In 2023, 80% of our workforce were men and 20% were women. In 2021, the ratio was 81% men to 19% women. In 2022, 80% men to 80%. For details on the percentage of women in middle and senior management roles at Bracell, refer to disclosure GRI 405.

Total workforce by region and gender
	2021			2022			2023
	Men	Women	Total	Men	Women	Total	Men	Women	Total
Bahia	1,235	356	1,591	1,342	436	1,778	1,434	470	1,904
São Paulo	2,592	523	3,115	3,412	715	4,127	4,501	986	5,487
Total by gender	3,827	879	4,706	4,754	1,151	5,905	5,935	1,456	7,391

Note: the total workforce in 2022 differs from the figure reported in the 2022 Sustainability Report as it excludes employees in our operations in Mato Grosso do Sul (a total of 392 employees; 310 men and 82 women). In 2023, our operations in Mato Grosso do Sul were merged into MS Florestal, an RGE group company, and therefore ceased to be part of Bracell’s operations.

Workforce by gender, location, employment type and contract type
	2021			2022			2023
CONTRACT TYPE	Men	Women	Total	Men	Women	Total	Men	Women	Total
Number of permanent employees	2,627	805	3,432	4,785	1153	5,938	5,897	1421	7,318
Number of temporary employees	39	22	61	122	80	202	38	35	73
Non-guaranteed hours employees¹	169	35	204	1,769	146	1,915	4,683	1033	5,716
Full-time employees	3,670	862	4,532	4,653	1133	5,786	5,735	1387	7,122
Part-time employees ²	0	0	0	72	58	130	17	23	40
Note: Permanent employees are non-temporary employees whose employment contracts are governed by the Brazilian Consolidated Labor Regulations, working either full time, part time or with non-guaranteed hours.
¹ Employees in specialist, coordinator, middle management and senior management positions;
² Young apprentices.

 

 

Bracell’s total compensation package comprises multiple remuneration components, including financial rewards based on employees’ roles, contributions, and achievements within the organization. In formulating total compensation, several factors are taken into consideration:

• Applicable labor laws and regulations and collective bargaining agreements;
• Job grading and the relative importance of each role within the organizational structure;
• Benchmarked compensation practices;
• Internal pay equity and external competitiveness, ensuring parity among roles of similar levels and importance;
• Skill sets and competencies required for each position;
• Organizational strategies;
• Budgetary constraints and the overall financial health of the company;
• The Company’s organizational structure;
• Overall organizational performance;
• Individual employee performance.

The salary structure is updated annually based on market benchmarks, including variables such as competitor compensation, regional economic factors, labor market conditions, unemployment rates, and turnover.

Bracell does not have an independent compensation committee responsible for overseeing the process for determining remuneration. Employee compensation comprises a base salary commensurate with their respective roles, supplemented by various benefits. Each year, the terms of collective bargaining agreements are incorporated into compensation packages following negotiations with unions representing employee categories within the workforce.

Salary structures are formulated based on legal requirements, market analysis, and biannual internal performance evaluations.

For employees in leadership positions (specialist and above), performance evaluations are conducted by a committee comprising Bracell leaders from relevant departments (learn more in disclosure GRI 2-19).

Bracell’s compensation and performance evaluation policies align with those of RGE.

Valuing our human capital is a material topic for Bracell encompassing initiatives and programs to develop and recognize our human capital (employees).

In 2023, Bracell announced its set of long-term sustainability targets and commitments titled “Bracell 2030”, which includes specific Empowering Lives targets:

Promoting equal opportunities for women

Fostering an inclusive work environment for diversity groups

Additionally, Bracell’s strategic priorities include attracting and retaining talent, through initiatives such as Trainee, Internship, and Young Apprentice programs. We also invest in the development and training of our employees and in leadership development (learn more in disclosure GRI 404-2).

Core values

Bracell operates in accordance with a set of core values established by RGE. It is our Group’s belief that in order to fulfill our mission and achieve our vision for the future, we must adhere to a set of core values known as T.O.P.I.C.C.

T
We are aligned by our common purpose and work together as a complementary Team.

O
We take Ownership to achieve outstanding results and seek value at all times.

P
We develop our People to grow with us.

I
We act with Integrity at all times.

C
We understand our Customers and deliver best value to them.

C
We act with zero complacency and always strive for Continuous improvement.

Human rights in the value chain is a material topic for Bracell encompassing monitoring and managing human rights compliance in Bracell’s operations. In people management, fostering an environment that supports diversity, inclusion and a sense of belonging for different identities and individual choices, and ensuring employee well-being, health and safety.

In 2023, Bracell announced its set of long-term sustainability targets and commitments titled “Bracell 2030”, which includes specific Empowering Lives targets:

Promoting equal opportunities for women

Fostering an inclusive work environment  for diversity groups

In 2023 we published a Human Resources Policy that formalizes Bracell’s commitment to sustainable development and best practices that positively impact people and communities. The Policy requires that Bracell respect the dignity and human rights of its employees, contractors, and subcontractors, as well as the rights of indigenous peoples and local and traditional communities. It establishes guidelines on business conduct and on managing human rights impacts, ensuring we deliver on our commitment to maintaining sound labor practices and decent working conditions.

Bracell’s internal labor policies are aligned with international certification requirements and Brazilian laws and regulations, in particular the Regulatory Standards (NRs) of the Ministry of Labor and Employment. The official channels available for handling human rights-related reports, grievances and concerns are amply communicated (read more in GRI 2-25).

Corporate policies—including our Code of Conduct, Procurement Ethics Code, Human Rights Policy, Sustainability Policy and Pulpwood and Fiber Sourcing Policy—provide guidance to stakeholders on mitigating human rights risks and impacts and govern our contracts with suppliers and contractors. These policies support us in mitigating risks related to child labor and forced and slave labor in our value chain, and ensuring compliance with labor, child and adolescent rights.

We also continuously monitor the areas surrounding our eucalyptus plantations to protect human rights in neighboring communities, as part of our pulpwood traceability process.

With the commissioning of our two flexible lines at our Lençóis Paulista (SP) site, we have expanded our forestry operations in the region and some local residents on a particular property have been resettled as a result.

This process is managed in compliance with International Finance Corporation (IFC) Performance Standard 5 – Land Acquisition and Involuntary Resettlement. Within this front, Bracell also manages and works to prevent and/or mitigate the social risks to which workers and their families may be exposed.

Every six months on average, Bracell undergoes an independent audit on compliance with social and environmental standards, including the IFC Performance Standards.

To minimize actual impacts on communities surrounding the mill, we use an approach that includes community mapping, advertising official communication channels, and managing and addressing community concerns.

Bracell also actively manages and works to prevent and/or promptly mitigate the social risks to which workers and their families may be exposed.

The Company’s internal regulations comply with international certifications and Brazilian legislation, in particular the Regulatory Standards (NRs) of the Ministry of Labor and Employment. We also publicize our official channels for receiving reports, complaints and concerns (learn more at Disclosures GRI 2-25).

Bracell operates an Integrated Occupational Health and Safety Management System that is compliant with Brazilian legislation, including the Regulatory Standards (NRs) of the Ministry of Labor and Employment. This system covers all employees and contractors in our operations.

The system is operated by Bracell employees who are members of the Specialized Occupational Health and Safety Service (SESMT) and the Specialized Rural Occupational Health and Safety Service (SESTR), as mandated by NR-4 and NR-31. Each site has a dedicated Occupational Physician, Occupational Nurse, and Nursing Technician.

Our occupational health and safety management practices also include a Risk Management Program (PGR), Rural Occupational Risk Management Program (PGRTR), and Occupational Health Surveillance Program (PCMSO). These programs outline safety standards and procedures applicable to all activities conducted by employees and contractors, in line with our integrated management system policy.

System procedures also include routine requirements as well as specific control measures depending on the risk profiles of individual tasks.

These initiatives align with our Integrated Management System Manual and international standards ISO 9001, ISO 14001, and Cerflor/PEFC.

Our Health and Safety Department includes Process Safety, Emergency Response, and Business Risk functions. These functions conduct risk and hazard assessments across our operations, covering People, the Environment, Assets, and Business Continuity.

We monitor and evaluate Occupational Health and Safety System performance and develop action plans addressing improvement opportunities for hazards and risks identified within our Rural Occupational Risk Management Program (PGRTR) and Risk Management Plan (PGR).

Based on the PGR and task descriptions (see GRI 403-1), we identify the risks associated with each task. We then use this information to create action plans focused on accident and incident prevention as well as opportunities for improvement.

Health and safety performance indicators are monitored by our health and safety team, which presents performance metrics to all departments in monthly meetings, and to the board and management in bi-weekly occupational health and safety meetings.

Health and safety performance is internally assessed by the Health and Safety team and shared with department heads in monthly safety meetings, and with the board and management in bi-weekly Occupational Health and Safety meetings. During these meetings, members discuss performance indicators and opportunities to improve processes.

In 2023, we engaged EHS Brazil to conduct a safety culture assessment in our mill operations to evaluate our level of maturity in health and safety management. The assessment informed the development of a cultural transformation plan (CTP). During the year, we launched a critical risk assessment to inform the development of a Safety Management Manual for our mill operations. We also implemented a new system for managing health and safety indicators.

Additionally that year, we created a Process Safety and Emergency function to ensure equipment is safe and reliable and prevent accidents, incidents, or damage to Bracell’s assets. Our process safety guidelines are compliant with the Regulatory Standards of the Brazilian Ministry of Labor and Employment and are integrated into the PGR program.

Programs, processes, and practices for risk assessment and accident investigation
Hazard Reports	Hazard Reports are issued for all employee roles and tasks. Risk assessments are carried out by a specialized firm using appropriate methods that are compliant with current legislation.
Workplace Environment Condition Reports (LTCAT)	These reports identify areas eligible for hazard bonuses and that require enhanced risk control measures. They also inform action plans that guide prevention efforts.
Risk Management Program (PGR)	This program aims to identify risks and measures to control and prevent them (collective protection equipment, administrative measures, training and personal protective equipment).
Rural Occupational Risk Management Program (PGRTR)	Through this program, we identify, assess, and manage occupational risks in our forestry operations.
Worker protection policies and processes	To shield workers from retaliation, Bracell has policies and processes in place to prevent intimidation, threats, or actions that could negatively impact employment or the workplace environment, such as termination, demotion, loss of income, punishment, and any other unfavorable treatment.
Right of Refusal	All employees have a right to refuse to perform a given task if they feel unsafe, by completing the right-of-refusal field in the Work Clearance form.
Sempre Alerta and Safe Behavior Program	We have two behavioral programs supporting our goal of achieving zero incidents: Sempre Alerta (“Always Alert”), with a focus on our forestry and mill operations, and our Safe Behavior Program, with a focus on mill operations, both of which are designed to preventively achieve continuous improvement in our safety culture.
Prevention card	All employees are issued a prevention card containing a list of 10 self-assessment criteria, which they must carry with their badge. This card includes a reminder of their right to stop their task, immediately notify their supervisor, and only continue the task when the risk has been neutralized or eliminated. The right of refusal is also included in each employee category’s collective bargaining agreement.
Internal Accident Prevention Committee (CIPA)	Bracell has a continuous improvement subcommittee within CIPA that documents safety actions implemented and their practical outcomes.
Accident Prevention Week	A week dedicated to improving employees’ understanding of operational and occupational safety procedures, as well as safe behavior.
Accident and Incident Investigation	In cases of accidents and incidents, the root causes are investigated and determined with the participation of managers, area owners, the Occupational Health and Safety team, the Internal Accident Prevention Committee (CIPA), and those directly involved in the incident. These investigations, conducted in accordance with internal safety procedures, aim to identify the root causes, implement actions to address them, and document lessons learned to prevent recurrence.
Root Cause Analysis	All accidents and incidents occurring in our operations are documented and investigated through Root Cause Analysis (learn more below).
Occupational Safety Inspection Reports (RIST)	Occupational Safety Inspection Reports (RIST) are prepared as part of internal health, safety and environment audits. These reports cover 199 safety compliance items (derived from Brazilian regulatory standards NR01, NR31, NR12 and safety training content). These reports are prepared on a regular basis by occupational safety employees for compliance with applicable regulations and for continuous improvement in our forestry operations. As an additional preventive measure, department-specific and general performance review meetings are held to develop action plans addressing safety inspection items raised by the occupational safety team.
Occupational Health Surveillance Program	This program maps out workers’ tasks and workplaces, the occupational hazards to which they are exposed, and the medical exams required for the prevention of occupational diseases and health protection. It also establishes the frequency at which health checkups are to be conducted. All workers are covered by health and safety management systems.
Administrative Disciplinary and Remediation Rules (“RADAR”)	These rules are designed to embed operational discipline and safe behaviors in Bracell’s mill and forestry operations. In addition to strengthening the safety culture of everyone who interacts with the company’s processes, RADAR also establishes a more transparent and fair approach to recognizing good safety practices, as well as a new tolerance stance on unsafe conduct that causes accidents in our operations.

Through our Occupational Health Surveillance Program (PCMSO), we conduct regular health screening checkups that help to preserve the well-being of our employees. These checkups are focused on the specific occupational risks that each worker is exposed to. If any abnormal results are detected during checkups, the relevant individuals are temporarily relieved of their duties, provided with appropriate treatment based on the recommendations of our medical team, and monitored until their health status normalizes.

As part of our commitment to preventive care and health promotion, we have a Hearing Conservation Program (PCA) designed to protect the auditory health of our workforce. The program includes measures to mitigate noise-related risks, thereby preventing or minimizing work-related hearing impairment. It includes a hearing management system integrated into the environmental management system.

We also regularly provide both individual and group counseling on topics such as maintaining a healthy diet and the importance of exercising regularly (for further details, see GRI 403-6).

Our concern for the health and safety of employees translates into a range of actions, programs, and initiatives:

• Safe Behavior Program: designed to develop safety awareness, this program involves trained professionals who identify and mitigate unsafe behaviors. It encourages a preventive approach rather than punitive measures.
• 100% Safe Journey: this program recognizes safety compliance and good practices demonstrated by employees. Following assessments of compliance with safety standards, winners are announced and awarded bronze, silver, or gold badges.
• Sempre Alerta Program: implemented in our São Paulo operations, this program aims to proactively identify areas and practices in need of improvement and educate employees about their right to refuse unsafe work.
• Toolbox Safety Talks: these talks provide an opportunity for employees and contractors to discuss safety before they start each workday.
• Health and Safety Campaigns: these campaigns promote a culture of health and safety among employees and contractors by disseminating informative and educational materials.
• Incident identification, reporting, documentation and investigation: this program encourages all employees, including contractors, to identify, communicate, and document all incidents occurring within our operations. Following investigation, action plans are developed for each reported case. All this information is evaluated as part of the incident investigation process.

Due to confidentiality considerations and pursuant to Brazilian patient confidentiality laws, Bracell does not disclose occupational health data, access to which is restricted to employees within this department.

We provide Occupational Health and Safety (OHS) training to equip Bracell employees with the necessary theoretical and practical knowledge for their roles. This training, delivered in plain language, is designed to enhance well-being and minimize accidents and incidents. Training is provided to all new hires as part of their onboarding process immediately after joining the company.

In our São Paulo operations, we offer first aid training to employees in both forestry and mill operations, preparing teams for emergency response. The instructors for these sessions are employees from our health department.

We also run an annual training program for the fire teams responsible for responding to fires in our forestry and mill operations, in compliance with the regulations of the São Paulo and Bahia fire departments. These training sessions cover:

• Implementation of strategic actions;
• Use of equipment;
• Defensive driving techniques for firefighting vehicles;
• Use of helicopters for support in fire response;
• Best practices in local community engagement.

Bracell provides health and dental plans for all employees and their dependents, with national coverage. We also offer discounts at drugstore chains, opticians, gyms, educational institutions, and partnerships with organizations such as the Industrial Social Service (SESI), providing access to sports and leisure activities.

Our health management practices help to enhance well-being, prevent diseases, and offer individual and collective counseling to employees on topics such as regular check-ups, healthy nutrition, and the importance of exercising regularly. We also conduct:

• Annual health campaigns: coordinated awareness initiatives on topics including sexually transmitted infections, respiratory diseases, flu vaccination, breast (Pink October) and prostate cancer prevention (Blue November), dehydration prevention, and two annual blood donation drives.
• Bracell Challenge: a program focusing on quality of life, encouraging healthy nutrition and regular exercise.
• Pessoinhas program: multidisciplinary support for pregnant employees and spouses, providing assistance throughout pregnancy up to 6 months after childbirth.
• Corporate Citizenship: extension of maternal leave by an additional 60 days, totaling 180 days of leave, and extended paternal leave by an additional 15 days, totaling 20 days of leave.
• Eucalyptus Run: employees and their families participate in a run around a eucalyptus forest in an event promoting health and well-being.

Our employees and contractors have access to outpatient services, including checkups by nurses and physicians. When necessary, workers are referred for additional exams and specialized medical care. Bracell also has an Emergency Response Plan for incidents at its plants, which operate 24 hours a day and are organized into three shifts. Forestry operations have a Strategic Occupational Safety Plan.

Our Process Safety, Emergency, and Business Risk Management team also assesses risks and hazards associated with production processes and business continuity.

Each mill has a dedicated 24-hour emergency team, including an emergency response team on call during all shifts, along with fire wardens at our São Paulo mill with appropriate emergency response equipment, such as water and chemical fire engines, ambulances, portable cannons, and automated external defibrillators. In Bahia, the emergency team is a member of the Camaçari Industrial Park’s Mutual Emergency Response Plan (PAM), and may be called on to respond in an emergency.

Occupational health and safety management practices
Safe behavior	The safe behaviors outlined in our Code of Conduct are reinforced through clear guidelines for employees.
Occupational health & safety programs	Comportamento Seguro (“Safe Behavior”) and Sempre Alerta (“Always Alert”)—two programs covering all employees, including contractors.
Inspections	Safety inspections to identify unsafe working conditions and behavior, inform continuous improvement, and strengthen our safety culture.
Contractor audits	Six-monthly audits on compliance with applicable legal requirements (read more in Responsible Production, GRI 408-1).
Integrated Management System	Procedures, instructions, and incident investigation forms are Incorporated in Bracell’s Integrated Management System (IMS).

 

All employees and third parties are covered by the occupational health and safety system that covers all forestry and mill operations teams.

 

Employees covered by an occupational health and safety management system
Gender	Bahia			São Paulo			Bracell
	2021	2022	2023	2021	2022	2023	2021	2022	2023
Men	1,235	1,342	1,434	2,592	3,412	4,501	3,827	4,754	5,935
Women	356	436	470	523	715	986	879	1,151	1,456
Total	1,591	1,778	1,904	3,115	4,127	5,487	4,706	5,905	7,391

 

Employee covered by an occupational health and safety management system (%)
Gender	Bahia			São Paulo			Bracell
	2021	2022	2023	2021	2022	2023	2021	2022	2023
Men	78%	75%	75%	83%	83%	82%	81%	81%	80%
Women	22%	25%	25%	17%	17%	18%	19%	19%	20%

 

Third paties covered by an occupational health and safety management system
2021				2022			2023
Gender	Bahia	São Paulo	Bracell	Bahia	São Paulo	Bracell	Bahia	São Paulo	Bracell
Men	3,414	5,946	9,360	3,025	unavailable	3,025	2,671	12,056	14,727
Women	130	494	624	138	unavailable	138	138	1,182	1,320
Total	3,544	6,440	9,984	3,163	12,434	15,597	2,809	13,238	16,047

Note 1: due to a limitation in the system used to collect data on contractors, Bracell cannot provide a breakdown by gender of contractors working in our operations in São Paulo. The system used in 2023 will support breakdowns by gender. Data on contractors in the Tissue project are managed by a third-party firm.

Number and rate of injuries per year, by operation
Employees
BAHIA FORESTRY					BAHIA MILL
Year	Number of injuries (including fatalities)		Injury rates		Number of injuries (including fatalities)		Injury rates
	Lost time	No lost time	Lost time	No lost time	Lost time	No lost time	Lost time	No lost time
2021	0	0	0	0	0	3	0	1.6
2022	0	0	0	0	1	0	0.5	0
2023	0	0	0.00	0.00	0	1	0.00	0.45
Note: the rates have been calculated based on 1,000,000 hours worked and no workers were excluded from the disclosure.

 

Number and rate of injuries per year, by operation
Employees
SÃO PAULO FORESTRY					SÃO PAULO MILL
Year	Number of injuries (including fatalities)		Injury rates		Number of injuries (including fatalities)		Injury rates
	Lost time	No lost time	Lost time	No lost time	Lost time	No lost time	Lost time	No lost time
2021	3	46	1.47	22.6	3	13	1.12	5.98
2022	6	27	1.46	6.82	2	15	0.82	6.14
2023	7	27	1.16	4.46	3	14	1.12	5.22
Note: the 2022 data are based on 4,104,465.27 man-hours worked.					Note: the 2023 data are based on 2,681,610.99 man-hours worked.

 

SÃO PAULO SUPPLY
Employees
Year	Number of injuries (including fatalities)		Injury rates
	Lost time	No lost time	Lost time	No lost time
2021	N/A	N/A	N/A	N/A
2022	0	0	0	0
2023	0	0	0	0

 

Contractors
BAHIA FORESTRY					BAHIA MILL
Year	Number of injuries (including fatalities)		Injury rates		Number of injuries (including fatalities)		Injury rates
	Lost time	No lost time	Lost time	No lost time	Lost time	No lost time	Lost time	No lost time
2021	0	3	0	0.62	0	3	0	2.17
2022	1	3	0.14	0.41	0	2	0	1.4
2023	1	0	0.19	0.00	0	1	0.00	0.62
Note: the rates have been calculated based on 1,000,000 hours worked and no workers were excluded from the disclosure.

 

Number and rate of injuries per year, by operation
Contractors
SÃO PAULO FORESTRY					SÃO PAULO MILL
Year	Number of injuries (including fatalities)		Injury rates		Number of injuries (including fatalities)		Injury rates
	Lost time	No lost time	Lost time	No lost time	Lost time	No lost time	Lost time	No lost time
2021	4	68	0.43	7.25	1	7	2.1	14.7
2022	3	35	0.3	2.89	2	17	0.62	5.31
2023	9	47	0.59	3.10	5	19	2.32	8.80
Note: the 2022 data are based on 13,135,990.00 man-hours worked.					Note: the 2023 data are based on 2,159,240.2 man-hours worked.

 

SÃO PAULO SUPPLY
Contractors
Year	Number of injuries (including fatalities)		Injury rates
	Lost time	No lost time	Lost time	No lost time
2021	N/A	N/A	N/A	N/A
2022	2	12	1.72	10.29
2023	1	4	0.48	1.93
Note: the 2023 data are based on 2,068,879.00 man-hours worked.

 

Information on the main types of work-related ill health is not disclosed for confidentiality reasons under the Brazilian General Data Protection Regulation (BR GDPR) and due to doctor-patient privilege.

Throughout the year, 1,904 employees working in Bahia operations were trained, totaling 72,635.04 hours of training and an average of 38.15 hours of training per trained employee. In São Paulo operations, 5,782 employees were trained, totaling 36,4603 hours of training, with an average number of hours of 63.1 per employee trained.

Training data considers technical and operational training only, which are mandatory due to legislation and Regulatory Standards obligations. Bracell operational team are mainly composed of men. In 2023, there were a total of 1,904 employees in Bahia (1,434 men and 470 women) and 5,782 in São Paulo (4,718 men and 1,064 women). For this reason, training hours for men account for the majority of training carried out (read more in GRI Content 405-1).

BAHIA
Average hours of employee training during the reporting period, by gender
GENDER	Total workforce			Hours of training			Average hours of training (h)
	2021	2022	2023	2021	2022	2023	2021	2022	2023
Men	1,239	1,343	1,434	92,233.00	85,221.18	62,016.72	74.44	63.46	43.25
Women	357	436	470	11,218.00	10,538.12	10,618.32	31.42	24.17	22.59
Total	1,596	1,779	1,904	103,451.00	95,759.30	72,635.04	64.81	53.83	38.15

Note: training data considers technical and operational training only, which are mandatory due to legislation and Regulatory Standards obligations. Bracell operational team are mainly composed of men. In 2023, there were a total of 1,904 employees in Bahia (1,434 men and 470 women). For this reason, training hours for men account for the majority of training carried out (read more in GRI Content 405-1).

 

SÃO PAULO
Average hours of employee training during the reporting period, by gender
GENDER	Total workforce			Hours of training			Average hours of training (h)
	2021	2022	2023	2021	2022	2023	2021	2022	2023
Men	2600	3617	4,718	554,448.00	119,051.00	314,123.00	213.24	32.91	66.60
Women	530	818	1,064	26,803.00	13,040.00	50,479.00	50.57	15.94	47.40
Total	3,130	4,435	5,782	581,251.00	132,092.00	364,603.00	185.70	29.78	63.10

Note: training data considers technical and operational training only, which are mandatory due to legislation and Regulatory Standards obligations. Bracell operational teams are mainly composed of men. In 2023, there were a total of 5,782 in São Paulo (4,718 men and 1,064 women). For this reason, training hours for men account for the majority of training carried out (read more in GRI Content 405-1).

Bracell offers employees a corporate education program that goes beyond the training requirements mandated by Brazilian legislation. This includes both in-person and online training, with professional development initiatives tailored to the challenges and goals of each department within the company.

Department managers are responsible for recommending, requesting, and encouraging Bracell employees to participate in training, in line with our Training Policy. We have developed dedicated career pathways for forestry, mill, pulp logistics, and supply chain operations.

Our training programs

To support employee development, we have implemented comprehensive and diversified initiatives within the following programs:

• Leadership training initiatives:
  • Situational Leadership Training;
  • Leadership Development Program: focused on technical and functional capabilities, with selection criteria based on performance, leadership ability, and alignment with our organizational culture;
  • Leadership Journey Program: designed to build awareness, inspire and engage people around our O.P.I.C.C. core values;
  • Leadership Training Program: to develop a systematic understanding of Bracell’s different divisions;
  • Mill Manager Development: with a focus on potential successors in operations positions;
• Acelera: operational training on pulp production.
• Continuous Improvement Program: a program to foster a culture of process improvement among employees in our operations.
• Core Values program: for activation of our organizational culture.
• HR Academy: a training program for Human Resources department employees.
• Trainee Program: comprising mentorship, projects, and coaching from specialized consultants.

Throughout the year, we ran a series of training initiatives and programs tailored to Bracell’s development needs, in line with the rapid growth and structure of the business. Some of the key initiatives in the year included:

• Passport Program—a comprehensive learning track for operations employees in the mill, forestry, and logistics divisions. The program is designed to ensure that all employees are well prepared for their operational roles using a systematic approach, including onboarding, regulatory safety standards, and role-specific technical content.
• Diversity and Inclusion: training delivered to the HR team and also for affinity groups focused on gender equity and people with disabilities.
• Leaders in Action: aimed at developing soft skills for operational teams and employees, involving participation from operational supervisors.
• Manager Training Program (MTP): implemented across all RGE group At Bracell, the program is managed by BLI (Bracell Learning Institute), with lecturers from different departments. The program covers topics such as Finance, Supply Chain, Lean Methodology, Procurement and HR.

Graduate and MBA programs

In partnership with universities and trade associations, in 2023 Bracell introduced opportunities for company employees to enroll in graduate and MBA programs in areas such as: Pulp Technology (offered by the Brazilian Pulp Association), Forestry Management (offered by the Federal University of Paraná), and Forest Fire Prevention and Response (offered by Faculdade Unyleya).

Bracell Learning Institute

Bracell has a knowledge and training hub hosted at the Lençóis Paulista site in São Paulo. The Bracell Learning Institute (BLI) provides courses and training sessions addressing business and operational needs, including technical and operational subjects such as workplace safety, Bracell’s values, company policies and guidelines, leadership development, as well as community training initiatives for prospective operations employees.

For further information, see the BLI newsletter available at MBA – Bracell Learning Moment.

Management of career endings

Bracell has implemented a retirement preparation program aimed at facilitating the transition for employees approaching retirement age, guiding them through the process of transitioning into post-career life. This program also supports knowledge transfer to successors in various roles within the organization.

Workshops and sessions cover a range of topics including knowledge management, physical and mental well-being, financial planning, future career options, entrepreneurship, and guidance on health insurance and private pension plans.

Bracell uses an individual performance review process to inform employee development efforts and investments and identify opportunities to improve performance. Employees are also evaluated based on our T.O.P.I.C.C. core values (complementary Team, Ownership, People, Integrity, Customers and Continuous improvement).

Bracell employees undergo a Performance Review Cycle in which they are assessed across two dimensions: behavior and results. Performance reviews consider each employee’s individual potential and performance in the year and provide input into their development plan for the next year, with practical advice addressing career development and business needs.

In addition, through our People Management and Recognition Program, which includes our Profit-Sharing Program, we support, encourage and manage the professional development of our workforce.

Employees assessed
	2021		2022		2023
	Men	Women	Men	Women	Men	Women
Bahia	77%	23%	77%	23%	76%	24%
São Paulo	82%	18%	82%	18%	81%	19%
Total by gender	80%	20%	81%	19%	80%	20%

Note: In 2023, the Performance Review process included active employees hired as of September 30, as well as terminated employees who had worked for more than 90 days. The percentage of employees who receive regular reviews out of the total workforce was 98% for men and 100% for women.

In 2023, with Bracell 2030, we will drive our planning and actions focused on the theme of Diversity and Inclusion (D&I), with the goal of reaching 30% of women in leadership positions by 2030 (read more in GRI Content 2-22). We have also developed structured actions to drive the agenda in the Company with the Diversity and Inclusion Journey, which is based on the pillars of Gender and PwD in the São Paulo and Bahia units, as well as Race and LGBTQIAPN+ in Bahia; and the Diversity and Inclusion Committee in promoting the agenda in the Company through training and fostering employee engagement on the topic.

In São Paulo, a training session on D&I was held focused on employees in the Human Resources area and also on members of affinity groups. In Bahia, our journey stood out by receiving two commitment seals related to LGBT diversity and the renewal of the ethnic-racial commitment. In addition, throughout the year we promote training for all levels of leadership, Safety Dialogue (DDS) in the areas, internal and external events, and Bracell’s first diversity week.

Bracell is also a signatory of the Women’s Empowerment Principles (WEPs), a UN Global Compact and UN Women initiative providing guidance on promoting gender equality and women’s empowerment in the workplace, marketplace, and community. We also provide thought leadership on this agenda within trade associations.

Gender equity survey

In 2023, we conducted an internal survey targeting women and leaders on gender equality in São Paulo, seeking to understand employees’ perceptions of the work environment. Based on the responses, we based the construction of a Diversity & Inclusion Journey, to actively listen to women regarding the insertion of women in the sector’s job market, and a training agenda on the subject.

Rede Mulher Florestal (“Women in Forestry Network”)

In 2023, we joined and assumed the vice presidency of Rede Mulher Florestal, and began responding to the organization’s survey questionnaire on the presence of women in the forestry industry. The initiative is also collecting diversity data beyond gender, such as race and people with disabilities.

Our participation in the initiative illustrates Bracell’s commitment to promoting and leading gender diversity efforts in the forestry sector.

Composition of Bracell’s senior leadership team by gender

Bracell’s senior leadership team comprises executives holding senior management and executive positions, including managing director, director and senior director positions (senior director is the equivalent of president within the RGE group of companies).

In 2023, 3 women (all senior managers) and 40 men (12 directors and 28 senior managers) integrated Bracell’s senior leadership. Based on the total number of Bracell high level leadership by gender and role in 2023, women held 7% of senior leadership positions.

Based on the total number of Bracell medium level leadership by gender and role, in 2023 women held 29% of medium level leadership positions.

Based on the total number of all Bracell leadership, women held 26.4% of the positions, a total of 93 women on leadership.

Employees by leadership level and gender in 2023
Position	Bahia		São Paulo		Total
	Men	Women	Men	Women	Men	Women
Director¹	2	0	10	0	12	0
Senior Manager	4	2	24	1	28	3
Manager	30	11	49	24	79	35
Coordinator	54	17	86	38	140	55
Total	90	30	169	63	259	93
Employees by leadership level and gender in 2023
Position	Bahia		São Paulo		Total
	Men	Women	Men	Women	Men	Women
Director¹	100%	0%	100%	0%	100%	0%
Senior Manager	67%	33%	96%	4%	90%	9.7%
Manager	73%	27%	67%	33%	69%	30.7%
Coordinator	75%	25%	69%	31%	71%	28.6%
Total	75%	25%	73%	27%	74%	26%

¹ Including the positions of president, director, head and vice president.

Note: For the Bracell 2030 target of promoting equal opportunities for women and achieving 30% of women in leadership positions, coordination positions and above are taken into account.

Employees by gender and position in 2023
Position	Bahia		São Paulo		Total
	Men	Women	Men	Women	Men	Women
Executive Management¹	2	0	10	0	12	0
Senior Management	4	2	24	1	28	3
Middle Management	30	11	49	24	79	35
Coordinators	54	18	86	38	140	56
Specialists	45	8	80	32	125	40
Technicians/Supervisors	115	25	644	76	759	101
Administrative	145	192	370	307	515	499
Operational	1031	210	3219	500	4250	710
Trainees	8	4	19	8	27	12
Total	1.434	470	4.501	986	5.935	1.456
Employees by gender and position in 2023 (%)
Position	Bahia		São Paulo		Total
	Men	Women	Men	Women	Men	Women
Executive Management¹	100%	0%	100%	0%	100%	0%
Senior Management	67%	33%	96%	4%	90%	10%
Middle Management	73%	27%	67%	33%	69%	31%
Coordinators	75%	25%	69%	31%	71%	29%
Specialists	85%	15%	71%	29%	76%	24%
Technicians/Supervisors	82%	18%	89%	11%	88%	12%
Administrative	43%	57%	55%	45%	51%	49%
Operational	83%	17%	87%	13%	86%	14%
Trainees	67%	33%	70%	30%	69%	31%
Total	75%	25%	82%	18%	80%	20%
¹ Including the positions of president, director, head and vice president.

 

Employees by position and age group in 2023
Position	Under 30	30 to 50	Over 50	Total
Executive Management¹	0	4	8	12
Senior Management	0	22	9	31
Middle Management	1	100	13	114
Coordinators	4	172	20	196
Specialists	12	137	16	165
Technicians/Supervisors	175	605	80	860
Administrative	371	597	46	1.014
Operational	1.073	3.287	600	4.960
Trainees	38	1	0	39
Total by age	1.674	4.925	792	7.391
Employees by position and age group in 2023
Position	Under 30	30 to 50	Over 50	Total
Executive Management¹	0%	33%	67%	100%
Senior Management	0%	71%	29%	100%
Middle Management	1%	88%	11%	100%
Coordinators	2%	88%	10%	100%
Specialists	7%	83%	10%	100%
Technicians/Supervisors	20%	70%	9%	100%
Administrative	37%	59%	5%	100%
Operational	22%	66%	12%	100%
Trainees	97%	3%	0%	100%
Total by age	23%	67%	11%	100%
¹ Including the positions of president, director, head and vice president. Note: regarding the percentage by age, in 2023, 67% of Bracell employees are between 30 and 50 years old; 23% are under 30 years old and 11% are over 50 years old.

 

Employees by region and gender
Operation	2021			2022			2023
	Men	Women	Total	Men	Women	Total	Men	Women	Total
São Paulo	2.592	523	3.115	3.412	715	4.127	4.501	986	5.487
Bahia	1.235	356	1.591	1.342	436	1.778	1.434	470	1.904
Total	3.827	879	4.706	4.754	1.151	5.905	5.935	1.456	7.391

Note: The total number of employees in 2022 differs from the result published in the 2022 Sustainability Report because it does not take into account data on own employees of the Mato Grosso do Sul operations (total of 392 own employees, 310 men and 82 women). In 2023, the Mato Grosso do Sul operations became part of the MS Florestal company, part of the RGE group, so they ceased to be part of Bracell’s operations in 2023.

Employees by region and gender (%)
Operation	2021		2022		2023
	Men	Women	Men	Women	Men	Women
São Paulo	83%	17%	83%	17%	82%	18%
Bahia	78%	22%	75%	25%	75%	25%
Total	81%	19%	81%	19%	80%	20%

 

In regards to salary equity, Bracell considers the sope and activities of each position as a basis, without gender discrimination. For reasons of confidentiality, the Company does not disclose salaries or the relationship between salaries of its employees.

The Company registered no cases of discrimination.