Technology is tool.
People are the essence.

Both in the preparation of projects and in the management of their implementations, we understand that the essential thing is to create bonds of trust that allow us to maximize results for everyone.

Business relations between corporations increasingly demand respect for compliance standards, and there is no way to produce a safe environment without respect for the laws and the dignity of the human person.

This same relationship should permeate the coexistence between professionals, whether they are suppliers or customers, internal or external.

Bonds of trust are constructions resulting from respect for those involved in the processes that prioritize the interests and desires of their actors, to the extent of the role that each one plays, with information being made available and decisions made in a way that respects the individualities and particularities of people and companies.

Going beyond transparency, we respect previously established and known pacts, rules and assumptions, allowing everyone to position themselves according to their own perceptions and values.

There are many corporations that have instruments to listen to their employees, whether through questionnaires, tests, objective assessments, etc.; But is listening enough? Is it possible to expand the sense of hearing to a listening condition that goes beyond the literality of words and perceives the implicit meanings?

In our company, listening emerges as a spontaneous and fluid communication channel that forms the pillar of trust relationships in the corporate environment, enabling employees to seek help to solve problems that are transcendent to the professional relationship, but which, in their own assessment, have the potential to harm the work environment.

Within the company's strict technical and ethical limits, problems raised that go beyond the boundaries of the professional – respecting the confidentiality of both the “listener” and the “listened” – sometimes result in the recommendation of specialized psychological/psychoanalytical care, outside the company, where the environment can better meet the expectations and needs of those seeking help.

Before seeing it as a merely pathological issue, psychological anxieties and demands, welcoming without estrangement and in a disarming way, preserving ethical principles and limits of competence, and listening (or more appropriately, “prior listening”) are organically produced differences that the company leverages with the intention of being an instrument for fulfilling desires throughout the construction of its history.

For SIMA, safety is not an isolated step of the work. It guides how we design, plan, track deployment, and relate to each person involved in an industrial activity.

In our activities, we are responsible for our lives and the lives of everyone who lives with us. Therefore, we seek to reduce risks from the conception of solutions, considering people, processes, facilities, machines, equipment and real operating conditions.

This care involves technical responsibility, compliance with applicable standards, continuous guidance of teams and attention to deviations that may compromise the physical and psychological integrity of those involved.

How this commitment appears in practice

Life as maximum good. Physical and psychological well-being as a collective commitment. Everyone taking care of everyone, leaving no one behind.

The Occupational Safety Technician or Occupational Safety Manager works closely with the teams to transform safety requirements into clear, understandable and applicable actions in the daily life of the project.

Its presence helps customers, employees, contractors and visitors to understand existing risks, adopt safe conduct and maintain activities in accordance with Quality, Health, Occupational Safety and Environmental procedures.

More than inspecting, this professional guides, monitors and supports decision making in the field, contributing to prevention being part of the operational routine.

Main fronts of action

The value to the customer

With the support of Occupational Safety, safety no longer depends solely on written rules and starts to be closely monitored, with accessible language, presence in the field and quick response to project situations.

This reduces risk exposure, increases the predictability of activities and reinforces trust between the client, SIMA, executing teams and others involved.

Well-conducted safety is one that everyone understands, practices, and recognizes as part of the job.

As part of the actions to recognize and support the team, as a result of the dynamics of aligning perceptions, we implemented the “Expanding Skills Program”, in which each member of the team has the opportunity to submit requests for financing events that, in their sole judgment, would contribute to increasing their training, enhancing their personal and professional growth in the medium and long term.

Annually, an amount to be invested is established and, after analyzing the requests presented by the employees, funds and activities accepted by the teams' coordinations are released.

The Expanding Skills Program inverts priorities in a certain way, as it is the employee who indicates what they want; and the analyzes are not restricted to the perspectives of the professional results directly involved, but to the broad training of the applicant.

Technical training cannot be detached from our training as a human being.

Existing is a collective experience. Only by the perception of others can we understand our world.

Alignment of perceptions is a tool that opens possibilities for dialogue, with the objective of aligning expectations and enhancing results within a sustainable work environment.

In a constant process of improvement, our Human Relations team periodically applies the “Perceptions Alignment” program, bringing to this moment the perceptions of employees, coordinators and customers. This makes it possible to establish personal and corporate action plans to meet the real expectations of participants.

Before a process of meritocratic guidance, the “Alignment of perceptions” is a channel, within the construction of bonds of trust, that provides the employee with data to assess whether their professional activities in the company are aligned with their dreams and desires, given that, like other companies, we are not an end in ourselves, but a tool for those who participate in our history.

Already incorporated into our culture, the also known “Safety pause day” is an annual activity that we carry out with the involvement of the entire team. This is a mandatory stop to reflect on why we practice safety throughout each of our routines.

In addition to presentations, lectures and discussion of specific cases, we open an opportunity for interventions by our staff and guests on issues related to physical and property security in professional activities. The “Safety Pause” is an alert that a safety culture is built on a daily basis, inside and outside the workplace.

Respecting safety standards and complying with them are not an option, but an obligation when we understand that incidents cannot happen and that, if they do occur, they cannot be repeated. The “Safety Pause” is an event that does not materialize in itself, but represents a sign of reinforcement that LIFE is a non-negotiable issue for us.