Quality of Life and Wellness
xgAccording to the World Health Organization (WHO), quality of life is an individual’s perception of his or her position in life in the context of the culture and value systems in which he or she lives and in relation to his or her goals, expectations, standards, and concerns. Thus, work is an essential part of this context, since it is capable of establishing identity and offering meaning and significance to life.
Considering that people spend a large part of their days in the work environment, much of what happens inside and outside work life influences the professional’s behavior, as well as his or her performance and, especially, his or her physical and mental health.
Aware of its commitment to offer a healthy and safe work environment, besides physical and psycho-emotional health care, Copel maintains several programs aimed at quality of life and wellness in the workplace.
Since 1998, Copel has been developing a structured model to promote quality of life and well-being, recognizing that the Company’s sustainable development is directly linked to valuing people and creating healthy, safe, and inclusive work environments.
Aligned with the Sustainable Development Goals (SDG 3 and SDG 8) and best practices in people management, the Quality of Life and Well-Being Program is organized around four pillars:
- Physical Health
- Psycho-emotional Health
- Social Well-Being
- Financial Well-being
Through this integrated program structure, the Company strengthens its commitment to valuing people, ensuring the sustainability of human capital, and generating long-term value for employees, investors, communities, and other stakeholders.
Social Well-Being
Social well-being is based on our ability to form and maintain strong, meaningful relationships with other people. Strong relationships are linked to lower rates of anxiety and depression, higher self-esteem, greater empathy, a stronger immune system and longer lifespans.
Copel promotes social well-being through initiatives that strengthen family ties, inclusion, diversity, a welcoming environment, and work-life balance. Among its key programs are:
Copel's Family Week Program
The integration between the family and the company is configured as an important tool to value the workforce, as it stimulates the recognition of the importance of the employee’s work by their families, providing conditions to strengthen the bond between the workforce and the company, by allowing family members to get to know better their work reality, their daily routine and the relevance of their labor activities in the development of the company as a whole.
The Family Day meeting takes place annually and allows the family members of our workforce to visit the company’s units, get to know the work routine and the importance of the activities developed by Copel, which have a direct impact on the state’s economic and social areas.
The program provides an opportunity for team building and relaxation at the Company, while also offering safety training, educational lectures, and health care information, thereby helping to prevent accidents and promote the overall health of the Copel family. It also features presentations on the Company’s business operations, as well as recreational and hands-on activities tailored to employees’ work tools. More than just opening the Company’s doors, Copel Family Week is an opportunity to share stories, strengthen bonds, and recognize the vital role that each employee plays in driving the company’s results.
Home Office Program
Designed to promote a work-life balance, the hybrid model adopted by the Company offers flexibility in how work is performed, increasing employees’ autonomy and contributing to their health and well-being. Currently, 75% of positions are eligible for the program.
Combating Domestic Violence
Copel recognizes that the fight against domestic violence involves society as a whole and assumes its social responsibility in this matter, conducting permanent campaigns to combat and overcome domestic violence, be it against women, children or elderly people.
The company develops support actions for employees who are victims of violence, ranging from release for absence from work to transferring their place of work as part of protective measures, if the employee so wishes.
In 2024, the Company launched a Domestic Violence Assistance Hotline to provide support and specialized referrals.
The actions are also aligned with the Sustainable Development Goals (SDGs) of the United Nations (UN), especially in items that advocate gender equality, emotional health and well-being, and the promotion of a healthy working environment for all people.
Wellbeing in Pregnancy Program
The Bem-Gestar Program aims to provide special attention and support to mothers and fathers during the pregnancy process and after the birth of the child, having as main objectives:
- welcome the employees in this unique moment;
- provide psychosocial well-being to pregnant and parenting women in the workplace, providing support and information;
- encourage the practice of breastfeeding after returning to work, with the breastfeeding support rooms; and
- promote an active and conscious paternity, which is an important foundation for the growth and development of the children and the family.
An initiative aimed at supporting pregnant women, mothers, fathers, and families during pregnancy, childbirth, and the baby’s early care. The program includes telemonitoring, support groups, encouragement of active parenting, and breastfeeding support rooms certified by the Ministry of Health.
Pregnant Women Group
It is aimed at employees, wives of employees, and contractors, in order to promote the dissemination and discussion of contents about pregnancy, legislation, childbirth, postpartum, care with the newborn, and breastfeeding.
Healthy pregnancy
It aims to promote the health of pregnant women, offering support and care during pregnancy, delivery, and postpartum focusing on health promotion and the importance of prenatal exams and the first care with the baby, available to beneficiaries of Fundação Copel’s health plan at no additional cost to the plan.
Gestação Saudável offers tele monitoring, a health guidance center, virtual support in urgent and obstetric emergencies and online postpartum care.
Breastfeeding Support Rooms
Copel maintains breastfeeding rooms in some of its units so that employees returning from maternity leave have an appropriate environment for the removal and storage of milk to be offered to the infant.
The environments are part of the Working Mother who Breastfeeds strategy and are certified by the Ministry of Health, in recognition of the support for the women who make up the Company’s workforce.
Pre-retirement Program (PPA)
The dedication to working life by the worker tends to reduce the time of attention to the transition moments experienced by retirement and/or career transition, in addition to this, the changes in the social security system, motivated the institution of a program to prepare for retirement and for the future.
The Pre-Retirement and Post-Employment Program (PAPE) is a practice is a practice of people management at Copel that aims to provide guidance on choices that provide tranquility and quality of life, having as assumption education, providing access to information and relevant knowledge in order to promote the autonomy to plan the worker’s future.
In this sense, Copel’s Pre-Retirement and Post-Employment Program foresees educational actions, by means of internal seminars on subjects that are relevant for the future, such as the preservation of physical and emotional health, the importance of building healthy relationships and financial education, as well as self-development actions, making content and tools available so that each employee can elaborate his/her “life project”, thus establishing a better connection with his/her future.
The action is also aligned with the Sustainable Development Goals (SDGs) of the United Nations (UN), especially those that advocate emotional health and well-being and quality education, as well as the promotion of a healthy working environment for all people.
Financial Well-Being
Far from what many think, financial well-being is not simply synonymous with earning the monthly income we desire. Behind this concept there are several elements that need to be up to date to guarantee a healthy financial life.
Financial education is viewed as a fundamental component of employees’ overall well-being. Through the “Redefinindo Valore$” program, Copel promotes the development of skills in financial planning, responsible resource management, and preparing for the future.
These initiatives include learning paths, lectures, workshops on supplemental retirement plans, and mentoring groups, all of which strengthen employees’ financial autonomy, economic security, and quality of life.
Physical Health
At Copel, people’s health and safety are key factors in the company’s success and longevity; for this reason, senior leadership views them as a core part of the company’s strategy and a non-negotiable value in our culture.
Psycho-emotional Health
Copel recognizes mental health as an essential element for safety, well-being, human development, and business sustainability.
Benefits
To complement its health and wellness strategy, Copel offers a comprehensive package of benefits on par with leading organizations in human resources management. These initiatives support the health, safety, inclusion, professional development, and quality of life of employees at every stage of their professional journey.
