Annual Integrated Report

64 [404-2, 3-3] Material topic: Equality, diversity, inclusion, and well-being; ESG Culture Annual Integrated Report Table of Contents Introduction | Value Creation | Economic Performance | Environmental | Social | Governance | Appendices Professional development Capacity building and training Santander Academy, our corporate university, plays a central role in developing our employees and training new leaders. With four physical units located in São Paulo, Rio de Janeiro, Belo Horizonte, and Porto Alegre, the Academy also provides learning resources through its online platform and mobile application. In 2022, the initiative entered a new phase: Santander Academy 2030, now dedicating its learning and knowledge pathways specifically to customer centricity. The latest offerings include courses on the customer journey, taught by our leadership team, collaboration with customers and partners to expand the Academy beyond the Bank, and Santander Talks, a forum for dialogue with notable customers. Additionally, we have Young Leaders, a global program designed to cultivate the next generation of leaders across different businesses and regions. Our talents are given the opportunity to engage with peers from other countries, leveraging the benefits of diversity and global trends to contribute to the transformation of the organization. In the technology field, we conducted the following actions in 2022: Code Girls: We are searching for women who demonstrate an interest in technology and lack prior experience, with the goal of recruiting, training, and placing them in a variety of positions. The program resulted in the hiring of 20 professionals. PWD IT Project: We are searching for people with disabilities who demonstrate an interest in technology and lack prior experience, with the goal of recruiting, training, and placing them in a variety of positions. The program resulted in the hiring of 80 professionals. ETEC/FATEC Partnership: Collaboration with the university to recruit top-performing technology students to join our team. We concluded the partnership with roughly 90 new hires. We also provide financial support to our employees for their undergraduate and graduate studies, offering grants and a 50% monthly tuition subsidy. In 2022, we granted 2,500 scholarships to our workforce. Moreover, we maintain partnerships with educational institutions, including MBA programs, language schools, and certification preparatory courses, which extend discounts and exclusive conditions to our employees. ESG at Santander Academy The ESG theme has been integrated into the Academy's strategic knowledge framework. In November, we launched the mandatory online course Sustainability for All, which had been completed by 72% of the Bank's employees by the end of 2022. The Academy's activities extend beyond our staff. In 2022, we hosted a class on decarbonization for major customers. Santander Academy in 2022 • • Over 595,000 non-unique online course participants 97% of Santander's employees, alongside other affiliated entities, took part in development initiatives at the Academy, either voluntarily or through an external course sponsored by the Bank; • • 71% of courses were taught by employees, through the "Internal Multipliers" Program; Over 21,000 employees completed leadership certifications, encompassing the Commercial Network, Wholesale, and Risk departments, among others; • 98% of employees accessed the Academy/Mobile Portal. Retail and Wholesale Training At the end of 2022, 82% of the professionals in our branch network had been trained in sustainability. In addition, we expanded our programs to include product-specific training, such as Solar CDC, Mobility (Bike) CDC, and Machinery and Equipment CDC, reaching a total of 11,000 employees. We also launched a certification program for Agribusiness professionals, which covers the necessary knowledge for optimal job performance. The program delves into themes such as Agribusiness in Brazil and in the World, Agribusiness at Santander, Risk and Guarantee Management, Farmer Solutions, and Sales Cycle. In Wholesale, we trained 83% of our staff in certification programs that emphasized environmental, social, and governance themes. We also introduced an exclusive certification program for Private Banking, covering topics such as Clients, Financial System, Investments, and Business. The certification is a prerequisite for employees to be considered for internal employment openings, underscoring the importance of ESG training, which is mandatory for all employees. [404-2] Career and mobility We foster the career development of our employees through performance management. This process entails a thorough assessment of the professional's accomplishments and their level of adherence to the Bank's corporate behaviors and risk culture. At the onset of each year, managers and their teams define their goals, whether financial or otherwise, and devise development actions. Monitoring is ongoing and feedback conversations occur via two formal processes during the year or as deemed necessary. To foster employee mobility across various departments, we rely on the "My Santander Place" section of our corporate intranet, which announces opportunities throughout the Bank. In 2022, there were 12,294 internal transfers and 8,158 new hires. Furthermore, we have international mobility initiatives such as the Santander World Program and the Global Job Posting Platform. New hires and turnover Through our human resources processes, we monitor every aspect of a professional's journey within our organization. In 2022, our Trainee Program received 44,000 applications from aspiring young professionals. Upon completion of the program, the top performing trainees will have the opportunity to participate in an international exchange program at one of our units around the globe. Moreover, we recruited and trained 100 employees (20 women and 80 individuals with disabilities) interested in technology, as well as approximately 90 students from ETEC/FATEC'S technology courses to join our team. The following tables present data on new hires, turnover rates, and training initiatives. Total¹ Gender Male Female Age Group [401-1] New hires rate 2022 2021 2020 16.2% 30.0% 9.1% 20.6% 12.8% 31.1% 10.2% 29.2% 8.2% Under 30 yo 25.2% Between 30 and 50 yo Over 50 yo 12.5% 5.1% 59.6% 20.4% 18.4% 5.3% 7.2% 5.0% Employee Category Operational 21.0% Administrative 18.2% 8.7% 4.1% 10.1% 24.7% 3.7% 20.0% 15.0% 51.7% 4.0% 11.1% 10.5% 8.3% 7.6% Specialist Managerial Executive Average training hours¹ Employee Category Change 2022 2021 2020 (2022 x 2021) Operational 17.2 14.3 10.4 20.3% Administrative 19.2 19.5 21.6 -1.5% Specialist 22.4 21.8 20.4 2.8% Managerial 20.6 24.7 18.0 -16.6% Executive 22.3 21.5 19.6 3.7% Intern 16.6 23.3 13.9 -28.8% 'Considering training provided by Santander Academy (disregarding external affiliated companies). [401-3, 401-2] Maternity and paternity leave In 2022, we had 2,400 enrollments in the Being Born Program, an initiative that provides female employees and their dependents with health guidance throughout pregnancy and the first few months of the infant's life. In addition, participants are exempt from copayments under the health plan, which serves as an incentive for proper prenatal care. Extending the maternity leave period is yet another benefit we provide. Every pregnant employee has the option of extending her leave from 120 to 180 days. Paternity leave also exceeds the five days prescribed by law and lasts for 28 days. The same periods apply to adoption cases, regardless of the child's age. Same-sex couples enjoy the same benefits. These practices contribute to return and retention rates (remaining on the job for longer than 12 months after the leave) following the maternity and paternity leave periods. Return to work and retention rates after maternity/paternity leave' Turnover rate 2022 2021 2020 Women Return rate 2022 74.1% 2021 2020 99.9% 100.0% 18.1% 23.7% 16.9% Total¹ Gender Male Female Age Group Retention rate² 70.9% 80.1% 77.3% 19.9% 16.8% 23.5% 17.8% 23.8% 16.3% Men Under 30 yo 16.2% Between 30 and 50 yo 19.7% Over 50 yo 14.4% 31.4% 14.9% 21.6% 17.6% 14.2% 18.2% Return rate 2022 79.5% 2021 2020 99.2% 100.0% Retention rate² 77.1% 79.0% 77.8% Employee Category Operational 20.2% Administrative 22.8% 9.7% 12.3% 17.4% 17.1% 15.7% 21.6% 18.2% 39.1% 16.3% 14.4% 18.1% 10.2% 14.7% Total Return rate 2022 74.1% 2021 2020 99.8% 100.0% Retention rate² 72.9% 79.9% 77.5% Specialist Managerial Executive 'In 2022, involuntary turnover accounted for 9.0% of the overall turnover rate (18.1%), while voluntary turnover accounted for 9.2%. 'Considering only permanent employees 2The retention rate was determined by comparing the number of employees who continued to work for more than 12 months after returning from parental leave to the number of employees who were expected to return from parental leave during the prior period. Santander 65