Brazil

In São Bernardo do Campo (SP), Omnisys, a Thales subsidiary dedicated to Aerospace, Defence and Avionics activities; in Pinhais (PR), producing bank cards, SIM and eSIM Cards and electronic documents of high-quality polycarbonate; in Barueri (SP), responsible for bank card personalization.  

With nearly sixty years of presence, Thales in Brazil has built a long-term partnership with the local Armed Forces – Army, Air Force and Navy and also has strong relationships with other government and national agencies, banks, telecommunications, airlines and technology companies to provide state-of-the-art technology solutions.

Defence

Thales plays a pivotal role in reinforcing the defense capabilities of Brazil through robust partnerships, innovative technologies, and local expertise. Omnisys, Thales' subsidiary in Brazil, is recognized as a Brazilian Strategic Defence Company (EED). With over 86 products certified as Strategic Defence Products (PED) by the Brazilian Ministry of Defence, the Brazilian company stands at the forefront of national defence technology and solutions. Thales is a strategic partner to the country's Armed forces on several programs.

Thales is also the supplier for the Brazilian Navy to develop the Mansup Seeker (Surface Anti-Ship Missile) and the most critical systems for the Brazilian Strategic Submarine Defence Program (PROSUB) – for sonar, communications and electronic warfare. It also offers the Brazilian Navy the most modern solutions for the Tamandaré Frigates, with a large volume of technology transfer and local content, among other solutions.

The Group also developed and delivered a highly complex and fully transportable test range instrumentation system (STREV) for the Brazilian Army Assessment Centre (CAEx). Furthermore, the Brazilian Army selected the SOTAS (Thales Radio Intercommunication System) system for several of its vehicles.

Space

Thales Alenia Space offers institutions, governments, companies and operators a wide range of space
solutions – satellites, ground segments, end-to-end-systems – for telecommunications, satellite navigation,
earth observation, science and space exploration.

Thales is the main partner of the Brazilian Space Program, supplying the country’s first Geostationary Defence and Strategic Communications Satellite (SGDC), bringing connectivity to millions of people located in remote areas, which benefits, for example, more than 7,000 schools. Besides the SGDC, Thales is also present in the CBERS (China-Brazil Earth Resources Satellite) and PMM (Plataforma Multimissão) programs, and in Amazonia 1. Thales equipped the Alcântara space launch site with several sensors and optical tracking systems, S-band telemetry, electromagnetic surveillance system and complete radar overhaul.

Events for Brazil

Thales regularly participates in local events in Brazil or abroad to showcase its expertise and meet local actors in our main markets. Whether you are interested in defence, digital identity and security, aerospace or other market specific solutions, there should be a date and a place to meet us.

Salary Transparency Report

Thales is continuously dedicated to addressing inclusion, diversity and gender equality seriously and respectfully. Valuing the relationship with all the women who work at Thales do Brasil and with the community where we operate, our company acts with transparency in communication and follows the new Brazilian legislation by publishing the Salary Transparency and Remuneration Criteria Report, established by Law no. 14,611/2023. In accordance with the guidelines of the Ministry of Women and the Ministry of Labor and Employment, we are presenting data referring to the 4 CNPJs registered in Brazil with more than 100 employees, covering our factories and offices.
  
This law presents numbers and aims to promote egalitarian realities and justice in the labor market. However, it is up to Thales do Brasil to highlight that the numbers presented in the reports generated by the Ministry of Labor and Employment do not accurately represent our current scenario. The reports are based on information from the Brazilian Classification of Occupations (CBO) and the Major Groups of Occupations, which does not allow for a fair salary comparison in this format, as it does not take into account the nature of the functions, the area of activity, length of service, work in the company or in the role performed, skills and individual productivity. For example: more than 80% of our operational workforce in production is women. On the other hand, as we are a Technology company, we have a large Engineering team which, unfortunately, still has less than 30% of women, a reflection of the still small participation of women in Technical and Engineering courses, and the markets where we work, sometimes not attractive to female engineers. Therefore, although we have a good salary equalization by positions, when all the numbers are computed together disregarding the positions, on average, women's salaries appear incorrectly as being lower. In any case, we believe in the evolution of this material over the next results presented, in order to better reflect the efforts that the company has been making in diversity and inclusion actions at all levels.

Thales demonstrates concern for gender diversity regardless of Brazilian legislation, developing initiatives to promote equality and diversity in its decisions and initiatives. Diversity groups – such as With (Women in Thales) work on diversity in the day-to-day activities of our units in the Latin American region and have grown considerably in recent years, and have become a powerhouse of social transformation and company culture. We also have clear diversity, equity and inclusion goals that permeate all levels of the company. And, of course, senior management is 100% committed. We continue to work hard to ensure that continuous actions are developed to achieve increasingly positive results in this and all aspects of diversity and fight strongly against any form of racism, difference or discrimination.

Thales do Brasil is available to the authorities so that, together, we can work on methodologies that increasingly demonstrate all the work and commitment to promote equal pay among all male and female employees of the company.