ESG Indicators – 2024

In line with the topics identified in the materiality process, Cogna reports every quarter its most relevant ESG indicators¹. Information about previous years can be found in our Annual Sustainability Reports. To access ESG indicators from previous years, select the desired year using the button.

Highlights – Quarters of 2024

Highlights of the 1st Quarter of 2024

Our collection of achievements continues to grow…

Once again we were recognized for our efforts, in recent weeks we received the Social Bond of The Year award, promoted by Environmental Finance. In August 2023, we made history by announcing the first Social Bond within the national educational sector. The 500 million reais (equivalent to US$100 million) bond was praised as “unique” by one of the Sustainable Debt Awards judges, who described it as “a rare opportunity to promote access to education for vulnerable communities across the world.” Brazil” in addition to highlighting that the issuance has “clear impact metrics to support the objectives, as well as the use of clearly defined resources”.

The resources acquired are being directed to promoting high-quality courses at low costs. An innovative feature of the issue was the specific definition of a target population: investments must meet the criteria to benefit socially vulnerable communities – the educational unit must be located in small municipalities, with less than 50 thousand inhabitants and present a Development Index Human (HDI) medium, low or very low (less than 0.700). Furthermore, we must be the only educational institution to offer at least one undergraduate course in the city, thus ensuring that the opening of the center represents a valuable addition to the municipality. This significant achievement reflects our values and purpose of encouraging people to build a better version of themselves, through education.

Another important recognition this year is that, for the second year in a row, we were recognized by Great Place To Work® Brasil as one of the best companies for women to work for. Currently, 63% of our employees and 47% of our leaders (equal to and above management) are women. We also maintain the public goal of reaching 50% of leadership positions (equal to and above management) held by women by 2025.

Our sustainability strategy, aligned with best ESG practices, seeks to generate value for our stakeholders and society. We have made significant progress in meeting the goals set out in the “Cogna Commitments for a Better World” manifesto, which reflect the company’s commitment to sustainable development:

Measure the impact of GHG emissions on the Company’s operations, stipulating targets and commitments for mitigation and compensation:

We have mapped our emissions since 2019, covering the three scopes of the GHG Protocol. A Verification Body has audited this data, ensuring its accuracy. The 2022 inventory received recognition from the Brazilian GHG Protocol Program, achieving the highest level of certification. In December, we made a voluntary target based on the Science-Based Targets Initiative (SBTI) to reduce total GHG emissions by 50.4% across the three scopes by 2032.

Train 100% of employees in health and safety:

In 2023, the health and safety course became mandatory during the employee integration process. By December, 95% of leaders had completed the course.

Integrate ESG goals into senior leadership’s 100% variable remuneration policies:

Since 2022, ESG goals have been part of senior leadership’s variable remuneration. In 2023, this practice was extended to all leaders and employees, reinforcing sustainability as a strategic pillar.

Have representation of at least 1/3 of women, black people, LGBTQIA+ on the Board of Directors:

Currently, 60% of the seats on the Board of Directors are occupied by representatives of minority groups, including women and members of the LGBTQIAP+ community.

All information about Cogna’s ESG agenda strategy is shared on the website: esgcogna.com.br, where it is possible to obtain more information and access the Company’s Sustainability Report.

Highlights of the 2nd Quarter of 2024

We continue to reaffirm our leadership role in the sector…

In 2024, we began to disclose our Integrated Report, strengthening our transparency and corporate governance. This change aims to offer a more comprehensive and integrated view of our activities, impacts and strategies, in line with the best global sustainability reporting practices. Launched in July, our Integrated Report is assured by an external audit – following CVM standards, guaranteeing the accuracy and integrity of the information presented. Furthermore, it highlights the progress made in the ESG agenda and the generation of added value through positive social impact. We ended 2023 with more than 2,500 centers strategically distributed across all Brazilian states. 87.5% of the municipalities in which we operate are small (less than 100,000 inhabitants over the age of 17), and 84.2% have an HDI below the Brazilian average. In 291 municipalities, we are the only private Higher Education Institution (HEI), reinforcing the company’s role as a catalyst for the democratization of education in the country.

The report presents data from our social projects and community services that, in 2023, benefited more than 372,000 people in the communities surrounding our higher education units. Through social projects and initiatives aimed at benefiting the communities in which we operate, there were more than 265 thousand hours of academic volunteering and more than 1.9 thousand hours of corporate volunteering, in alignment with the ambitions of the social impact platform, our fronts of action: Fundação Pitágoras and Instituto SOMOS, which together contribute to the ESG strategy, expressed in the Cogna Commitments for a Better World.

The public commitment assumed by the company in 2021, through the manifesto “Cogna Commitments for a Better World”, establishes environmental goals, including the use of 90% renewable energy by 2025, impacting 1.8 million people with environmental education and measuring GHG emissions, stipulating mitigation and compensation goals. Cogna’s climate agenda includes mapping emissions since 2019, audited by a Verification Body that assigned a reasonable level of confidence to the inventories – attesting that the inventories are materially correct and are a fair representation of the Company’s greenhouse gas data.

The 2022 inventory received the Gold Seal in the Brazilian GHG Protocol Program, indicating the highest level of certification in transparency in the publication of GHG inventories, and is available in the Public Emissions Registry. The 2023 inventory is under review by the Public Registry, which will release the result in August.

Following this theme, in December 2023, all of our higher education institutions became part of the Schools for Climate Movement, positioning us as the first group in the sector to join the initiative. The movement aims to encourage environmental and climate education in educational institutions. We currently have more than fifteen projects registered by HEIs, benefiting more than four thousand people in the Central-West, Northeast, North and Southeast regions. These projects are aligned with SDGs 02, 06, 07, 11, 12, 13 and 15 and are focused on sustainable communities, awareness, environmental education and reforestation. We are also forming partnerships with environmental departments, councils and local institutions to carry out these projects.

Highlights of the 3rd Quarter of 2024

Commitment to Quality Education and Diversity and Inclusion…

This quarter, we were recognized as the largest education company in the awards held by Exame, in the Best and Biggest 2024 (PT-BR). This recognition reinforces our purpose of encouraging people to build a better version of themselves through quality education. We continue to operate in all stages of the educational journey, offering the most comprehensive and diverse proposal in the sector, which includes everything from basic education to higher education.

Another important highlight of the quarter is that we became signatories of the Movement for Racial Equity (Mover) (PT-BR), a non-profit association that brings together more than 50 companies with a total of more than 1.3 million workers. Through this membership, Cogna reinforces its commitment to increasing employment opportunities for black people. As part of this initiative, we will offer 30,000 free scholarships for free courses at Anhanguera College, seeking to promote the professional development of young people and adults. With this action, we intend to foster a fairer and more equitable job market, contributing to the creation of more than 10,000 leadership positions and impacting 3 million black people by 2030. Collaboration between companies from different sectors in Mover is essential to address institutional and structural racism, promoting a robust racial equity agenda.

These highlights are aligned with our strategy and public commitment made in 2021, through the manifesto “Cogna Commitments for a Better World”, which has Education, Diversity and Human Rights as one of its pillars, with emphasis on the goals of having equity (50%) of leadership positions (≥ managers), occupied by men and women by 2025, increasing the number of positions occupied by black people (black and brown) to 40% by 2025 and benefiting 150 thousand public education teachers with educational products and services by 2025. The latter was surpassed in 2023 with the training of 179 thousand public school teachers through more than 3,500 training courses on pedagogical topics throughout the country.

Teachers are fundamental in the transmission of knowledge and in the transformation of lives, through the Prêmio Educador Nota 10, held by Instituto SOMOS (PT-BR), we value initiatives by educators who contribute daily to the improvement of Brazilian education. In total, nine educators from Brazilian public schools were selected who developed transformative and impactful projects in their communities, aligned with the 17 Sustainable Development Goals of the United Nations 2030 Agenda. The winners will be announced on November 12th, in a live ceremony at the Pinacoteca de São Paulo (SP). The awards ceremony will be broadcast live and simultaneously on the channels and social networks of Prêmio Educador Nota 10.

In this edition, more than 2,700 projects were registered, developed by teachers and school administrators from public and private schools, from Early Childhood Education to High School, aligned with three thematic axes: Human Rights, Sustainability and Innovation and Technology. Three educators were selected as finalists in each category.

Finalists in the “Human Rights” category:

Alana Calado, from Angra dos Reis (RJ), from E.M. Quilombola Áurea Pires da Gama, with the “Educa Bracuí” project – By ensuring the continuity of the young people’s school trajectory, the project proposes a preparatory course to help students enter technical school, after completing elementary school.
Angélica Inada, from Sorocaba (SP), from Escola Estadual Professor José Quevedo, with the “Versus da Igualdade” project – The project consisted of the construction of a racial literacy booklet, by elementary school students, promoting the understanding of structural racism and valuing the students’ artistic expression.
Liliane Machado, from Rio de Janeiro (RJ), from Colégio Pedro II, with the project “Representations of feminicide in Brazilian literature” – Based on the critical reinterpretation of great national literary classics, the project provided reading circles of theoretical feminist texts and encouraged the literary production of students, with the aim of raising awareness about the fight against gender violence.

Finalists in the “Innovation and Technology” category:

Givanilda Antunes, from Mogi Mirim (SP), from CEMPI Profa Maria de Lourdes Ferraz Guimarães, with the project “Life and movement in the Nursery” – Proposes a new way of organizing nurseries, as an alternative to the welfare traditionally present in these environments.
Maurício Soares, from Juazeiro do Norte (CE), from the Federal Institute of Ceará – Juazeiro do Norte Campus, with the project “Exploring Space: Exploring the Solar System with Tactile Experiences – An Inclusive Proposal for Teaching Physics and Astronomy” – It sought to promote greater inclusion and accessibility in the classroom through the development of a series of tactile teaching materials.
Helder Guasti, from João Neiva (ES), from EMEF Pedro Nolasco, with the project “Como diz o outro…” – It seeks to value elements of local culture based on tales of oral tradition, by guiding students in the selection and production of texts, later illustrated with the help of Artificial Intelligence (AI) and transformed into a book.

Finalists in the “Sustainability” category:

Raifran Abidimar, from Açailândia (MA), from the Instituto Federal do Maranhão – Campus Açailândia, with the project “Educational game ‘DanTUS’ as a teaching/learning object on mitigating the effects of Climate Change with Sustainability” – An educational game that seeks to engage students in facing the climate crisis, so that they think of strategies, aligned with the United Nations Sustainable Development Goals, capable of facing such issues.
José Simões, from Santos (SP), from the Professor Avelino da Paz Vieira Municipal Education Unit, with the project “Clean beach, sustainable future: Facing the challenges of pollution caused by man in the beach ecosystem” – The objective is to provide reflections on environmental problems in the beach ecosystem and seek sustainable solutions to preserve it, by encouraging students to develop a robotic solution using recycled material, based on design thinking and knowledge about machines simple.
Juliana Gracieti, from Itajaí (SC), from CEI Cecilia Santiago Dias, with the “Quintal das Sensações” project – The project encouraged the children from kindergarten to get used to the school’s green area, creating a bond between them and nature.

Supported Organizations and Movements
Global Compact	Since 2010
Ethos Institute	Since 2021
LGBTI+ Company Forum	Since 2021
WEPs – Women’s Empowerment Principles - UN Women	Since 2021
Citizen Company	Since 2021
Clean Company - Business Pact for Integrity and Against Corruption	Since 2022
They Lead Movement – Global Compact	Since 2023
Mind in Focus Movement – Global Compact	Since 2023
Net Zero Ambition Movement – Global Compact	Since 2023
Race is a Priority Movement – Global Compact	Since 2023
100% Transparency Movement – Global Compact	Since 2023
Brazilian GHG Protocol Program	Since 2023

Seals and Certifications
FSC – Forest Stewardship Council	Since 2006
WOB – Women on Board	Since 2021
WEPs – Women’s Empowerment Principles - UN Women	Since 2021
Justice Friendly Company	Since 2021
Clean Company - Business Pact for Integrity and Against Corruption	Since 2022
Great Place to Work	Since 2022
Racial Equality Seal – São Paulo City Hall	Since 2022
Carbon Disclosure Project	Since 2022
S&P Global ESG Score – Sustainability Yearbook Member 2023 Recognition as an Industry Mover	Since 2022
Great Place to Work – Women	Since 2023
Brazilian GHG Protocol Program Gold Seal	Since 2023

ESG Indices
TEVA – Women in Leadership (TEVAELAS Index)	Since 2021
Corporate Sustainability Index (ISE B3)	2022/2023 Portfolio 2023/2024 Portfolio
Great Place to Work Index (IGPTW B3)	Portfolio 2022/2023
Carbon Efficient Index (ICO2 B3)	Portfolio 2022/2023 Portfolio 2023/2024
Bloomberg Gender-Equality (GEI Index)	Portfolio 2023

Learn more about our recognitions, indices and ratings in sustainability.

Environmental

GRI	Water withdrawn²(m³)	Unit.	1Q2024	2Q2024	3Q2024
303-3	Groundwater	m³	32,204	31,034	28,868
	Utility supply	m³	57,935	61,743	55,074
	Total	m³	90,140	92,778	83,942

Highlights and Notes:

3Q2024

In the 3rd quarter of 2024, we observed lower water consumption compared to the same period in 2023. This decrease is the result of fewer leaks, which were identified more quickly, with the start of the implementation of the water efficiency project and lower production demand at our distribution center. The water efficiency project aims to save 23% in water consumption at the 23 Higher Education units with the highest consumption;
Historically, the third quarter records lower water consumption compared to the second quarter, due to the holidays that occur in July.

2Q2024

In the 2nd quarter of 2024, we observed lower water consumption compared to the same period in 2023. This decrease is due to the reduction in leaks (which began to be identified more quickly), with the start of the implementation of the water efficiency project in eight higher education units and low production demand in our distribution center;
The water efficiency project aims to save 23% in water consumption in the 23 Higher Education Institutions with the highest consumption.

1Q2024

In the 1st quarter of 2024, we observed lower water consumption compared to the same period in 2023, this decrease is due to the reduction in leaks (which began to be identified with greater speed), with the beginning of the implementation of the water efficiency project in eight higher education units and low production demand in our distribution center;
The water efficiency project aims to save 23% in water consumption in the 23 Higher Education Institutions with the highest consumption. The implementation is expected to be completed by the end of 2Q2024.

SDGs	GRI	Internal energy consumption	Unit.	1Q2024	2Q2024	3Q2024
	302-1	Total energy consumed	GJ	42,566	48,265	41,635
	302-1	Percentage of energy from renewable sources³	%	90%	85%	86%

Highlights and Notes:

3Q2024

In the 3rd quarter of 2024, there was an increase in energy consumption compared to 3Q23, due to the greater use of air conditioning in our units and offices, as a result of the increase in temperatures that hit the country;
Energy consumption was lower compared to the previous quarter, due to the low attendance of students due to the vacations that occur in July;
As a positive highlight, in this quarter, we migrated to the free energy market the units of Vitória da Conquista (BA), Guarapari (ES), Valparaíso de Goiás (GO), Londrina - Campus Niterói (PR), Alvorada (RS) and Cascavel (RS), in line with our commitment to increase energy consumption from renewable sources by 2025.

2Q2024

In the 2nd quarter of 2024, there was an increase in energy consumption compared to 1Q24 and 2Q23, due to the greater use of air conditioning in our units and offices, resulting from the increase in temperature that hit the country;
In May, the teaching unit in Vila Mariana, São Paulo, migrated to the free energy market, in line with our commitment to increase energy consumption from renewable sources by 2025.

1Q2024

In the 1st quarter of 2024, we observed lower energy consumption than in the last quarter (4Q2023), resulting from the period of reduced production demand in our distribution center – with less use of machines and equipment;
In March, the teaching unit in Bacabal, Maranhão, migrated to the free energy market, in line with our commitment to increase energy consumption from renewable sources by 2025.

Social

GRI	Diversity in the work force by functional category	Unit.	1Q2024	2Q2024	3Q2024
405-1	C-level – Women	% of people	23%	25%	23%
	C-level – Men	% of people	77%	75%	77%
	Total - C-level⁴	nº of people	13	12	13
	Leaders – Women (above management level)	% of people	45%	46%	46%
	Leaders – Men (above management level)	% of people	55%	54%	54%
	Total – Leaders (above management level)⁶	nº of people	626	592	573
	Academic faculty – Women	% of people	56%	57%	57%
	Academic faculty – Men	% of people	44%	43%	43%
	Total – Academic faculty⁷	nº of people	10,048	9,556	10,049
	Coordinators and Administrative – Women	% of people	69%	69%	70%
	Coordinators and Administrative – Men	% of people	31%	31%	30%
	Total – Coordinators and Administrative⁸	nº of people	14,245	13,787	14,010
	Total - Women	% of people	64%	63%	64%
	Total - Men	% of people	36%	37%	36%
	Total - Employees	nº of people	24,932	23,947	24,645

Highlights and Notes:

3Q2024

Continuing our Diversity and Inclusion actions, in July we promoted a dialogue with our LGBTQIAPN+ people to discuss their experiences in the job market and at Cogna. This month, we also promoted and encouraged our professionals to take the Ethnic-Racial Diversity course at the Corporate University (UniCo);
In September, we celebrated the Month of People with Disabilities with a live event involving our professionals with disabilities. This initiative also promoted the UniCo course on Inclusion of People with Disabilities and reinforced the PwD self-declaration campaign;
Another important highlight of September is that we became signatories of the Movement for Racial Equity (Mover), a non-profit association made up of more than 50 companies that, together, employ more than 1.3 million workers. The movement works collaboratively to ensure that black people have access to more opportunities in the job market.

2Q2024

In continuation of the diverse talent pool plan, specific pools were created for people with disabilities and black people, both of which ended 2Q2023 with more than 1,168 applications. During this period, we hired 735 black employees, 16 of whom were in coordinator positions or above. We also hired 86 people with disabilities and 9 women for manager positions or above. In addition, to support leaders and ensure adequate, inclusive and non-discriminatory interview processes, we created a Manager's Guide, which includes a module on Diversity and Inclusion;
In May, we held a live event together with the Compliance area to talk about the fight against LGBTphobia and reinforce our Code of Ethics and Reporting Channel. During LGBTQIAPN+ Pride Month (June), we brought the company together for another live event with employees from the affinity group to share their experiences and discuss a respectful and welcoming environment, in addition to reinforcing our commitment to the inclusion of people from the community at Cogna;
The Black Women Trainee Program also concluded during the quarter, in which 9 women were hired in specialist, coordination and supervision positions. The program had a retention rate of 69%.

1Q2024

In line with our diversity plan and goals, we created specific talent pools for people with disabilities and people of color, with a focus on increasing our diverse talent base. As a result, during the period we hired more than 40 black people for leadership positions (from coordination) and 30 PwDs to form our teams;
In March, we held a conversation with our female leaders, an action proposed by our DIVERS@ affinity group that looks at gender issues in the company. Still on affinity groups, in the last period we sought to enhance them. The groups, which aim to expand relationship networks, empathetic listening and the exchange of real experiences, aiming to maintain a healthy and inclusive climate for everyone, currently have more than 800 employees.

GRI	Indirect economic impact^{* 9}	Unit.	2023	First Half 2024
103-2, 103-3, 203-1, 103-2 e 413-1	Social projects	nº	1,248	821
	People benefited	nº	372,985	913,119
	Students and teachers involved	nº	67,233	28,616
	Academic volunteers	hours	265,123	127,445
	Corporate volunteers	hours	2,754	1,644

* Indicators presented progressively, that is, they refer to the total accumulated since the beginning of the year, which is why we do not present variations relative to previous periods.

Highlights and Notes:

Since 2017, we have maintained our Social Project Management System (PT-BR Language), which enables the monitoring, improvement and transparency of social projects carried out by our Higher Education Institutions, as well as the sharing of good practices across our network. Highlight projects are published on the Brazilian Alliance for Education website – an intersectoral movement in favor of Education in the country, led by Kroton;
We encourage the implementation of social projects that serve communities located around our campuses through service learning, experiential education for students to engage in activities that meet human and community needs, along with opportunities for reflection aimed at achieving the desired results of learning;
We ended the year with a total of 472,124 people benefiting from services provided by our community service spaces. These total R$ 266,435,816.86 million in exemption from services to the public authorities (calculated considering the free of charge of our services x values from the official tables of professional bodies and SUS for each service);
Examples include legal practice centers, school clinics, psychological care and model offices;
We maintain a Corporate Volunteer Program anchored in Somos Futuro, which allows students from public schools to attend high school at one of the partner educational institutions. Our employees participate as interviewers in the candidate selection stage and can follow the students' entire educational trajectory, acting as mentors.

GRI	Occupational Health and Safety	Unit.	1Q2024	2Q2024	3Q2024
403-5, 403-9 and 403-10	% of units covered by the Risk Management Program (PGR)	%	100%	100%	100%
	Total employees trained in health and safety¹⁰	nº of people	3,705	3,713	3,172
	Average number of hours training in health and safety per participant¹¹	nº	1.5	2.5	3.1
	Accidents with and without lost time¹⁸	nº	8	15	19
	Employees – Injury frequency rate¹²	rate	0.8	1.6	2.0
	Accidents with serious consequences¹⁹	nº	0	0	0
	Employees – High-consequence injuries rate¹³	rate	0,0	0,0	0,0
	Mandatory reporting accidents²⁰	nº	5	10	9
	Rate of mandatory reporting workplace accidents - Employees¹⁴	rate	0.5	1.04	0.9
	Deaths resulting from work accidents	rate	0	0	0
	Employees – Fatality rate¹⁵	rate	0,0	0,0	0,0

Highlights and Notes:

3Q2024

The difference in the number of employees trained between 3Q4 and 3Q23 is due to the automation of mandatory course reminders - implemented last year. The increase in the average number of hours of health and safety training per participant, compared to 2Q24, is attributed to mandatory courses for new CIPA members;
During the period, the main employee accidents occurred in internal circulation areas, resulting in falls on staircases, in addition to accidents in administrative areas and laboratories. Inspections were carried out at the workplace to identify risk situations and implement preventive plans;
During the quarter, we promoted health actions, events and live broadcasts, including the Health Space Moment in the offices and blood donation campaigns. We sent a notice guiding employees and students on how to act in emergency situations. We also disclosed the Mental Health Journey procedure and made Mental Health training available at the Corporate University to all employees. Additionally, we held the SIPAT (Internal Week for the Prevention of Accidents at Work) at the Distribution Center.

2Q2024

The difference in the number of employees trained between 2Q4 and 2Q23 is due to the automation of mandatory course reminders - implemented last year;
During the period, the main causative agents were staircases (3), furniture (4) and sharp objects (4). Inspections were carried out at the workplace to identify risk situations and implement preventive plans;
During the quarter, we held the Green April Workshop, in which we spoke with priority areas about procedures for hiring and managing third parties, in addition to care for high-risk activities and good practices;
Another initiative was the 2nd Mega SIPAT, during which we addressed topics such as: Health and Safety Policy and Near-Accident Reporting; Mental Health in the Digital Age; Spine Care; Harassment and Forms of Violence; and the Art of Identifying Hidden Risks in Everyday Situations. The event was held online with the participation of professionals specialized in each topic and generated an audience of more than 2,000 people during the week.

1Q2024

This quarter, there was a reduction in accidents due to inspections carried out at workplaces, identifying risk situations and implementing preventive plans;
Additionally, reports of near misses resulted in the initiation of action plans to mitigate risks with the potential to cause damage.

Governance

GRI	Diversity in the Board of Directors	Unit.	1Q2024	2Q2024	3Q2024
405-1	Women	% of people	40%	33%	33%
	Men	% of people	60%	67%	67%
	Total	nº of people	5	6	6

Highlights and Notes:

60% of the seats on Cogna's Board of Directors are occupied by people belonging to minority groups, such as women, and LGBTQIAP+. One of the goals of the Cogna Commitments for a Better World was to have representation of these audiences in at least 1/3 of the positions by 2025. The goal was reached and surpassed in 2022, when there was the election for the new Council, which has a mandate until August 2024.

GRI	Ethical behavior	Unit.	1Q2024	2Q2024	3Q2024
2-25	Cases registered in the Confidential Channel	nº	170	293	104
406-1	Complaints about discrimination received on the Confidential Channel	nº	12	16	11
406-1	Confirmed cases of discrimination	nº	2^*	0^*	1^*
405-1	Employees trained in anti-corruption policies and procedures	% of people	100%	100%	100%
	Operations submitted to corruption-related risk assessment	% of operations	100%	100%	100%
	Number of confirmed cases of corruption	nº of cases	0	0	0

*There are 4 cases in the investigation process.

Highlights and Notes:

3Q2024

This quarter, the number of reported cases was lower compared to 2Q24, due to our students' vacation period. In addition, we continued to work hard to publicize the Cogna Confidential Channel, encouraging the reporting of any situation related to discrimination, harassment and deviations from the Code of Conduct;
We received two reports of the same situation of discrimination, which were confirmed. The applicable disciplinary measures were taken.

2Q2024

In the historical series, the number of cases registered in the Confidential Channel has increased. This increase is due to the intense work of publicizing the Cogna Confidential Channel to report any situation related to discrimination, harassment and deviations from the Code of Conduct;
The first quarter is the vacation period for our students, and therefore, the number of registered cases is lower.

1Q2024

The two confirmed cases were situations of moral harassment with a discriminatory bias. For both, dismissal was applied as a disciplinary measure;
This quarter, we also promoted the "Forms of Harassment and Discrimination" course, launched at the end of last year. The course is part of the mandatory training track at the Corporate University, for all monthly payers at the Company.

GRI	Compliance	Unit.	1Q2024	2Q2024	3Q2024
307-1 e 419-1	Fines for social and economic non-compliance	R$ (thousands)	0.0	0.0	0.0
	Non-monetary sanctions for social and economic non-compliance	nº of sanctions	0	0	0
	Fines for environmental non-compliance	R$ (thousands)	0.0	0.0	0.0
	Non-monetary sanctions for environmental non-compliance	nº of sanctions	0	0	0

Highlights and Notes:

We did not record significant sanctions or fines related to economic and social aspects, except in the normal course of business. Cogna has been working strongly on the preventive labor front, having mapped the main causes of contingencies and drawn up robust action plans to manage this risk with reviews and adjustments to procedures.

GRI	Customer data privacy	Unit.	1Q2024	2Q2024	3Q2024
418-1	Outside complaints substantiated by the organization	nº	185	47	108
	Complaints received from regulatory agencies or similar official bodies	nº	0	2	0
	Identified cases of leaks, theft or loss of client data	nº	0	0	0

Highlights and Notes:

3Q2024

This quarter, the number of reported cases was lower compared to 2Q24, due to our students' vacation period. In addition, we continued to work hard to publicize the Cogna Confidential Channel, encouraging the reporting of any situation related to discrimination, harassment and deviations from the Code of Conduct;
We received two reports of the same situation of discrimination, which were confirmed. The applicable disciplinary measures were taken.

2Q2024

The two complaints received from regulatory agencies or similar official bodies refer to requests from data subjects to the National Data Protection Authority (ANPD) for the deletion of personal data and the cessation of advertising communications. Both cases had already been received by the responsible area and promptly addressed. We are awaiting a response from the ANPD;
The decrease in the volume of complaints is due to the update on the Privacy Portal to allow the reclassification of requests opened by the data subject. In this way, it is possible, after analyzing the case, to identify and classify whether the request in fact refers to the rights of data subjects provided for in the LGPD. Previously, other types of complaints (such as those related to academic and secretarial issues) were reported and considered for the Portal's volume.

1Q2024

The number of requests received has been decreasing over time, a fact that is due to the adoption of the holder's consent to the Privacy Policy or Privacy Notice when obtaining their data, in which we collect only the strictly necessary information. The first quarter tends to have a higher volume of requests received as it is the registration period.

Footnotes
SDG	Sustainable Development Goal. Indicate goal to which the actions monitored contribute.
GRI	Global Reporting Initiative. List the GRI standard indicators related to the data monitored.
ND	Indicator discontinued or not measured in the quarter.
1	Quarterly monitoring of a selection of material indicators. For further information, consult our Sustainability Reports, available here.
2	Based on invoices from sanitation concessionaires.
3	Acquired from the free energy market.
4	Segmentation adopted from 2022. Takes into the account the positions of CEO, vice presidents reporting directly to the CEO and all directors. Up to 2021, the data were consolidated for positions not reporting directly to the CEO and reported in the Senior management segment.
5	Reporting of the segmentation was stopped in 2022. The history consolidates the data of the CEO, vice presidents (reporting to the CEO or not) and directors.
6	Management, senior management and leadership positions not reporting directly to the CEO (regional directors, unit directors and vice presidents).
7	Course coordinators, teachers and tutors.
8	Corporate coordination, specialists, adjuncts, assistants and analysts.
9	Indicators reported on semi-annual basis (2Q and 4Q).
10	Since 2021, the indicator includes all the employees undergoing training in the period, not only new hires.
11	Total hours of training/employees trained.
12	Total accidents (with and without leave)/ Total man/hours worked (MHW) x 1,000,000.
13	Work-related injury (excluding fatalities) from which the worker cannot recover fully to pre-injury health status within 6 months. Formula: Number of injuries/MHW x 1.000.000.
14	(Accidents with leave + Fatalities)/ MHT x 1,000,000.
15	Fatalities/ MHW x 1,000,000.
16	The amounts referring to 1Q2022, 2Q2022 and 3Q2022 were equalized in 4Q2022 considering the total amount of invoices from concessionaires received in the respective quarters – considering the different closing deadlines for each location.
17	Indicators measured from the first quarter of 2023.
18	It also includes minor injuries treated in the workplace.
19	Accidents that cause injury or limitation of the worker's capabilities for a period of more than six months. Does not include deaths.
20	Accidents resulting in lost time and deaths.

* In line with the topics identified in the materiality process, Cogna reports every quarter its most relevant ESG indicators. Information about previous years can be found in our Annual Sustainability Reports. Click here.

Download PDF of the ESG results release by quarters of 2024:

1Q2024 (.pdf 305Kb)

2Q2024 (.pdf 242Kb)

3Q2024 (.pdf 255Kb)