Sustentabilidade

To WTORRE, the commitment to sustainability is expressed when managing businesses and through its actions. That is a responsible and consistent way to contribute to enhance the quality of life of current and future generations.

The WTORRE Group integrates sustainability practices in several dimensions:

- In its relationship with strategic audiences, whether they are collaborators, suppliers, the community, or the press;

- In the implementation of an integrated safety, health, and environment system, which is extremely important and specific in the construction industry;

- In its products and services, when it systematizes good civil construction practices, as well as when it applies green construction processes and materials;

- In the structuring of social actions within strategic criteria and that provide actions with effectiveness and relevance.

Social Responsibility

Association of the Heart Transplanted Children (ACTC, first initials in Portuguese): WTORRE has built the 500 m² long headquarter, with the capacity of more than a thousand services each year. The headquarter is located in São Paulo; it is a non-profit civil society organization that attends children with severe cardiac diseases, accompanied by their mothers/ responsible ones, who come from all over Brazil and neighboring countries, in order to receive the appropriate treatment in the Heart Institute of the University of São Paulo (Incor/ HC-FMUSP, first initials in Portuguese).

Hildebrando Carneiro Souza Municipal School: located in Araçoiaba, which is 67 km [41,63 mi] distant from Recife, WTORRE, besides contributing for the building construction, has acquired the necessary equipment to assemble the classrooms. The Primary Education school supports 900 students and has a library, a sports court, and an informatics classroom. This action is the result of a partnership between WTORRE and the UNILEVER’s Projeto Mais Vida (More Life Project), which has as its aim to increase the Human Development Index (HDI) from that area, since it is one of the lowest in Brazil.

Institutional Voluntary Work Program (Programa de Voluntariado Institucional, in Portuguese): it fosters the voluntary work between the employees from the Group in a systemic and efficient manner. In 2009, 565 hours were counted for the voluntary work, with the participation of 65 employees and the raise of 2,284 items in punctual campaigns. In a whole, 1,032 people were benefited from the program.

Reception (Acolhimento, in Portuguese): service provided for the employees from the Group who are in a social, economic, and functional vulnerability (alcoholism, depression, stress, internal, familiar, or financial conflict, among others). It establishes trust bounds with WTORRE, aiming at improving the workplace environment, productivity, and growth.
The conduction is done for a specialized professional’s network and the monitoring is carried out until the employee has its work pace stable.

The Apprentice Program (Programa Aprendiz, in Portuguese): fulfillment of the laws, providing technical and professional learning, besides creating development opportunities for teenagers, by hiring them to carry out activities to startup at work. This program has already 35% of the young people with a career continuation at WTORRE.

Battle of the Unity (Batalha da Solidariedade, in Portuguese):it has traditionally happened in the company since 2006, aiming at stimulating the mutual support spirit of the Group. With it, the employees are mobilized to support philanthropic actions throughout the year, carrying out diversified works and actions. Everybody’s engagement is lawful, who work in a month to get the best results for the established institutions.

The specific goals from the program:

- INVOLVE all collaborators, stimulating the unity and the practice of volunteering actions;

- SUPPORT non profitable entities and entities of philanthropic nature within previously defined criteria;

- KEEP the action with WTORRE's group of volunteers rolling;

- MANAGE the value destined to the institutions, insuring more transparency for the private social investment made by the Group. In December 2009, 51,913 raised items were counted and around 1,300 employees were mobilized.

Arrastão Project: support and motive to the sports practice of the employees with the partial sponsorship in the Citizenship Race (Corrida da Cidadania, in Portuguese), which is an annual event of the Arrastão Project. The money from this event is reverted to the project, which attends around 800 needy families.

CCMAR Social Project: aassisting in the maintenance of the Children Living Center (CCMAR, first initials in Portuguese) institution headquarter, located in the Rio Grande (Rio Grande do Sul State) area. This project is developed to train young people from the communities present in the region for the job market.

Manpower Development Program (PDMO, first initials in Portuguese): alphabetization program developed alongside Petrobras to help functionally illiterate employees who work at Rio Grande Shipyard.

Quality of Life

Bom de Garfo Program: individualized nutritional assistance program for the employees who work in the main office, fostering and disseminating the adoption of new and healthy eating habits. It was carried out in partnership with the food company, which also promotes the transmission of information about Quality of Life.

Health Promotion Program: provides the employees who work in the main office with a yearly monitoring and preventive health care, by means of previously schedules appointments with doctors, thus optimizing time and resources. It was developed alongside the professionals of a company specialized in health.

Prevention and Control of Tobacco in the Company: program to control and fight tobacco addiction among smokers who work at the main office. It was carried out alongside an expert medical team and a team of nutritionists.

Ethical Behavior Development

Code of Conduct:references for the attitudes and behavior of the employees regarding the Group’s norms and guidelines.

Confidential Channel: institutional tool to identify situations or behaviors that do not comply with the Group's code of conduct.

Social Responsibility Policy: instrument that standardizes the actions and programs which stimulate employees and shareholders to follow the practices oriented at social responsibility and quality of life. The policy integrates such issues as a strategic piece of the sustainable growth of the Group’s companies.