registered about 8,100 hours of training completed in 2021.
In partnership with the ISE/IESE Business School, Ultragaz created a customized program for the company’s senior managers, which prioritized skills related to the strategic pillars of digital transformation, customer service and ESG.
Ultracargo entered into a partnership with the Lit Platform, of the Saint Paul Business School, focused on leadership development. By the end of 2021, 100 employees were actively using the platform.
In Ipiranga, the Universo learning platform expanded by entering into partnerships, such as the one signed with the Harvard Business School focused on leadership development. The company ended 2021 with 2,800 employees active on the platform. This learning ecosystem offered 2,345 training courses in the year.
For the consolidated Group, each employee received, on average, 30.4 hours of training in 2021.
Training (Hours/Employee)
| Holding | Ultragaz | Ultracargo | Oxiteno | Ipiranga | Extrafarma | |||||||
| 2020 | 2021 | 2020 | 2021 | 2020 | 2021 | 2020 | 2021 | 2020 | 2021 | 2020 | 2021 | |
| By gender | ||||||||||||
| Men | 11.8 | 50.7 | 23.0 | 23.6 | 73.6 | 23.9 | 32.1 | 32.8 | 18.6 | 20.6 | 17.7 | 36.6 |
| Women | 10.4 | 47.4 | 18.0 | 33.9 | 44.3 | 28.0 | 23.6 | 30.8 | 12.2 | 12.2 | 21.8 | 38.6 |
| By employee job category | ||||||||||||
| CEO and Directors | 4.1 | 18.8 | 69.1 | 14.7 | 17.8 | 5.3 | 5.8 | 6.8 | 2.7 | 6.1 | 18.5 | 38.4 |
| Managers | 8.8 | 28.3 | 65.0 | 52.8 | 38.7 | 75.2 | 28.2 | 10.1 | 12.4 | 13.8 | 21.1 | 42.4 |
| Coordinator/ Supervisor/ Consultant | 9.3 | 62.0 | 20.0 | 30.1 | 76.0 | 31.8 | 28.9 | 75.0 | 17.7 | 21.8 | 18.0 | 38.3 |
| Administrator | 8.3 | 50.2 | 25.0 | 39.8 | 33.3 | 23.7 | 24.5 | 39.7 | 15.1 | 10.3 | 10.2 | 20.2 |
| Operator | NA | 49.4 | 16.0 | 13.6 | 89.4 | 20.0 | 33.9 | 27.4 | 21.2 | 25.7 | 20.6 | 38.3 |
| Average | 11.2 | 49.1 | 20.3 | 25.4 | 68.7 | 24.6 | 29.6 | 33.8 | 16.9 | 17.9 | 20.2 | 38.3 |
In partnership with the organization Great Place to Work (GPTW), the Holding conducted
an organizational climate survey in 2021, with the participation of 84% of all employees. The survey indicated a satisfaction index of 80%, and the company was awarded the “Best Companies to Work For” seal.
In order to survey the current perceptions of the Holding’s employees on how
they felt represented and respected in the work environment, the climate survey included some questions related to inclusion and diversity. In this aspect, the satisfaction index was 78%.
ESG Dashboard
Employees 2021, by gender and race – Ultra Group 
Senior Management1 2021
