Annual Integrated Report

60 Annual Integrated Report Table of Contents Introduction Value Creation | Economic Performance | Environmental Social Governance Appendices Santander Graduation The initiative offers support to undergraduate and graduate students across the country, providing financial assistance for tuition fees, educational materials, food, and transportation expenses. In 2022, the program provided a monthly stipend of R$ 300 for 12 months to 1,440 students. Among the beneficiaries, 45% were black and 36% were women. Thanks to partnerships with over 300 educational institutions, we benefit students from all corners of Brazil Santander Bootcamp Gender and race issues are central elements in this immersive training program, which is 100% free and reserves half of its spots for black individuals and 30% for women. The initiative focuses on both technical and behavioral skills in the technology field. In 2022, there were 80,000 applicants and 36,800 were selected. Participants have real opportunities for employment at the Bank. Santander CPA-20 The program trains professionals who wish to work in the financial market for the CPA20-ANBIMA certification, awarded by the Brazilian Association of Financial and Capital Market Entities. In 2022, we received 48,000 applications and awarded 6,000 scholarships for the course, with a diverse student body consisting of 50% black individuals and 30% women. The top 2,000 scholarship recipients had their certification costs covered by the Bank. Universia A Santander Group company, Universia empowers the youth through education and access to the job market. In 2022, the organization conducted 2,000 recruitment processes for students seeking internships, apprenticeships, or their first employment. Through its portals, it posted a total of 15,000 job and internship opportunities. At the end of the year, Universia unveiled its new focus: promoting inclusion and access to first employment for young people of all origins, genders, ethnicities, and educational backgrounds. As a result of this renewed approach, its flagship event, Preparadão, will undergo a complete overhaul. Originally designed to prepare students for the national high school exams ("ENEM"), we have the ambition to transform it into the largest job fair in Latin America in 2023. [3-3, 405-1] Material topic: Equality, diversity, inclusion, and well-being; ESG Culture OUR PEOPLE To ensure that our employees are treated with the utmost respect and are given ample opportunity to fully develop their potential, we have built an internal environment of respect, diversity, and inclusion. In recent years, we have embraced the internal motto "here you can be yourself". This phrase encapsulates our culture, which is founded on respect, inclusion, and equity, with the aim of enabling everyone to develop their talents based on their unique characteristics. Our commitment to diversity is formalized in our Code of Ethical Conduct. Therein, we have established the following priorities on the subject: gender equity, racial equity, inclusion of persons with disabilities (PwDs), diversity of experiences and generations, LGBTQIA+, and ecosystem. In 2022, we delivered over 40 educational lectures that impacted more than 20,000 employees from various departments within the organization. Furthermore, we refined our internal Diversity portal, making it fully accessible to visually impaired employees. Gender One of our objectives is to increase female representation in leadership positions to 40% by 2025. Last year, we advanced by 2 percentage points compared to the previous year - exceeding the 2022 target. One of the advancements made was the expansion of the affinity group comprised of individuals who are eager to aid in the transformation of our organization, known as "Competence Has No Gender". Today, we have over 700 active members within this community. Currently, 33.4% of our Senior Leadership and 43.2% of positions with people management responsibilities are occupied by women. In Brazil, we define Senior Leadership beginning from the position of Superintendent. To further empower these women in their career advancement, in 2022 we introduced a professional growth platform for all female employees, featuring pathways to develop 16 leadership skills, in addition to providing access to mentorship and networking resources. The platform has already garnered engagement from over 1,200 active members, with more than 2,500 viewed contents. Racial Equity Our diversity initiative, #Talent Has No Color, seeks to leverage the trajectory of our black talents in an egalitarian way and create opportunities for more black and brown individuals to join our company at all levels and positions, without any distinction. # Talent HasNoColor 2022 Achievements: What we were already doing... • We offered 3,000 scholarships to black individuals seeking to obtain investment-related certifications; • We are sponsors of AFROPRESENCE, an event that champions the importance of racial diversity in corporate spaces, with the participation of our black talents as panelists; ⚫ The number of black professionals hired by our company increased by 15% last year; • We concluded our trainee selection process with 41% of the approved candidates being young black men and women. What we started doing... • We expanded our internship program, with a special edition tailored towards young black men and women, in which we approved 200 candidates; • We launched the "This is the Place - I Recommend It" initiative, a referral program designed to attract new black and brown professionals to our Commercial Network; • We promoted the "All on the Same Page" initiative, featuring philosopher Djamila Ribeiro and Mario Leão, to expand our collective understanding and awareness of the topic; • We launched a program that offers 70 undergraduate scholarships for a technologist degree in Information Security at the Zumbi dos Palmares University. We closed the year with a 30% representation of black employees in our organization, reflecting a +3.1-percentage point growth over the prior year. Out of this total, 8.3% hold senior leadership positions, while 16.5% are in roles that involve managing personnel. Despite the progress made, we note that our current trajectory falls short of achieving the goal of having 40% black employees by 2025, as projected previously. Nevertheless, we remain steadfast in our commitment to this objective, with the revised expectation of fulfilling it by 2027. People with Disabilities (PWD) At the end of the year, 4.8% of our workforce consisted of People with Disabilities (PwDs), which is below the legal requirement of 5%. Given this scenario, we have been diligently working to reach the minimum percentage. To promote the career advancement of this demographic, we have the diversity initiative #Skill HasNoLimits. We also offer mentoring programs to support these individuals in this process. In 2022, we launched the Efficient program, which targets entry-level positions within our branch network. This program recruits people with disabilities without prior professional experience and provides them with specialized training for the job, as well as a preparatory course for the CPA20 certification, with a final approval rate of 84%. The table below outlines our key initiatives in the year 2022: What we were already doing... • We performed a thorough examination of the situation as it stands and the needs of our people with disabilities to identify opportunities to be more inclusive; ⚫ We established an advisory group comprising individuals with varying disabilities and diverse experiences within the company, which assists us in crafting more assertive plans and actions; and ⚫ In a podcast hosted by some of our people with disabilities, we announced the 2022 action plan, during which we unveiled the mentoring program. What we started doing... Individual and Collective Mentoring Program for People with Disabilities to advance the careers of these professionals; ⚫ Affinity group for our people with disabilities; We introduced a technology-focused training program for recently recruited people with disabilities who will be hired to work at First, thereby fostering inclusion and professional growth; • Elaboration of a Practical Inclusion Guide to disseminate the topic throughout the organization and contribute to building an anti-ableist culture. Generations Hiring professionals from diverse age groups also contributes to bolstering our diversity. In 2022, we launched a generational affinity group, which now boasts over 80 members, with the aim of creating a forum for discussion and sharing among individuals from different generations LGBTQIA+ We believe that respect must be the foundation of all relationships. As such, it is crucial that our employees respect the freedom, essence, and individuality of their colleagues. During 2022, we organized internal events on the subject, which impacted over 4,500 employees. The goal was to raise awareness among teams about the importance of valuing diversity, including gender identities and sexual orientations. Currently, the "Here There Are No Barriers" affinity group has accumulated more than one thousand engaged members. Ecosystem We seek to reinforce the importance of diversity in our ecosystem. To this end, all companies within the Group are committed to this endeavor. This effort extends to our suppliers, whose agreements include a Diversity commitment. 'Considering only Banco Santander (Brasil) S.A. Santander 61