Be Yourself: This is Braskem’s Recommendation

From promoting equality in the workplace to the freedom to choose one’s own clothing, the company strives to respect individuality and value its Members’ identities

The Braskem Diversity and Inclusion Program has existed since 2015 and is focused on making the work environment even more collaborative and inclusive, free from prejudice and discrimination, so that everyone can be who they truly are.

“More than an environment free of intolerance and disrespect, we will build an environment rich with ideas and different ways of thinking, which only complement one another and multiply the possibilities for creation.” This is how Graziela dos Santos summarizes the objectives of the program, created in 2015.

A member of Q 1, which is located in Bahia, Santos is one of the 90 members who took part in the Work Groups that are part of the initiative. She leads the group that supports the program focused on developing actions that increase the representativeness of individuals of African descent and help fight racism. The program also works with another two groups: the gender equality fronts and LGBT front.

Did you know? Braskem was the first large Brazilian company to join the Forum of Companies and LGBT Rights

The groups meet monthly to talk about building diversity and inclusion actions. “This initiative demonstrates a new step taken by Braskem toward promoting a more encompassing social responsibility approach, seeking to empower and value minorities,” added Bruna Pinto, who works at the office in São Paulo and leads the LGBT group.

Last week, the company launched its communication campaign and promoted Diversity and Inclusion Week, a movement that reinforced the initiative and promoted dialogue in all of Braskem’s sites in Brazil. From the industrial units to the offices, members were encouraged to think about how they are encouraging respect and promoting diversity and inclusion.

Dress Code

Braskem also used the occasion to address another important point, important for each person to express his or her identity: how to dress at work. To give members more freedom over their choice of clothing, the company launched the open dress code.

Here are the main changes:

At the offices, members can use any type of pants, Bermuda shorts, shirts, tennis shoes, sandals, or other footwear;
At the administrative areas of the plants, they can use any type of pants, Bermuda shorts, most types of shirts, close-toed shoes, tennis shoes, or open sandals, as long as these have a back strap that secures them to the ankle. For safety-related reasons, members may not use heels that are higher than 5 cm or flip flops;
In the industrial areas, members must follow the specific SHE guidelines for the areas that require the adoption of specific clothing and PPE.

The Braskem Diversity and Inclusion Program includes the following fronts:

Gender Front

The goal is to promote gender equality by offering equal opportunities and empowering women, while also increasing women’s representativeness in leadership and industrial positions

LGBT Front

Promote an inclusive workplace free of sexual and gender identity discrimination and which guarantees equal opportunities and rights

Race and Ethnicity Front

Create a work environment free of racial and ethnicity-based discrimination, encouraging the inclusion and empowerment of the population of African descent, and mixed race, indigenous and Latina individuals. Furthermore, the idea is to increase the representativeness of individuals of African descent in leadership positions and roles at the offices

Social and Economic Front

Through the Young Apprentice Program, which includes individuals ages 18-24 facing situations of social vulnerability, offer a first job opportunity