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40 Cargill 2020 Annual Report How to reach an inclusive and diverse culture • We evaluate, transform and reformulate poli- cies and processes to reduce any type of dis- crimination and guarantee equal experiences to all • We establish partnerships with organizations to move forward and we use our knowledge, perspectives and experiences to serve our clients and communities • We recruit talents that reflect the global com- munities we service, elaborating internal pro- tocols to sustain the growth of our employees • We integrate and apply inclusion and diver- sity principles to our behavior, decisions and negotiations everyday Diversity, equity and inclusion What do these concepts mean for Cargill? • • DIVERSITY refers to the existence of differences within a group EQUITY means equal access to opportunities INCLUSION expresses the sensation of being wel- come, valued and heard We sponsor a work environment free from disrespect and discrimination and value the range of perspectives of our employees. Our diversity vision includes ethnics, gender, language, physical skill, race, religion, sexual orientation, gender identity and expression, life experience and eco- nomic situation. We recognize the same labor rights and directives of diversity, equity and inclusion for migrants and temporary foreign workers. Integrated to the governance structure, the Diversity Committee is responsible for assisting leadership in promot- ing a work environment that is more inclusive and diverse in their specific businesses. This is a multidisciplinary group formed by representatives of businesses and func- tional areas, besides counting on the leaders of the affinity networks. There are four acting topical networks: • • Pride - It promotes a safe environment that values pro- fessionals identified as LGBTQIA+ AfroCargill - It promotes respect to racial and ethnic equity Mulheres Operando no Brasil (Women Operating in Brazil) - It encourages gender equity professional development and growth to leadership IN-It supports the integration of handicapped people Once a year, the committee meets with each group to elab- orate an action plan intended to stimulate a favorable envi- ronment for engagement. Among the initiatives are: lectures, training and debates, diagnosis, internal communication campaigns and events for all employees. We always seek a work environment free of discrimination This group is responsible for monitoring the quarterly met- rics, making recommendations to leadership and validating directives, actions, goals and indicators. Among the goals the committee follows are the increase of female represen- tation at the leadership level, allow the growth of under-rep- resented groups in the company and approach to racism as a whole. The committee is responsible for guiding and following the actions of volunteer networks that promote diversity.

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