Social

Changing people's lives

Activities of CCR Institute

We coordinate projects and programs, with our own resources and via tax incentive laws, on the fronts of health, education, income generation, culture, and sport – always with a focus on promoting social inclusion and following the purpose of helping people to take better care of their own paths.

730

projects

supported so far

+ de 18

million

of people impacted by projects in 10 years

555

cities

benefited in Brazil

750

millions of reais

They will be invested in social actions until 2035

Our commitment to society

Through social projects, we promote inclusion and leave a legacy for society

See CCR Institute

Customer Satisfaction Index

Motiva conducts daily customer surveys and analyzes the results quarterly to create effective action plans, aligned with established goals.

In 2025, we are using the Customer Satisfaction Index (CSAT) as the main performance indicator, standardized across all concessions we manage.

The consolidated CSAT result for 2024 was 72.2 points, as shown in the table below:

Customer Satisfaction Index

Workplace Experience

Motiva is committed to ensuring a safe and healthy work environment, supporting fair treatment practices such as diversity and inclusion, fair compensation, decent working hours, social protection, freedom of association, and work-life balance. These commitments are reflected in our Code of Conduct, Third-Party Code of Conduct, and our Human Rights Statement.

The workplace must be maintained in compliance with applicable labor laws and regulations, as well as the various labor agreements to which we are subject. This includes, but is not limited to: avoiding or minimizing overtime or excessive working hours; monitoring working hours, including the management of overtime; ensuring that employees are compensated for overtime work; establishing a maximum limit for working hours; providing payment during annual leave and ensuring that employees are able to enjoy their right to paid annual leave; and regularly engaging with workers’ representatives regarding working conditions.

We recognize that, at certain times, operational changes may require adjustments to our teams. In such cases, we emphasize that these are not mass layoffs, but rather planned demobilization processes—often resulting from the conclusion of concession contracts—carried out with responsibility, transparency, and respect for the individuals involved.

Training Hours

Performance Cycle

Governance and Process – Outplacement

Digital Literacy

Relationship with the community

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Employee Health and Safety

We consider health and safety issues in all our actions and decisions, from the simplest to those with a high impact on the company: everyone must ensure and promote a culture of safety in their areas of influence.

Health and Safety Management System

All employees and activities carried out in CCR Group are covered by the System, supported by the Safety and Health Guidelines.

Safety Culture

Initiated in 2021, CCR's Safety Culture is being developed and implemented with the support of DuPont, aimed at preventing accidents at work.

Equity in the workplace

A Motiva e as suas plataformas de negócio realizam ações permanentes para ampliar a presença das mulheres em cargos de liderança e em posições operacionais, promovendo vagas afirmativas, firmando parcerias com entidades educacionais, oferecendo capacitações profissionais e realizando campanhas de cadastramento de currículos, bem como estabelecendo normas e processos internos que visem a uma remuneração igualitária e processos de avaliação de desempenho imparciais.

Atualmente, as mulheres compõem 37% do quadro total de colaboradores da Motiva. O Conselho de Administração da Companhia conta com duas representantes femininas e, até o fim de 2024, 41% dos cargos de diretoria eram ocupados por mulheres.

Nas áreas operacionais, por exemplo, 39% dos operadores de trens da Linha 5-Lilás são mulheres, e a Motiva tem periodicamente promovido cursos de formação e a contratação de mulheres como agentes de atendimento e segurança em suas estações de trens e metrô e para as áreas de manutenção dos seus ativos. Em aeroportos, 45% dos cargos de liderança já são ocupados por mulheres. Na Plataforma de Rodovias, 48% do quadro geral é composto por mulheres.

A Motiva dispõe de uma Norma de Remuneração Fixa, que determina que todos os seus colaboradores sejam remunerados igualmente sem distinção de gênero, idade, raça ou orientação sexual. Além disso, estabelece que a remuneração é definida com base nas funções exercidas, alinhadas com os valores praticados pelo mercado, e que a área de recursos humanos deve sempre observar o equilíbrio interno salarial entre os colaboradores que ocupam o mesmo cargo na mesma localidade de atuação ao contratar um novo profissional. Os processos de avaliação de performance da Companhia, por sua vez, são atrelados a metas objetivas, que permitem mensurar de forma isenta e imparcial a desempenho dos seus colaboradores.