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

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.

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.

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

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.

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.

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.

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.

O post GRI 404-1 Average hours of training per year per employee apareceu primeiro em Bracell - Central de Indicadores.

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.

O post GRI 404-2 Programs for upgrading employee skills and transition assistance programs apareceu primeiro em Bracell - Central de Indicadores.

O post GRI 404-3 Percentage of employees receiving regular performance and career development reviews apareceu primeiro em Bracell - Central de Indicadores.