and human rights

Our ambition is to promote human rights and equity in our supply chain and contribute to the local development of our operating regions. Caring for people is a premise we extend to our entire supply chain and the communities where we operate. Our efforts are divided into three main fronts: social responsibility, human rights, and diversity, equity and inclusion.

responsibility and
human rights


To promote

human rights and equity

in our supply chain and contribute to the local development

of communities where we operate.


Increase women in leadership positions


Increase people of color among our team members

Benefit people through our social responsibility initiatives

Human Rights Risks

100% of Human Rights medium and high risks in the value chain managed

We understand our role in society and seek to act as agents of transformation. We believe it is our duty to contribute to the development of regions where we operate, generating shared value and well-being to all. In this way, we seek to strengthen the relationship with the communities around our industrial units through dialogue and transparency.

Our Private Social Investments seek to maximize the positive social impact resulting from our performance, contributing to the sustainable development of the communities where we operate and society as a whole.

The pillars that guide this investment are local development, sustainable consumption and post-consumption, and sustainable innovation and entrepreneurship.

Check out some Programs and Projects below that we support:

Our commitment to respecting human rights is in accordance with the United Nations (UN) Guiding Principles on Business and Human Rights and covers all internationally recognized rights and those expressed in the International Charter of Human Rights (Universal Declaration of Human Rights, International Covenant on Civil and Political Rights and International Covenant on Economic, Social and Cultural Rights) and in the International Labor Organization Declaration on the fundamental principles and rights to work¹. Our Global Sustainable Development Policy, approved by the Board of Directors, reinforces our commitment to the topic, also reflected and expressed in the Braskem Code of Conduct .

We understand that our actions may positively or negatively impact human rights. These impacts can occur in our own operations, in surrounding communities, throughout our supply chains, or even in society as a whole. In this sense, we adopt measures to prevent, mitigate and, if applicable, repair possible violations of human rights with which Braskem may be involved both through our own operations and as a result of the relationships of our business. In order to ensure integrated risk management, Braskem included the risks of violation of human rights in the Corporate Risk Matrix, accompanied by the Board of Directors and by Senior Management and reassessed every two years, thus guaranteeing a periodic and systematic review of the risks and opportunities of human rights.

¹ Including the Conventions of the International Labor Organization relevant to Braskem’s business and internalized by the countries where we have operations.


In 2017, we completed our first process of identifying and evaluating human rights violation risks related to our business. Through this work, we have been able to identify all possible risks that involve our operations and our supply chain. Seventeen risks of human rights violations were identified in Braskem’s operations, products or services, and the main ones in its chain.

The illustration below shows where each of the 17 identified risks can occur along our supply chain.



In 2020, we finalized a diagnosis and defined a plan of actions to advance the prevention and remediation of cases of harassment and discrimination at Braskem, including better ways to protect and welcome affected people, in addition to advances in processes that may avoid repeat cases. In the year, our complaint channel, the Ethics Line, recorded 388 reports and accounted for 578 cases as closed (comprising those received in the current year and in previous years), with 64 remaining in attendance for 2021. In relation to the reports classified as “as harassment”, of the 37 received in 2020, 36 were completed and ten of them led to remediation actions. Among the “discrimination” reports, all five received in the year were analyzed and four of these analyses were completed, three of which were not substantiated and one which led to the removal of a third party from the Company’s environment (ref. messages). The complaint not yet concluded is a possible discriminatory conduct carried out by a member of senior management who is still under investigation.

At Braskem, opportunities are for everyone. Our mission is to collaborate for a better and increasingly inclusive and welcoming society, ensuring equal opportunities for all(ies) through a Diversity, Equity, & Inclusion Program. Our Diversity, Equity, & Inclusion Program develops actions so that Braskem becomes increasingly diverse and inclusive, ensuring a work environment free of prejudice and discrimination, in which each person can be who they really are.

The program has three pillars:


Human diversity is a set of cultural, biological, social, and economic characteristics that make each individual a unique being.

A diverse group, community or organization is one where a diversity of these characteristics exists.


Equity consists of adapting the existing rule to a concrete situation in order to make it fairer. It is a process that starts by recognizing this uneven starting point and undertakes to correct and resolve the imbalance.


Inclusion is the appreciation and inclusion of populations that, for historical and social reasons, face barriers in society and in companies. It is the act of creating an inclusive work environment, training, visibility, respect and fair treatment for these populations.

In addition to actions developed across the board, that is, addressing diversity as a whole, we have initiatives directed towards inclusion and increasing representatives from historically sidelined groups, organized in five work fronts:

Race and Ethnicity

Progressively increase the number of black team members and leaders.
Ensure an inclusive and bias-free work environment.


Progressively increase the number of women in leadership, industrial and innovation and technology positions.
Promote a more inclusive industrial environment for women.


Ensure an inclusive environment, free of homophobia and transphobia.
Guarantee LGBTQIA+ team members access and knowledge of the benefits offered by the company.
Ensure inclusive communication.

People with disabilities

Act in the inclusion of professionals with disabilities and reinforce Braskem’s commitment to social responsibility and human rights.
Promote an inclusive work environment.

Social and Economic

Ensure the offer of job openings for youths aged 18 to 24 in social vulnerability situations.
Comply with the Learning Shares Act.