Diversity and Inclusion (D&I) is central to the Bracell 2030 roadmap and one of our core pillars of action. This commitment is reflected in various initiatives carried out across all operations. 

Diversity & Inclusion

Our Diversity Journey follows common guidelines for all RGE group companies in Brazil, adapted to the specific nature and needs of each business unit. The Journey is structured around five pillars:

1. Gender
2. People with Disabilities
3. Race
4. LGBTQIAPN+:
5. Generations.

Across these pillars, we work to:

1. Promote inclusion and equity, creating opportunities for growth and a sense of belonging for everyone, regardless of identity or background
2. Increase awareness and education by engaging employees and raising awareness around the importance of diversity and inclusive policies
3. Strengthen initiatives through partnerships and certifications, positioning Bracell as a leader in diversity
4. Expand representation by expanding affirmative action initiatives and recruiting talent from underrepresented groups
5. Ensure a psychologically safe environment by fostering a culture of respect, appreciation, and psychological safety

In 2025, we made further progress in our Diversity & Inclusion (D&I) efforts through structured initiatives that helped build an inclusive workplace culture and foster equity across all levels of the organization. Key initiatives carried out during the year are outlined below.

Advancing Women in Leadership

• We continued to track progress on our target to reach 30% women in leadership roles by 2030, as part of our commitment to gender equity. In 2025, we closed the year with 27.7% women in leadership roles, representing a total of 113 women leaders across our organization (read more under Bracell 2030). The women in leadership target in our Bracell 2030 roadmap is based on the number of female leaders working directly in our pulp operations.
• We continued our Women’s Career Acceleration Program, with 50% of positions reserved as affirmative-action opportunities to help build a strong pipeline of future female leaders.
• In 2025, 73% of Bracell-supported high-impact business projects were led by women, already exceeding the 2030 target of 60%.
• We also began developing a women’s mentoring program, scheduled for launch in 2026. 

1. Education, Awareness, and Engagement
   • The “Cultivating Leaders, Cultivating Potential” program, designed for non-leaders, reached 50% female participation, and these participants began a dedicated acceleration track. 
   • We continued to provide inclusive leadership training focused on respect, belonging, and building diverse, collaborative teams.
   • Data-driven initiative: we began implementing our first structured D&I action plan, based on the results of the Diversity Census conducted in the previous year.

Underrepresented groups

Bracell fosters diversity and inclusion through minority groups that design initiatives tailored to the unique challenges and contexts of each business unit. These groups play a vital role in raising awareness and educating our workforce, helping to build a more inclusive and equitable workplace environment. We currently support five active affinity groups: Race, LGBTQIAPN+, People with Disabilities (PwDs), Generations, and Gender.

As part of our Diversity & Inclusion (D&I) targets, we aim to achieve 90% positive feedback from affinity group employees regarding respect and equity in the workplace by 2030.

In 2025, we continued tracking key indicators related to respect and equity, managing and monitoring the execution of our D&I action plan, and advancing initiatives led by the Diversity and Inclusion Committee and affinity groups focused on gender, race, people with disabilities, LGBTQIAPN+ and generations. We also carried out a series of education and awareness initiatives throughout the year: 

• The former “Diversity and Inclusion Week” evolved into the “Diversity and Inclusion Month.” Held in July, the event dedicated each week to one affinity group, enabling deeper engagement and focus. The initiative was implemented concurrently across all operations (BSC, BSP, BPN, BPS), featuring expert talks and employee group discussions.
• Senior leaders attended Unconscious Bias Training.
• We continued to distribute Diversity and Inclusion Guides during onboarding, and launched the D&I – Workday Track, an online training program available to all employees.
• The Gender affinity group began tracking the participation of women in leadership development programs to build a solid dataset to inform future targets and roadmap planning.
• A dedicated development track was also created for high-potential women leaders. This track addresses the additional challenges women may face as they move into leadership roles.
• Our first female Facility Manager was nominated for the track.
• Discussion groups and meetings were held on topics such as the multiple roles women play, motherhood and career, masculinities, and related themes.
• Lilac August—a national campaign to raise awareness about ending violence against women—was marked by several prevention-focused initiatives. 
• The LGBTQIAPN+ affinity group continued its awareness agenda and hosted a discussion group called “LGBTQIAPN+ Voices: Achievements, Struggles and the Search for Equality.” Bracell also launched a communication campaign titled “Love in All Its Forms” on Valentine’s Day, highlighting the diversity of relationships.
• Under the race pillar, anti-racism awareness-raising tracks were launched and made available to all employees. We also held the photo exhibition themed, “Tones: What the Skin Reveals,” featuring portraits of Black employees.
• Educational programs were conducted with interns and apprentices to prepare them as diversity ambassadors.
• Bracell continued to open affirmative-actions positions for people with disabilities. The PwD affinity group delivered the lecture “How to Be an Ally for the Inclusion of People with Disabilities.” The group also provides accessibility recommendations to the Facilities department to help create inclusive environments for people with disabilities.
• Conversations on parenting were held at the Lençóis Paulista nursery to provide support on this topic for employees at the facility.

Women in leadership positions

Promoting gender equality is one of the top priorities in the Bracell 2030 roadmap, which sets a target of having 30% of leadership positions held by women by 2030. In 2025, Bracell closed the year with 27.7% of leadership positions held by women, representing a total of 113 women leaders. 

These include 6 senior managers, 38 managers, and 69 coordinators—a strong female presence across different levels of leadership. Read more about the Bracell 2030 Diversity & Inclusion targets in GRI 3-3: Management of the material topic: Talent acquisition, development and retention.

Note: the women in leadership target in our Bracell 2030 roadmap is based on the number of female leaders working directly in our pulp operations.

As part of our action plan to advance women in leadership and gender equity, we have launched a future women leaders development program, with a dedicated track for women within the Cultivando Lideranças, Cultivando Potenciais program. This exclusive development track addresses the specific challenges women may face throughout their professional journey.

Note 1: Includes only Bracell’s direct employees. Bracell Papéis (Paper Northeast and Paper Southeast) employees are not included.
Note 2: for the Executive Board position are considered the roles of President, Director, Head, and Vice President.

Note: includes only Bracell’s direct employees. Bracell Papéis (Paper Southeast and Northeast) employees are not included. The women in leadership target in our Bracell 2030 roadmap is based on the number of female leaders working directly in our pulp operations.

In 2025, we carried out the following initiatives as part of our Diversity & Inclusion 2030 roadmap:

Launched practical initiatives drawing on the results of the corporate Diversity & Inclusion Census conducted in 2024, across all Bracell operations

Created affirmative-action positions for women in various operational roles

Expanded Diversity and Inclusion Week into “Diversity and Inclusion Month,” with a corporate-wide agenda designed to raise awareness among Bracell employees on topics relevant to underrepresented groups 

Note: there are no employees from underrepresented and/or vulnerable groups serving on the organization’s governance bodies.

Nota 1: Executive board category includes positions of president, director, head and vice president.

Note 2: due to Bracell Bracell Papéis (Paper Northeast and Southeast) commissioning in 2023, the company discloses tissue paper operations sustainability performance since 2024. 

Nota 1: Executive board category includes positions of president, director, head and vice president.

Note 2: due to Bracell Papéis (tissue paper operations) commissioning in 2023, the company discloses tissue paper operations sustainability performance since 2024. 

Note 1: due to Bracell Papéis (tissue paper operations) commissioning in 2023, the company discloses tissue paper operations sustainability performance since 2024. 

Note 2: age group data disaggregated by operational unit is not available for the year of 2023.

Note 1: due to Bracell Papéis (tissue paper operations) comissioning in 2023, the company discloses tissue paper operations sustainability performance since 2024. 

Note 2: age group data disaggregated by operational unit is not available for the year of 2023.

Note: for the year of 2024, the total number of employees belonging to underrepresented and/or vulnerable groups (Black individuals) by functional category was not measured for the pulp and paper operations in São Paulo nor for the pulp operations in Bahia. The total number of Black individuals was measured only for Bracell Northeast Paper.

Note: for the year of 2024, the total number of employees belonging to underrepresented and/or vulnerable groups (Black individuals) by functional category was not measured for the pulp and paper operations in São Paulo nor for the pulp operations in Bahia. The total number of Black individuals was measured only for Bracell Northeast Paper.

Note: due to Bracell Papéis (tissue paper operations) comissioning in 2023, the company discloses tissue paper operations sustainability performance since 2024. 

Note: due to Bracell Papéis (tissue paper operations) comissioning in 2023, the company discloses tissue paper operations sustainability performance since 2024.