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Education, Diversity, and Human Rights

We strengthen public education and expand access to quality education across the country. We foster the entrepreneurial ecosystem and employability, supporting professional development and career building. We contribute to economic and social development in the communities surrounding our educational units. We promote the health and well-being of our employees, encouraging physical, mental, and emotional balance. In this way, we integrate education, diversity, and human rights into our ESG strategy and our purpose of driving social transformation.
Impact Platform Impact Management Human Capital

Social Impact Platform

Learn more about how we amplify our positive impact on society

Nossa Estratégia
We believe in education as an instrument of social transformation, enabling people to achieve greater quality of life and to generate income in the places where they live. To guide our actions we have the Cogna Social Impact Platform, divided into priority fronts to enhance the power and reach of our initiatives:
Our programs
Big Actions
01

Public Education

Contribute to public education in the country.

Early Childhood Education, Literacy, Secondary Education
02

Employability, Entrepreneurship

Formar cidadãos preparados para o futuro, contribuindo para sua qualidade de vida e autonomia financeira.

Economic Opportunities
03

Local Development

Promote economic and social development in the areas surrounding the teaching units.

Health, Economy, Social Assistance
+2 Cross-Cutting Themes

Diversity And Inclusion:

To respect and value disabled persons; and promote equality in gender, ethnic origin, religion, sexual orientation and gender identity.

Innovation And Technology:

To use new technologies to minimize negative impact and to leverage the positive impact of the businesses.

Impact-Driven Management

Committed to generating value across its entire value chain, Cogna has taken an innovative step in measuring the impacts generated by its business in the socioeconomic sphere. Since 2019, these impacts have been monitored annually through the internationally recognized methodology of Social Return on Investment (SROI).

We believe that a company’s value is directly connected to its ability to contribute to the advancement of society. To foster the broad transformation the world needs, the first step is to measure our impact.

SROI is an integrated management tool that allows companies to account not only for financial results, but also for the broader impact of their operations. At Cogna, we also measure our impact across the dimensions of human capital and local (social) development.

According to the second application of the model, based on 2023 results, for every R$1 invested, Cogna generated a net return of R$5.56 in benefits to society.

Assets Considered in the SROI Calculation

Acess to Education

Promote and/or facilitate community access to education (e.g., scholarships, free preparatory courses, donation of educational materials).

Public Education Management

Enhance Brazilian public education (e.g., projects developed by Fundação Pitágoras).

Community

Promote social transformation in the communities surrounding the campuses (e.g., professional services offered by higher education institutions).

Professional Integration

Promote access to the labor market (e.g., increased income for our students, employability portal).

Curricular

Promote social transformation through the dissemination of information (e.g., student training in social projects).

In 2023, for every R$1* invested by Cogna, R$5.56 returned to society. In total, 3.2 million people benefited, with R$15 billion in socioeconomic assets and R$1.8 billion in economic impact.

 

Human Capital

We Ensure People Build The Best Version Of Themselves.

Our objective is to develop in our human capital a diverse, agile, customer-focused culture aligned with our purpose, based on collaboration, entrepreneurship, a sense of ownership and that attracts and retains talent capable of delivering the organization’s future vision.

Our culture is reflected in the Jeito Cogna (Cogna Way), based on values and behaviors.

The Cogna Way That Guides Us to the Future

Purpose

Promote and/or facilitate community access to education (e.g., scholarships, free preparatory courses, donation of educational materials).

Vision

To Be A Benchmark Education Platform For Children, Young People And Adults In Brazil.

Values

  • We are a team, not heroes
  • We are entrepreneurs, and we deliver results
  • Our relationship is direct and respectful
  • The success of the student/customer is our success
  • We make our differences the basis of our co-existence

Behaviors

  • We have a sense of ownership
  • We listen to the student/customer
  • We inspire and mobilize people
  • We have a sense of urgency

Strategic Pillars

  • Accelerated growth
  • Efficiency
  • Incredible experience
  • Innovation
  • Incredible people and culture
  • ESG

Salary Transparency

In compliance with Law No. 14,611 of July 4, 2023, and MTE Ordinance No. 3,714, Cogna presents its Reports on Transparency and Gender Pay Equality, reinforcing its commitment to best practices in development, inclusion, and diversity across all our initiatives.

At Cogna, gender equality and diversity are actively promoted throughout the organization, as the company recognizes the value of having diverse teams. Such a composition is considered a key factor in driving innovation, increasing productivity, and ensuring a sustainable work environment, with fair and equal pay being a fundamental requirement.

Additionally, we implement programs and actions that promote equity, such as:

Career Development for Black Professionals

Career Development for Black Professionals

In October 2025, we launched the 2nd edition of Ascender, a career acceleration program for high-potential female Coordinators. The initiative supports each participant’s growth toward managerial positions, boosting female representation in leadership at Cogna.

Participation in the Mulher 360 Movement

Participation in the Mulher 360 Movement

In March 2025, we joined MM360, an independent non-profit association comprising over 100 member companies—leading organizations in the Brazilian corporate landscape—committed to promoting gender equity and increasing women’s participation in the workplace, across the value chain, and within the community.

Participation in the Racial Equity Movement

Participation in the Racial Equity Movement

In November 2024, we joined MOVER – Racial Equity Movement, a non-profit association that seeks to promote and accelerate racial equity through awareness-raising and support for the career and business development of Black professionals. The movement currently comprises over 50 companies collaborating to accelerate racial inclusion through shared efforts and the exchange of best practices.

Public Targets

Elas Lideram 2030 Movement

Our internal public targets for hiring women in leadership positions above managerial level are aligned with the Elas Lideram 2030 Movement, an initiative of the UN Global Compact – Brazil Network in partnership with other organizations, aiming to have 1,500 companies committed to gender parity in top leadership by 2030.

Raça é Prioridade Movement

Our internal public targets for hiring Black professionals in the workforce and in leadership positions above coordinator level are aligned with the Raça é Prioridade Movement, an initiative of the UN Global Compact – Brazil Network in partnership with CEERT. The movement also involves other strategic partner organizations and aims to have 1,500 companies committed to achieving 50% Black representation in leadership positions by 2030.

Public Recognitions

GPTW Diversity Ranking 2025 — Women

In 2025, for the third consecutive year, Cogna ranked 29th as the best company for women to work at. The Women’s Ranking aims to recognize organizations that excel in creating a workplace conducive to female participation, building a more diverse and inclusive workforce.

GPTW Diversity Ranking 2025 — Ethnic-Racial

In 2025, for the first time, Cogna ranked 12th as the best company for Black and Brown professionals to work at. The Ethnic-Racial Ranking aims to recognize organizations that actively create a space of racial equity within their operations, implementing practices and programs designed to reduce the opportunity gap between White and Black (including Brown) professionals.

The reports we present are based on official data from eSocial and RAIS, as prepared by the Ministry of Labor and Employment (MTE), providing a factual overview of our situation. However, it is important to note that the MTE’s original scope is limited to CNPJs with 100 or more employees and is restricted to analysis by broad groups of the Brazilian Classification of Occupations (CBO). This methodology, by not considering the entire company or the natural distinctions between roles, may not fully reflect the complete picture.

To provide a more comprehensive context, we highlight that Cogna defines its salaries through pay grades, which offer a different perspective. These grades are established based on the weight and complexity of each role within the company structure and are applied in a neutral manner—that is, regardless of who occupies the position (male, female, White, Black, Brown, etc.).

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For Cogna, health, safety and well-being constitute a material topic and a fundamental value in all of our operations, be it with the company’s employees or with any other stakeholder group. To manage it, there is an Occupational Health and Safety (OHS) policy that sets forth company principles, making safety an explicit, non-negotiable value.

To promote employee health, we have:

  • Clinical staff, social assistance, medicine, nursing and telemedicine facilities;
  • Specialized Nutritional Guidance Program;
  • Medical Accompaniment for Mothers-to-be;
  • Mental Health Program with psychological support by telephone;
  • Augmented Telemedicine Program via HAI Cabin;
  • Social Assistance Program;
  • Support Program for Employees on Leave;
  • First Aid Program in the corporate units.

Diversity and inclusion are at the core of our strategy for our team. In 2024, we undertook diverse initiatives to establish a more inclusive and equal corporate environment for underrepresented groups in which everyone feels that they belong, free to be who they truly are and to develop their talents in an equal and fair manner:

  • Joining the Mover pela Equidade Racial Movement;
  • Launch of the Creating Bridges Program for people with disabilities to develop their careers at Cogna;
  • Creation of talent banks specifically for people with disabilities and black people;
  • Launch of the Inclua campaign, which encourages the referral of professionals with disabilities for opportunities within the company;
  • Women in Leadership Development Program, which structured personalized development paths for employees in management positions;
  • Promotion of events, training and educational campaigns, addressing issues of inclusion and equity;
  • Training on diversity and inclusion available to all employees, through the Corporate University.

Moreover, throughout the year we maintained four affinity groups, covering gender (Divers@), ethnic origin (CognAfro), LGBTQIA+ (Cogna in Color) and PWD (Include). The groups participate actively in developing awareness and literacy actions for the company.

We support the development of our employees. The objective is to ensure people build the best version of themselves, take their next career step and, consequently, make a positive impact on the business.

In 2024, we highlighted:

  • The offer, in UNICO (Corporate University), of over 500 courses in the most varied areas of knowledge for the development of soft and hard skills;
  • Restructuring of the employee performance management process;
  • Creation of Individual Development Plans (PDIs) for leadership levels, validated by senior leadership;
  • The participation of 156 employees in our corporate volunteer work program as part of the Programa Somos Futuro.