Photo: REAGIR Training
Photo: REAGIR Training
Zero tolerance for harassment
At Vale, any form of harassment, discrimination, violence, or intimidation is unacceptable.
People's health, well-being, psychological safety, and professional development can be significantly affected by the experience of harassment.
Although harassment is a structural problem in Brazil and can affect anyone, its impacts more frequently affect women and historically marginalized groups, such as Black people, LGBTI+ individuals, people with disabilities, among others.
At Vale, combating harassment is an ongoing action and part of the commitment to Diversity, Equity, and Inclusion (DEI), contributing to a culture of respect and inclusion.
Vale's Stance
Vale repudiates any form of violence, intimidation, and discrimination, as set forth in its Code of Conduct.
Harassment, in all its forms, is treated as a serious violation.
These behaviors are subject to rigorous investigation processes and the application of disciplinary measures which, depending on the severity of the case and applicable legislation, may include termination of employment.
Photo: REAGIR Training
How Vale addresses harassment
Vale does not tolerate any type of harassment. Confirmed cases result in the termination of direct employees.
When cases involve contractor personnel, the responsible companies are notified to demobilize these professionals, leaving it up to the contractors to decide on their potential dismissal.
Anyone who feels victimized by a situation of harassment or discrimination can, and should, bring the situation to their leadership or report it through Vale's Whistleblower Channel or Support Channel (Canal de Acolhimento).
Cases are investigated by the Audit and Compliance Directorate with absolute secrecy and confidentiality. All confirmed cases are handled in accordance with Vale's Conduct Deviation Management Policy.
10.151
reports received through Vale's Whistleblower Channel in 2025, including complaints, inquiries, and grievances.
32
confirmed cases of sexual harassment at Vale in Brazil in 2025. In all of them, the victims were women.
Photo: REAGIR Training
What is harassment?
Harassment is any unacceptable behavior that causes embarrassment, humiliation, fear, intimidation, or harm to a person. It can happen through words, attitudes, gestures, or actions, whether in person or digitally.
In the workplace, harassment can manifest in different ways and have profound impacts on the health, safety, and professional journey of the victims.
In addition to sexual harassment, moral harassment (bullying) and cyber harassment also violate human dignity and are not tolerated by Vale.
Knowing the different types of harassment is essential to identify irregular situations, seek help, and contribute to the prevention and combat of these practices in the workplace.
Types of harassment in the workplace
Moral Harassment
Moral harassment is characterized by repetitive and humiliating behaviors aimed at disqualifying, embarrassing, isolating, or silencing a person.
Such practices can occur directly or indirectly and tend to persist over time, deteriorating the work environment.
Sexual Harassment
It is characterized by behaviors of a sexual nature, without the person's consent, with the objective of obtaining an advantage or favor.
It includes unwanted comments, gestures, messages, and physical contact.
Sexual harassment is a crime provided for in the Brazilian Penal Code (Article 216-A).
Cyber Harassment
It occurs through technologies and digital channels, such as messaging apps, emails, social media, or corporate platforms.
It can take on characteristics of moral or sexual harassment and involves behaviors intended to offend, intimidate, embarrass, or harass the victim.
Sexual Harassment vs. Sexual Importuning
Although both are forms of sexual violence provided for under Brazilian legislation and can cause severe impacts on victims, sexual harassment and sexual importuning have distinct definitions.
Sexual Importuning
Sexual importuning is provided for in the Penal Code, under Article 215-A, and consists of practicing an act of a sexual nature against someone, without their consent, with the objective of satisfying one's own or a third party's desires.
This category includes unwanted touching, physical contact, or other acts of a sexual nature practiced without consent. The penalty provided for this crime is 1 to 5 years of imprisonment.
Sexual harassment
Sexual harassment is typified in Article 216-A of the Penal Code and occurs when there is coercion with the intent to obtain sexual advantage or favor. For its legal configuration, the perpetrator must take advantage of their condition of hierarchical superiority or ascendancy inherent to the exercise of employment, position, or function.
In the workplace, sexual harassment frequently involves a power dynamic between the aggressor and the victim.
How to identify harassment
Harassment in the workplace does not always manifest explicitly. Many situations occur subtly, which can create doubts for victims and witnesses as to whether a certain conduct constitutes harassment.
To help identify it, consider the following criteria:
Did the action cause embarrassment, fear, or damage to the dignity of the affected person?
Did the act occur without the victim's consent?
Was there an abuse of power, misuse of hierarchy, or position of authority?
Was the conduct repeated or systematic?
If the answer is yes to one or more of these criteria, the situation may constitute harassment and should be reported.
How to react to harassment situations
If you have experienced, witnessed, or have knowledge of a situation of harassment, it is important to know how to react.
To support the prevention and combating of harassment and other forms of violence in the workplace, Vale offers the REAGIR training.
The program helps identify inappropriate behaviors, supports victims, and provides guidance on how to act, seek help, and make a report.
How to report and seek support
Vale's Support Channel
The channel offers a safe space for support and guidance for Vale employees and contractors. It is operated by an independent team dedicated to listening, supporting, and guiding anyone experiencing situations of moral harassment (bullying), sexual harassment, or discrimination.
Vale's Whistleblower Channel
A secure and confidential channel to report situations that occurred in the workplace. All reports are handled with seriousness, confidentiality, and respect. Make your report.
Public Ministry of Labor (MPT)
Official channel for reports related to labor rights violations in the workplace throughout Brazil.
Caso a resposta seja positiva para um ou mais desses critérios, a situação pode configurar assédio e deve ser comunicada.
Photo: REAGIR Training
Did you know?
Since 2018, sexual importuning has been a crime in Brazil.
With the creation of Law No. 13,718/2018, this conduct came to be typified as a crime. It occurs when someone commits, without consent, an act of a sexual nature that violates the victim's freedom and dignity.
Work Without Harassment 2025 Survey
The Work Without Harassment 2025 survey, conducted by Think Eva in partnership with LinkedIn, provides relevant information on the incidence of harassment and its impacts on personal and professional life. The survey interviewed over 3,000 people across Brazil. Check out some of the results:
57 %
of people have witnessed or experienced some type of harassment.
66 %
of women who suffered sexual harassment have a family income of up to 5 minimum wages.
91 %
of women state that they know how to identify situations of sexual harassment.
Break the cycle
Everyone can be an ally in the fight against harassment.
Silence strengthens the problem. Action strengthens people.
Being an ally means not normalizing inappropriate behavior, not looking the other way when faced with situations of disrespect, and supporting those who need help.
Small actions make a difference. When someone takes action, they help break the cycle and strengthen a culture of respect for everyone.
Photo: REAGIR Training
Frequently Asked Questions
Workplace harassment is defined as any abusive behavior, in person or digital, that violates human dignity, involving repetitive behaviors that cause embarrassment or affect health and professional trajectory.
At Vale, the topic is handled with zero tolerance. All occurrences are submitted to rigorous investigation processes by the Audit and Compliance Directorate, which may result in disciplinary measures and the termination of those involved, in accordance with the guidelines of the company's Code of Conduct.
The main types are:
Moral harassment: behaviors that humiliate, embarrass, intimidate, isolate, or disrespect a person, affecting their dignity, well-being, or working conditions;
Sexual harassment: conduct, approaches, or insinuations of a sexual nature without consent, with the objective of obtaining some type of advantage or favor, causing embarrassment, discomfort, or a violation of the person's freedom;
Cyber harassment: practices of moral or sexual harassment carried out through digital means, such as emails, messages, social media, apps, or corporate platforms, causing embarrassment and/or intimidation to the victim.
Victims or witnesses of workplace harassment have official and secure channels to seek support or make a report:
Seek support from the Support Channel (Canal de Acolhimento): recommended for emotional support and humanized guidance through an independent and specialized team, recommended before or during the reporting process.
Report the situation to immediate leadership: an option indicated for cases where there is an environment of trust and security for a direct report.
Register the report on Vale's Whistleblower Channel: the official channel for rigorous investigation, guaranteeing secrecy, confidentiality, and protection against retaliation.
Formalizing the report is an essential measure to interrupt cycles of inappropriate conduct and ensure the integrity of the corporate environment.
Yes. All reports received by Vale are handled with secrecy, confidentiality, and impartiality. Access to information is restricted to the teams responsible for the investigation. The company ensures the protection of reporters' identities and maintains strict protocols to guarantee that information is handled with absolute security during all stages of the investigation.
Reports are investigated by Vale's Audit and Compliance Directorate, following technical criteria, structured processes, and the company's internal regulations.
Confirmed cases of harassment result in the application of disciplinary measures appropriate to the severity of the situation, in accordance with Vale's Consequence Management Policy, which may include termination of employment, regardless of the position or role of the person involved.
The channels are available to all audiences that interact with the company:
Direct employees: professionals with an employment bond with Vale across all its units;
Third parties and contractors: professionals from service-providing companies;
Partners and suppliers: any individual or company that has a commercial or institutional relationship with Vale.
REAGIR is a training program provided by Vale with the objective of guiding people on how to identify situations of sexual harassment in the workplace and how to act responsibly and safely when experiencing or witnessing this type of situation.
The training is intended for all Vale employees, but can also be accessed by anyone who wishes to better understand the topic, support victims, and contribute to the prevention of sexual harassment in the workplace.
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