•Succession Management: Succession mapping continued this year, to ensure accelerated
development and readiness for more critical senior management and executive positions.
•Inter-company Mentoring for Women: In July 2021, TIM, together with a growing number of major
companies, created an initiative to accelerate women’s career development. The initiative is part of
the “Mulheres Positivas” (“Positive Women”) Project, which has the broader scope of enabling
women’s access to the Brazilian labor market. In 2021, two waves of mentoring were developed,
involving 149 women.
The main training programs and initiatives are listed below:
•Main Institutional and Compliance Issues: all employees take part in courses on the main
institutional and compliance issues, such as ethics, human rights, sustainability and environmental
policies, health and safety, information security, and anti-corruption, in line with the Group’s
guidelines as well as international and Brazilian laws.
•Digital Learning Roadmap: the new online training platform called “Talent Hub Learning” includes
individual and collective itineraries for digital learning. The roadmap focuses on strategic issues such
as digital mindset, new capabilities, innovation, accountability, customer experience, execution,
collaborative networking, change management.
•TIM Talks: TIM Brasil’s annual Training, Development and Communication Program. As in 2020, the
event was attended not only by members of our internal workforce but also by members of the public.
TIM Talks began in November with an Opening event, and lasted through late December, through a
program of workshops focused on strategic issues in the sector, such as 5G, Cloud, AI, Privacy, etc. The
workshop was attended by representatives of the market, academia, and institutions in general, and
for the first time ever, also involved international guests.
•Support Plan in the Context of the COVID 19 Pandemic: Throughout 2020 and 2021, due to the novel
coronavirus pandemic, TIM carried out training actions geared toward wide-ranging health and safety
topics, such as mental health, self-care, ergonomics, well-being in its most varied dimensions (e.g.:
nutrition, physical exercise, etc.), including online classes (e.g.: meditation) and COVID-19 prevention,
and we also make the integration content available in digital format. Additionally, we transformed
100% of our training actions to the distance-education methodology, and even the “Internal Week for
the Prevention of Occupational Accidents” (known by the Portuguese-language acronym “SIPAT”)
also migrated online, integrated into the Health & Well-being Journey, with some of the events open
to the general public.
•Onboarding: Considering the digital transformation processes that TIM started a few years ago, a new
100% digital Onboarding program was designed to engage and prepare new employees for their daily
work routines.
•Vertical Journeys: TIM Brasil created personalized learning journeys for the different areas, based on
different needs related to the scope of activities.
•Journey to Cloud and Agile Journey: In line with its digital transformation and innovation plan, TIM
implemented a structured upskilling plan for all employees involved in migrating infrastructure into a
multi-cloud environment and for users of new data and analytics technologies. Since 2020, more than
500 people have been involved in the program. In 2021, a training program was implemented, called
“Agile Journey,” with the aim of disseminating the culture as well as the methods and tools of Agile
Methodologies. The Journey now involves the teams that work in the service creation processes, to
bring incremental gains to the business, reduce risks, and make ongoing improvements. More than
170 employees have already started the journey.
•Sales Force Initiatives (Consumer and Corporate Evolution Program): a learning journey for TIM
stores and Sales Force, created and developed in an innovative way based on the principle of
gamification, which translated into greater involvement, new knowledge with a different “footprint,”
and greater value for the company. A unique, personalized and humanized experience. The online
training model was maintained and improved in 2021.
Because we believe that diversity and inclusion are essential for valuing and engaging people, and play a
fundamental role in the innovation process, we reinforce our positioning and commitment to this issue by
creating policies, programs and initiatives regarding diversity and inclusion, aligned with the business strategy,
organizational culture, and appreciation of the contribution of each employee at TIM.
In 2021, the Diversity & Inclusion Program continued with the annual calendar of actions, based on the UN
calendar and other nationally recognized dates; strategic monitoring of the issue by the Diversity & Inclusion
Committee, formed by senior executives; and the performance of affinity groups, made up of employees from
all levels, areas and regions, who worked together in the design and deployment of inclusive actions for the
pillars of gender, LGBTI+, race, generations, and people with disabilities.
Among the initiatives introduced, we have the Inclusive Internship Program, which gave greater flexibility to
the profile and prerequisites of the selection process to expand access to minority social groups, in addition to
having no restrictions on age, courses or educational institution; the program set aside 50% of the openings for
black people. Regarding the gender pillar, we launched the “Positive Women” Project, aimed at increasing the