ChildFund Brasil Sustainability Report

PRESENTATION MESSAGE FROM MANAGEMENT WHO WE ARE CORPORATE GOVERNANCE MARKETING AND MOBILIZATION OF RESOURCES CHILDREN'S RIGHTS Advocacy and child protection SOCIAL PROGRAMS HUMANITARIAN EMERGENCIES FINANCIAL STATEMENTS GRI SUMMARY of children, adolescents and young people. For Child Fund Brasil, Social is the focus of our activities. For our part- ner companies, it is a chance to contrib- ute to the development of our activities, having our support to incorporate the acronym into their own objectives. that meant we could reach more chil- dren and assist more families. This sce- nario is a reflection of well-structured actions and planning processes, which have greatly contributed to ChildFund Brasil's growth. ChildFund Brasil's management is very DE&l: Diversity, Equity and Inclusion solid and transparent, thanks to the internal processes and policies estab- lished with all the teams that include fairness and ethics. The organization also faithfully adheres to its governance and compliance pillars. E Environmental S Social G Governance Our team We are an organization that values its teams. The work of many people is what allows us to attain our vision. We have a team aligned with the purpose of the organization and dedicated to the pro- tection of children, adolescents and young people in Brazil. We are a diverse team, with multiple backgrounds and experiences that work together to enhance the knowledge of each one. During the Covid-19 pandemic, con- trary to the market trends, we recorded an increase in our staff. This is a source of pride for ChildFund Brasil, because We are a social organization and work under the same practices and processes as the market, always with an attentive eye on the orientations of the third sector and academia. Upholding a diverse body of employees and always valuing equity are not only facets of ChildFund Brasil's constant efforts, but are also part of the organizational values and DNA. When we have a diverse team, we are afforded dif- ferent perspectives, varied opinions and multiple realities that contribute to our work to continue being innovative and effective. Diversity, Equity and Inclusion are words that guide many of Childfund Brasil's processes. Our mixed team consists of employees, interns, and young appren- tices, and we strike a balance between women and men. This same balance is also reflected in the leadership positions, as well as in our social programs and proj- ects where we also work with these pillars. Our selection processes prioritize com- petencies and skills. By having interns and young apprentices on our team, we enable not only their insertion and first contact with the job market, but also a change in perspective within the organi- zation, which relies on the current vision of these young people. Listening to the employee is always a priority, especially from the leader- ship. Management is empathetic while attentively listening and managing processes that take into account the teams' well-being and closeness to the employee. Actions like this impact our team's per- ception of the work environment (read more on page 22) and reflect positively on the quality of our activities. !!!!! Our team enjoys an attractive benefits package that is consistent with the market, and these practices together become a strong driver in the constant pursuit of excellence and innovation. under a new working format will con- tribute to strengthening the relation- ship and empathy between the teams, while allowing the benefits provided by remote work to be extended. "We understand that teamwork is an important pillar of the organization and that's why we value personal contact, being together, and holding face-to- face meetings. It's different from join- ing an online meeting. In an Internet conversation, you join and get down to business immediately. And unfortu- nately, we end up losing the personal relationship, of asking how the person is, what has been happening in their life, among other things. This adds value, we grow together. This type of relationship is important for an organization and provides greater empathy and interac- tion," says Joyce Mara, Senior Manager of HR and Culture at Child Fund Brasil, Bolivia, and Ecuador. Adoption of the hybrid working model On-site activities began to resume in In 2021, while carefully considering the preservation of our employees' health, we continued with remote work, which was adopted at the beginning of the pandemic for most teams. We are now consolidating the hybrid model, aiming to guarantee the necessary integration, plus more quality of life and flexibility for employees. Since the beginning of the pandemic, the implementation of remote work has been successful at Child Fund Brasil and has contributed to the hybrid model we have since adopted. We believe that returning to the offices 2021, by some teams that needed to be in the office more. In 2022, to keep everyone safe, a rotation dynamic has been established, with teams working on site at least once a week. This model was only made possible by the com- mitment of the employees who spared no effort for ChildFund Brasil to have a fully vaccinated team. 18 ChŘldFund. . Sustainability Report Brasil 19

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