Social
Indicators
We work to reinforce the essence: doing well, doing more and doing forever, making it alive in all projects, programs and people management processes. We invest in professional development and qualification, in order to contribute to the growth of employees and CSN. In order to maintain a high-performance and qualified team, each year, programs are improved to attract, develop and retain talent at different levels, always keeping them in line with our strategic guidelines.
Contributors by segment
| Division of employees by area | Steel industry | Mining | Logistics | Cement | Total |
|---|---|---|---|---|---|
| 2024 | 15.518 | 8,143 | 2.102 | 3.635 | 29.695 |
| 2023 | 15.787 | 8.483 | 2.111 | 2.989 | 29.563 |
| 2022 | 15.383 | 8.143 | 1.949 | 1.291 | 26.766 |
Female representation at CSN
 |
2020 | 2021 | 2022 | 2023 | 2024 | Goal for 2025 |
| Total | 14% | 17% | 21% | 23% | 24% | 28% |
Employee representation by race at CSN.
 |
2021 | 2022 | 2023 | 2024 |
| Lightskin | 38% | 39,2% | 39,3% | 39,9% |
| White | 43% | 41,2% | 41% | 41% |
| Black | 15% | 15,1% | 15% | 15,2% |
| Indigenous | 0,3% | 0,3% | 0,3% | 0,3% |
| Asian | 1% | 1,4% | 1,4% | 1,3% |
| Not Reported | 3% | 2,8% | 3% | 2,4% |
People Management Model
The People Management model that we maintain results from the conviction that human capital is our competitive edge and is the best guarantee for us to stand out in the market in which we operate. We transform knowledge into a successful trajectory, based on passion, dedication and competence that generate opportunities, achievements and recognition, guided by our integrated and efficient people management, which is based on five pillars:
- Attract;
- Align;
- Assess;
- Develop;
- Reward.
People Cycle
Its objective is to analyze individual performance, identify professionals with high delivery and promote the development of employees. In addition, it is the basis for scholarship programs, participation in recruitment, talent mapping, Career and Succession, and all other internal processes.
- Recognition / Meritocracy
- Feedback
- Development
- People Pipeline
The Competence Assessment follows the methodology below:
360° evaluation
Executive Directors; Directors; General Managers and Managers
Executive DirectorsThey carry out self-assessment; and receive evaluation from the immediate manager; pairs; team; customers | internal suppliers
180° Evaluation
Coordinators and Supervisors
Conduct self-assessment and receive assessment from the immediate manager and team
90° Evaluation
Specialists; Higher Level; Administrative and Operational Level
Carry out self-assessment and receive assessment from the immediate manager
The CSN Competency Assessment strengthens the culture of continuous development, directly impacting the recognition of professionals who stand out in achieving the company’s goals. Through objective criteria, the program contributes to the definition of promotions, job adjustments, and other forms of appreciation.
Training
Our development model guides learning and support initiatives to achieve strategic goals and objectives. We carry out programs that strengthen our culture and align the behavioral model of leadership with strategic directions.
Total number of hours of training performed
2024
824.896,63
2023
647.754,6
2022
441.899,6
Partnerships
The Companhia Siderúrgica Nacional (CSN) is expanding its commitment to the educational development of its employees and their dependents through a series of institutional partnerships across Brazil. The company maintains agreements with higher education institutions, technical schools, language courses, and professional training programs for its various operational and corporate units. In the corporate sphere, notable partnerships with prestigious institutions include: Estácio de Sá, Fundação Getúlio Vargas (FGV), USP-ESALQ, Saint Paul Escola de Negócios, Cultura Inglesa. These agreements offer significant discounts on undergraduate, graduate, MBA, language, and short-term courses. At CSN Mineração, the main educational partnerships include institutions such as: Centro Batista de Educação, Faculdade IBS (affiliated with FGV), Faculdade Pitágoras, PUC Minas. Prada Embalagens, one of the country's largest manufacturers of steel packaging, is also part of this initiative and maintains partnerships with institutions like: CEL-LEP ENSINO DE IDIOMAS S/A, FUNDAÇÃO INSTITUTO DE ADMINISTRAÇÃO (FIA), INTERNATIONAL BUSINESS SCHOOL (IBS-SP) and Associação Educacional Dom Bosco.
In partnership with Fundação CSN, CSN launched Projeto Mentoria Cidadã, an initiative that aims to increase opportunities for professional development and contribute to the employability of the students of Projeto Garoto Cidadão. Designed to support young people with fewer opportunities for the job market, the project is closely monitored by CSN professionals who hold leadership positions and are willing to share knowledge and experiences.
We implemented CSN Conecta, a program aimed at engaging teams of up to 4 employees in the development of solutions aimed at accelerating ESG actions in the company, in the areas of water, energy, waste and emissions. The program was launched in all units of the CSN group, and the initiative, in addition to generating innovation through the solutions that will be developed, will contribute to the generation and sharing of technical knowledge.
The Companhia Siderúrgica Nacional (CSN) is expanding its commitment to the educational development of its employees and their dependents through a series of institutional partnerships across Brazil. The company maintains agreements with higher education institutions, technical schools, language courses, and professional training programs for its various operational and corporate units. In the corporate sphere, notable partnerships with prestigious institutions include: Estácio de Sá, Fundação Getúlio Vargas (FGV), USP-ESALQ, Saint Paul Escola de Negócios, Cultura Inglesa. These agreements offer significant discounts on undergraduate, graduate, MBA, language, and short-term courses. At CSN Mineração, the main educational partnerships include institutions such as: Centro Batista de Educação, Faculdade IBS (affiliated with FGV), Faculdade Pitágoras, PUC Minas. Prada Embalagens, one of the country's largest manufacturers of steel packaging, is also part of this initiative and maintains partnerships with institutions like: CEL-LEP ENSINO DE IDIOMAS S/A, FUNDAÇÃO INSTITUTO DE ADMINISTRAÇÃO (FIA), INTERNATIONAL BUSINESS SCHOOL (IBS-SP) and Associação Educacional Dom Bosco.
In partnership with Fundação CSN, CSN launched Projeto Mentoria Cidadã, an initiative that aims to increase opportunities for professional development and contribute to the employability of the students of Projeto Garoto Cidadão. Designed to support young people with fewer opportunities for the job market, the project is closely monitored by CSN professionals who hold leadership positions and are willing to share knowledge and experiences.
We implemented CSN Conecta, a program aimed at engaging teams of up to 4 employees in the development of solutions aimed at accelerating ESG actions in the company, in the areas of water, energy, waste and emissions. The program was launched in all units of the CSN group, and the initiative, in addition to generating innovation through the solutions that will be developed, will contribute to the generation and sharing of technical knowledge.
Corporate University
For many of its employees, CSN is seen as a school. The company’s potential to create opportunities for professional and personal development is a visible foundation on every page of those who write our history. With this motivation, and to complement this journey, CSN incorporated the Corporate University into its educational trajectory, which began in September 2022, building innovative educational solutions aligned with organizational competencies and culture.
The CSN Corporate University was created to strengthen principles, promoting a meeting between the legacy of success and a continuous and enriching learning process for the company. The online platform has various content and training, such as future competencies and emotional intelligence, among other training that will contribute to the development and improvement of fundamental skills and competencies for each professional’s career.
Through the Corporate University, the CSN Group provided 824,900 hours of training in 2024.