Annual Integrated Report

68 Annual Integrated Report Table of Contents Introduction | Value Creation | Economic Performance | Environmental | Social | Governance | Appendices Around 85% of employees engaged in at least one Health- related initiative in 2022. Here are some of the most notable ones: ⚫ Flu Vaccination: Over 30,000 employees were vaccinated in 2022 at our stores and administrative buildings. . Physical activity practice: We offer in-company BioRitmo gyms in three administrative buildings for exclusive use by employees. Through GymPass and Total Pass, we provide employees and their families with access to 24,000 gyms and studios across Brazil, in addition to online classes and more than 30 health apps. . Track&Field Run Series: Employees enrolled in the national street running circuit sponsored by the Bank receive a 45% to 100% discount on the registration fee to encourage regular physical activity. The discounts are also extended to Santander customers with the same objective. . Being Born: The program provides health monitoring for female employees during pregnancy and postpartum, as well as specialized care for high-risk cases. It also offers support and guidance throughout the adoption process. Pregnant women are exempt from copayment for medical consultations and exams from the moment they enroll in the program, and this benefit extends to their babies until their first year of life. Additionally, we encourage breastfeeding by providing three lactation rooms in central areas and a breast pump kit, in addition to reducing work hours by one hour until the baby's 12th month. • Mental Health at Work: Based on the premise of promoting a state of well-being in which employees recognize their own abilities, can cope with the normal stresses of life, work productively, and are able to make contributions to their environment, we began hosting live stream events on our social media platforms in 2022, aimed at raising awareness of emotional aspects (24 in total). We covered topics such as Adolescent Depression, Mental Health and Wellness, Toxic Relationships and Self-Esteem, and Autism (including challenges for parents and individuals with autism spectrum disorder and ADHD diagnosis), in addition to building a leadership training path to establish a psychologically safe environment, preventing and addressing psychosocial risks. We also launched the "Healthy Mind" neuroscience series, which covers a range of topics including sleep, emotional management, diagnosis of mental illnesses, and habit change. Its aim is to generate mental triggers for self-care and more sustainable choices, with the goal of lifestyle transformation. Specialized Personal Support Program ("PAPE"): Available 24/7 via phone, email, and a chat app for all employees and their families, PAPE is the foremost social support strategy among our internal initiatives, encompassing pregnancy monitoring, return-to-work support, disability assistance, and group discussions. PAPE specialists also offer in-person assistance to employees in cases of violence, such as robbery and kidnapping. • Preventive Exams: We provide routine medical consultations to assess the health status, lifestyle habits, and potential health risks of employees, enabling us to offer personalized care. The consultations take place in exclusive units of Sírio Libanês Hospital, staffed by a multidisciplinary team and offering primary care services. • Return Well Program: Work adaptations and multidisciplinary support for employees returning from prolonged medical WUN SERIES SERIES 050 Santaner 6893 absences under the National Social Security System ("INSS"). Since its inception in 2014, the program has served nearly 5,000 employees, who have benefited from the readjustment of their work environments. Managers have been trained to facilitate a gradual return to work. The initiative was recognized as the Best Rehabilitation Program in Brazil in 2016 and was presented at the 2019 Work Disability Prevention and Integration International Congress in Odense, Denmark. ⚫ Prevention and assessment of occupational accidents and diseases: The consolidation of the impacts of Health and Safety at Work ("HSW") actions has contributed to the optimization of absenteeism and consequent increase in productivity. Healthy and safe work environment We provide training programs aimed at mitigating the risks of accidents, offering guidance to employees on how to optimize their work environment from an ergonomic and postural perspective. Whenever deemed necessary, we adapt to comply with health and safety regulations. Training sessions are provided at the Santander Academy and are tailored to the specific type of activity performed (central areas, branches, and mini branches). The Internal Accident Prevention Commission, or CIPA, is present in our administrative centers and operates with the participation of elected employees. See the key figures in the table below: [403-9, 403-10] Work accidents, occupational diseases, lost-day rate, and attendance rate¹ Number of work accidents² Number of occupational diseases Attendance rate³ Lost-day rate4 Mobility Variação 2022 2021 2020 (2022 x 2021) 34.0 29.0 46.0 17.2% 3.0 1.0 1.0 -66.7% 0.5 0.5 0.6 0.0% 10.3 7.7 4.5 33.8% We encourage our employees to utilize alternative means of transportation that have a lesser impact on the environment. To support this objective, we have made available a total of 455 bicycle parking spaces at our Santander headquarters, Radar, and Digital Generation I buildings. Public civil action During the period of 2014 to 2017, the Public Labor Prosecutor's Office ("MPT") filed public civil lawsuits against the Bank, citing moral damages due to inadequate labor practices. In 2022, an appellate court decision mandated the payment of R$ 275 million in compensation. However, Banco Santander appealed the decision and successfully suspended it until the release of this report. Over the past few years, we have built a healthy work environment, grounded in respect, inclusion, and equity. Our value proposition is aligned with best market practices in terms of compensation, benefits, well-being, professional development support, and diversity appreciation. [2-23; 2-24] Material topic: Equality, diversity, inclusion, and well-being; ESG culture; Culture, Conduct, and Responsible Banking HUMAN RIGHTS As a responsible bank, we are committed to protecting and advancing human rights, while also taking proactive steps to prevent and minimize any violations that may arise from our business operations. The policies that cement this pledge are the Human Rights Policy, the PRSAC (refer to page 28 for further details), the Code of Ethical Conduct, and the Supplier Code of Conduct. Our approach to the subject matter is also manifested in our daily practices and the initiatives we choose to reference or participate in. Among these, the following stand out: ⚫ United Nations Global Compact ⚫ Universal Declaration of Human Rights ("UDHR") ⚫ International Labour Organization ("ILO") Guidelines ⚫Guiding Principles on Business and Human Rights Além de sermos signatários do Pacto Global das Nações Unidas, In addition to being signatories to the United Nations Global Compact, the world's largest voluntary corporate responsibility initiative, we hold a seat on the Board of Directors of the Brazil Network Institute of the Global Compact. Discover how we promote human rights in our day-to-day operations. Employee relations We cultivate a safe, harassment-free work environment that combats prejudice and discrimination, while upholding ethical and transparent standards. Moreover, we respect the freedom of unionization and adopt ethical standards for establishing commercial relationships within the value chain See more in Our People Supplier relations We strive to establish relationships with suppliers whose business practices demonstrate a high level of management and responsibility, including respect for human rights. Therefore, we have established policies and procedures for the procurement and assessment of suppliers, considering the size and characteristics of their business. Companies that participate in our procurement competitions are required to commit to the Supplier Code of Conduct, which outlines guidelines pertaining to human rights. See more in Supplier Relationship Society relations Furthermore, we reinforce the promotion of Human Rights in society through our Private Social Investment initiatives, which aim to safeguard the rights of vulnerable groups such as children, adolescents, and the elderly. See more in Social and Cultural Investment 'Considering only Banco Santander (Brasil) S.A. and permanent employees. 2Considering typical and commuting accidents. Commuting accidents have once again been accounted for since April 20th, 2020, following the repeal of Provisional Measure No. 905/2019 by Provisional Measure No. 955/2020. ³The attendance rate represents occupational accidents and diseases (exclusively from accidents/ diseases recognized by the employer as work accidents/diseases, following inter- nal probes) multiplied by 1,000,000 and divided by total hours worked. 4The lost- day rate represents the days lost in connection with the employee's first leave (first medical certificate) due to occupational accidents and diseases (exclusively from accidents/diseases recognized by the employer as work accidents/diseases, follow- ing internal probes) multiplied by 1,000,000 and divided by total hours worked Santander 69