The averages include all employees who received training, including those who were terminated during 2024.

Average hours of training for employees during the period covered by this report, by gender

Bahia

Gender	Total number of employees			Hours of training			Average hours of training
	2022	2023	2024	2022	2023	2024	2022	2023	2024
Men	1,343	1,434	1,479	85,221.18	62,016.72	47,988.43	63.46	43.25	32.45
Women	436	470	490	10,538.12	10,618.32	12,222.28	24.17	22.59	24.94
Total	1,779	1,904	1,969	95,759.30	72,635.04	60,210.71	53.83	38.15	30.58

Note: training data includes all employees who attended training and development activities during the year. The GRI 2-7 figure refers to the total number of direct employees as of December 31, 2024.

 

São Paulo

Gender	Total number of employees			Hours of training			Average hours of training
	2022	2023	2024	2022	2023	2024	2022	2023	2024
Men	3,617	4,718	5,265	119,051.00	314,123.00	246,771.00	32.91	66.60	46.87
Women	818	1,064	1,313	13,040.00	50,479.00	45,036.00	15.94	47.40	34.30
Total	4,435	5,782	6,578	132,092.00	364,603.00	291,807.00	29.78	63.10	44.36

Note: training data includes all employees who attended training and development activities during the year. The GRI 2-7 figure refers to the total number of direct employees as of December 31, 2024.

 

Southeast Paper Operations

Gender	Total number of employees	Hours of training	Average hours of training
Men	476	54,789.00	115.10
Women	143	9,541.00	66.72
Total	619	64,330.00	103.93
Note: Bracell Papéis started operations in 2023 and is reporting its sustainability performance indicators for the first time, for year 2024. Training data includes all employees who attended training and development activities during the year. The GRI 2-7 figure refers to the total number of direct employees as of December 31, 2024.

 

Northeast Paper Operations

Gender	Total number of employees	Hours of training	Average hours of training
Men	834	6,418.00	7.70
Women	235	1,206.83	5.14
Total	1,069	7,624.83	7.13
Note: Bracell Papéis, our paper business, started operations in 2023 and is reporting its sustainability performance indicators for the first time, for year 2024. Training data includes all employees who attended training and development activities during the year. The GRI 2-7 figure refers to the total number of direct employees as of December 31, 2024.

Average number of training hours completed by the organization’s employees during the reporting period, by job category

Bahia

Employee category	Total number of employees	Hours of training	Average hours of training
Executive Board	2	23.5	11.75
Senior Management	14	395.25	28.23
Middle Management	40	1,163	29.07
Coordinator	76	3,230	42.5
Specialist	64	2,385.55	37.27
Technical/Supervisor	152	5,960.93	39.22
Administrative	365	10,038.85	27.5
Operational	1,253	36,587.63	29.2
Trainee	3	426	142
Total	1,969	60,210.71	30.58

Note: training data includes all employees who attended training and development activities during the year. The GRI 2-7 figure refers to the total number of direct employees as of December 31, 2024.

 

São Paulo

Employee category	Total number of employees	Hours of training	Average hours of training
Executive Board	12	609	50.75
Senior Management	25	1,752	70.08
Middle Management	86	9,234	107.37
Coordinator	153	23,543	153.88
Specialist	134	5,304	39.58
Technical/Supervisor	820	45,045	54.93
Administrative	882	31,355	35.55
Operational	4,446	172,821	38.87
Trainee	20	2,144	107.2
Total	6,578	291,807	44.36

Note: training data includes all employees who attended training and development activities during the year. The GRI 2-7 figure refers to the total number of direct employees as of December 31, 2024.

 

Southeast Paper Operations

Employee category	Total workforce	Hours of training	Average hours of training
Executive Board	2	67	33.5
Senior Management	4	83	20.75
Middle Management	18	539	29.94
Coordinator	6	219	36.50
Specialist	12	624	52.00
Technical/Supervisor	128	12,096	94.50
Administrative	104	3,572	34.35
Operational	345	47,130	136.61
Trainee	0	0	0
Total	619	64,330	103.93

Note: training data includes all employees who attended training and development activities during the year. The GRI 2-7 figure refers to the total number of direct employees as of December 31, 2024.

 

Northeast Paper Operations

Employee category	Total workforce	Hours of training	Average hours of training
Executive Board	0	0	0
Senior Management	4	0	0
Middle Management	20	143.5	7.18
Coordinator	26	262.33	10.09
Specialist	3	6	2
Technical/Supervisor	51	581	11.39
Administrative	193	975.67	5.06
Operational	772	5,656.33	7.33
Trainee	0	0	0
Total	1,069	7,624.83	7.13

Note: training data includes all employees who attended training and development activities during the year. The GRI 2-7 figure refers to the total number of direct employees as of December 31, 2024.

Bracell offers employees a corporate learning program with a structured training matrix that builds both soft and hard skills. Through our knowledge hub—the Bracell Learning Institute—we offer development tracks tailored to our forestry, mill, logistics, and supporting operations. Training is delivered in both in-person and virtual formats, covering:

1. Leadership Development:

1. Lidera and Líderes em Ação: our Lidera program is designed for coordinators, while Líderes em Ação is geared to supervisors—with both aimed at building leadership capabilities.
2. Manager Training Program (MTP): delivered across all RGE Group companies, this program provides a learning track covering strategic topics such as Finance, Supply Chain, and Human Resources, with sessions led by company executives.
3. Plant Lead Development: a targeted program that prepares high-performing operators to move into leadership positions.

2. Managerial skills & soft skills:
   training to build interpersonal, emotional, and behavioral competencies, helping create a more collaborative and efficient workplace.
3. Gateway Program:
   tailored development tracks for young apprentices, interns, and trainees to support onboarding, cultural integration, and long-term professional growth. Bracell offers Apprentice, Technical Internship, University Internship, and Trainee programs to support early career development, and maintains a talent pool focused on business and operational roles.
4. Technical and Role-Specific Training:
   Programs designed to ensure compliance with regulations, internal policies, and legal requirements, while fostering employee safety and well-being.
5. Passport Program:
   A learning track for employees in mill, forestry, and logistics operations, focused on boosting productivity and enhancing performance.

Adding to these programs are the following initiatives:

• Academic partnerships: scholarships for graduate courses in Pulp and Paper Technology (offered by the Brazilian Pulp and Paper Technical Association) and for an MBA in Forest Management (offered by the Federal University of Paraná).
• Financial Support for External Training, including grants for a range of educational opportunities, such as:
  • English
  • Trade programs
  • Undergraduate programs
  • Graduate and MBA programs
  • Master’s degrees
• Induction events: Floresta em Foco and Indústria em Foco highlight key aspects of Bracell’s forestry and mill operations, supporting technical and strategic learning.
• MULTI Assessment Center: this tool evaluates employees’ behavioral skills for leadership positions, supporting strategic decision-making and professional development.
• Organizational culture initiatives: these include podcasts featuring company leaders, quizzes, lectures, and the T.O.P.I.C.C. Award, which honors employees who embody the company’s values.

Bracell also provides training focused on gender equity, inclusion of people with disabilities, and inclusive leadership, reinforcing our commitment to a fairer and more respectful workplace.

In 2024, we carried out extensive Inclusive Leadership training for all managers, supported by an external consulting firm. The goal was to raise awareness of how diverse environments tend to be more inclusive, innovative, and productive, as they value different perspectives, foster creativity, and contribute to better organizational outcomes.

Additionally, affirmative-action initiatives at our Bahia operations, such as the English for Women program—designed to accelerate women’s careers—led to a year-over-year increase in training hours for female employees.

During the year, trainees logged the highest average number of training hours, driven by a comprehensive onboarding and development process throughout the 18-month trainee program. Coordinators and Specialists also actively participated in initiatives like the Lidera Program and in-company English classes. Technicians and Supervisors benefited from the Líderes em Ação program, while administrative employees had full access to a Soft Skills Learning Track. In addition to mandatory and compliance-related training, operational employees also took this learning track, supporting their continued development.

For employees nearing the end of their careers, we run a Retirement Preparation Program (learn more under GRI 201-3 Defined benefit plan obligations and other retirement plans).

Bracell Learning Institute

Bracell operates a dedicated knowledge and training hub called the Bracell Learning Institute (BLI). BLI embodies our commitment to employee development and to fostering a culture of continuous learning. Through the institute, we create opportunities to share knowledge via formal training and development activities—both in person and online— as well as hands-on field training.

The BLI delivers learning programs aligned with the needs of our business and operations. These cover regulatory standards, technical and operational topics such as workplace safety, corporate values, company policies and guidelines, leadership development, as well as community training initiatives for prospective operations employees.

Percentage of employees receiving performance reviews by region (%)

Region	2022		2023		2024
	Men	Women	Men	Women	Men	Women
Bahia	77	23	76	24	92	90
São Paulo	82	18	81	19	89	84
Southeast Paper Operations	–	–	–	–	92	85
Northeast Paper Operations	–	–	–	–	4	4
Total by gender	81	20	80	20	81	77
Note: Bracell Papéis started operations in 2023 and is reporting its sustainability performance indicators for the first time, for year 2024.

 

Percentage of employees receiving regular performance and career development reviews (%)

	Bahia		São Paulo		Southeast Paper Operations		Northeast Paper Operations
	Men	Women	Men	Women	Men	Women	Men	Women
Executive Board	50	–	100	–	100	–	–	–
Senior Management	55	75	95	100	100	100	–	–
Middle Management	90	92	97	96	100	83	100	100
Coordinator	100	100	96	93	100	100	100	100
Specialist	87	71	97	95	91	100	0	0
Technical/Supervisor	89	97	95	92	94	85	0	0
Administrative	82	82	94	97	97	92	0	0
Operational	89	94	87	73	89	81	0	0
Trainee	0	0	100	100	0	0	0	0
Total	96	91	89	84	92	85	4	4