Our Path
Track&Field has been striving to integrate Environmental and Social issues into its business, with a dedicated team structuring and leading this agenda within the company.
In 2021, for the first time, we consolidated our ESG initiatives in a report – which you can see here. Since then, we have been working on developing our materiality matrix, measuring environmental impacts, and implementing our ESG Plan 2025, which was announced in our first Annual Report published in 2023 (available here). This publication also provided an overview of the company and its performance in 2022.
In 2024, we published our second Annual Report about 2023, presenting the consolidated progress on each of the commitments established in our ESG Plan 2025 (available here).
Environmental
We have been working to understand the environmental impacts of our operations, identifying opportunities for improvement in waste management and greenhouse gas emissions.
In 2023, we developed the Solid Waste Management Plan (PGRS in Portuguese) covering all our own operations. We conducted a study to understand waste management and identify improvement opportunities in each of our units. Technical visits were made to stores, including some with TFC Food&Market; factories; the distribution center; the TFSports warehouse; and our administrative headquarters, as well as visits and technical analysis of three sports events of different sizes. Based on this study, we developed various support documents, including our PGRS, which details waste management in all our units, setting goals for the proper management of waste generated in our activities.
Regarding Climate Change, we continued to measure our greenhouse gas (GHG) emissions. Our inventories are prepared according to the GHG Protocol Corporate Standard methodology and the ISO 14064-1 standard, ensuring the accuracy and compliance of our data. According to the methodology, emissions are classified into three scopes: direct (Scope 1), indirect from energy acquisition (Scope 2), and other indirect emissions (Scope 3). To calculate Scope 3 emissions, we mapped all applicable categories in our value chain and quantified the associated emissions. In 2023, our total emissions (Scopes 1, 2, and 3) were 22,057.64 tCO2e, representing a 6.7% reduction compared to the previous year.
Aiming to reduce environmental impacts, since 2022, we have replaced plastic bags in our stores with paper packaging, and our gift packaging is now made of kraft paper.
The Santander Track&Field Run Series circuit – the largest in Latin America in terms of number of stages – has been offering hydration to runners with water in aluminum cans since 2022, reducing environmental impact. The can is 100% recyclable and can be recycled infinitely, eliminating the use of plastic cups, which previously consumed five to seven units per participant.
Social
Connecting people to an active and healthy lifestyle is our mission. To enable our employees to embrace this, we have TFClub. This initiative consists of partnerships, events, and benefits that promote well-being and involve the pillars of physical and mental health. Some examples of actions we have today are:
- Participation in races organized by TFSports
- Access to the “Continue em Movimento” (Keep Moving) program, with free classes available on our TFSports app
- Partnership with the Wellhub (former Gympass) platform, through which our employees can access gyms in various regions and different modalities
- Free slots in partnership with RunFun Sports Consultancy, where employees receive specialized guidance, providing training with physical educators
- Workplace exercise classes at the Ipiranga unit with 15-minute sessions twice a week during working hours
- Discounted nutritional consultations in partnership with a specialized clinic
- Lectures to foster learning on topics related to our mission
Through our Code of Ethics, we are committed to equal opportunities and fair treatment for all. We do not tolerate any form of discrimination or conduct contrary to human rights, and any occurrences (in our operations or supply chain) can be reported through our Ethics Line, an independent channel managed by Aliant/ICTS, via the website:
www.canaldeetica.com.br/trackefield or phone: 0800 591 7159. Additionally, we offer internal emergency support and social and psychological counseling services to employees.
In 2022, we began an internal diagnostic process to gain a clearer understanding of the diversity landscape within our operations. We then structured our Diversity Action Plan and invested in training and lectures on diversity and inclusion, aiming to raise awareness among our employees. Below is the complete table of positions by race,
available in the 2023 Annual Report.
| Senior Management | 2022¹ | 2023² |
| White | 87,5% | 72,7% |
| Black | 0% | 9,1% |
| Brown | 0% | 9,1% |
| Indigenous | 0% | 0% |
| Yellow | 12,5% | 9,1% |
| Not declared | – | 0% |
| Middle Management | 2022¹ | 2023² |
| White | 76,5% | 83% |
| Black | 6,4% | 2,8% |
| Brown | 12,8% | 7,6% |
| Indigenous | 0% | 0% |
| Yellow | 4,3% | 4,7% |
| Not declared | – | 1,9% |
| Professionals | 2022¹ | 2023² |
| White | 45% | 47,5% |
| Black | 14,7% | 12,8% |
| Brown | 36,9% | 35% |
| Indigenous | 0,9% | 0,2% |
| Yellow | 2,5% | 1,9% |
| Not declared | – | 2,6% |
| Retail Positions | 2022¹ | 2023² |
| White | 50% | 50,9% |
| Black | 9,7% | 11,1% |
| Brown | 37% | 31,2% |
| Indigenous | 0,3% | 0,7% |
| Yellow | 3% | 2,3% |
| Not declared | 3% | 3,8% |
| TOTAL | 2022¹ | 2023² |
| White | 49,7% | 51,8% |
| Black | 11,6% | 11,2% |
| Brown | 35,1% | 31,1% |
| Indigenous | 0,5% | 0,4% |
| Yellow | 3,1% | 2,3% |
| Not declared | – | 3,2% |
1.Data from 2022 reflects the responses to the census conducted in that same year, which was voluntary and had a participation rate of about 84% of employees.
2. Data from 2023 reflects the responses from the company’s registration update process, and the employees considered non-declarants did not provide their information.
At the end of 2023, 42.3% of employees self-identified as Black/Brown individuals. Additionally, women represented 78.3% of our workforce, holding the majority of leadership positions.
| 2022¹ | 2023² | |||||
| Occupation | Men | Women | Men | Women | Non-binary | Others² |
| Senior Management³ | 29% | 71% | 27% | 73% | 0% | 0% |
| Middle Management³ | 39% | 61% | 37% | 63% | 0% | 0% |
| Professionals | 33% | 68% | 31,5% | 68,3% | 0,15% | 0,15% |
| Retail Positions | 11% | 89% | 12% | 88% | 0% | 0% |
1. In 2023, we updated the registration details of our employees so they could self-declare their race/ethnicity and gender. In gender we added the options “non-binary” and “others”.
2. Gender as specified by the employees.
3. The “Senior Leadership” functional category encompasses the company’s Heads. The “Leadership” functional category includes: Specialists, Coordinators, Store and Regional Supervisors, and Managers.
Our compensation and benefits practices strictly follow legislation, collective bargaining agreements, and market standards, and do not differentiate between people of different genders. In 2024, we announced our participation in the Empresa Cidadã program, which extended the maternity leave period from the current 120 days to 180 days, and paternity leave from 5 days to 20 days.
Governance
We have a Sustainability Committee, formed by Alberto Dominguez Von Ihering Azevedo (coordinator of the Sustainability Committee, co-founder, and member of the Board of Directors), José Vicente Marino (independent member of the Board of Directors), and José Aparecido Favilla (textile specialist). The Committee’s main objective is to monitor the evolution of the environmental agenda (including issues such as waste, climate, among others) and the social agenda (which includes aspects such as Diversity and Inclusion, human rights, among others) within the company. Additionally, it keeps the Board of Directors informed of its activities through reports reviewed at meetings and submits matters within the Board’s competence for approval.
For more information about our initiatives, please contact us at sustentabilidade@tf.com.br.
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