All employee compensation is above the applicable minimum wage, and our benefits package includes: health insurance (enhanced in 2025), life insurance, a pharmacy benefit program, a food basket or equivalent benefit, a psychosocial support program, a well-being platform, transportation or fuel allowance, daily breakfast for employees, health mentoring, and educational assistance (subject to IDP).

We value the inclusion of people of different genders, ages, races, nationalities, identities, and beliefs, fostering a welcoming environment for all. We maintain an Anti-Discrimination and Anti-Harassment Policy, provide training to our employees, and operate a Whistleblowing Channel to address concerns and reports. In 2025, black and brown employees represented more than 56% of our tactical-level workforce, which corresponds to operational leadership positions. During the year, we also recorded an increase in the representation of all three monitored minority groups: women, black, and people with disabilities.

In 2025, we reduced our operational accident rate by 15.50% and recorded no fatalities or serious injuries. Our Health and Safety team works closely with the Internal Commission for Accident Prevention (CIPA) and the Safety Committee to ensure the implementation of the procedures established in our Occupational Health and Safety Management System and Safety Plan. Key practices include risk communication and management, as well as a structured agenda of training sessions and safety dialogues with employees. In 2025, we also developed and rolled out our Six Golden Rules of Workplace Safety.

We provide a wide range of internal training programs and encourage employee development through a fully funded educational assistance program. In addition to safety training, our SIPATMA program, and our internal policies, we also offer leadership development initiatives. In 2025, employees received an average of 21 hours of training. During the same year, we structured our Competency Matrix, a tool that defines the training requirements for each position and department.

We maintain open communication and alignment with our employees through biweekly team meetings with their leaders, internal communications, newsletters, a structured onboarding program with peer mentoring for new employees, and an accessible People Management team. We also promote team integration activities through the CIPA Social Committee and recognize employees for their years of service. Our employee satisfaction rate, measured through the 2024 Organizational Climate Survey, reached 85%.

As part of our occupational health services, we provide on-site medical examinations and vaccination campaigns, in addition to health insurance, physical and mental health benefits, health promotion initiatives, and a health mentoring program with biweekly consultations. In 2025, no occupational illnesses were recorded among our employees, and the use of physical and mental health benefits increased across our workforce. During the same year, we also prepared our organization to ensure full compliance with NR-1 requirements.

We work with around 1,000 active suppliers each year and strive to strengthen these partnerships. Some of their stories are shared through our “Recycling Partners” series on social media. We also maintain a collaborative relationship with local cooperatives, recognizing their fundamental role in our supply chain. In 2024, our Supplier Satisfaction Survey showed a satisfaction rate of 88.6%.

In 2025, we highlight our support for the Regenera Project, held in the context of COP30 in Belém. The project aims to combine environmental education, social innovation, and sustainable design. Its activities included environmental education initiatives in underserved neighborhoods of Belém and capacity-building programs for local recycling cooperatives, enabling them to operate equipment used in the “Plastic Woodshop” initiative. Our CEO, Rafael Barros, also participated as a speaker in a panel discussion at the Regenera Festival during COP30