ESG Indicators – 3Q2025

Highlights

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Environmental

SDG	GRI	Water withdrawn2(m3)	Unit.	1Q2025	2Q2025	3Q2025
	303-3	Groundwater	m³	25,637	32,564	26,301
		Utility supply	m³	47,444	65,514	64,682
		Total	m³	73,081	98,078	90,983

Highlights and Notes:

3Q2025

• In the quarter, water consumption totaled 90,983 m³, representing an increase of 4% compared to the third quarter of 2024, during which there was a year-over-year growth in the student base;
• Compared to the second quarter of 2025, there was a reduction of 7%, in line with the seasonality of the academic calendar and the return to full operational capacity due to the vacation period in July, with lower attendance at the units.

2Q2025

• During the quarter, we recorded a 34% increase in water consumption compared to the previous quarter. This behavior is in line with the typical seasonality of the academic calendar and reflects the expected pattern for this period of the year, when operations are at full capacity, unlike what we observed in 1Q25, which is marked by the holiday period between January and February.

1Q2025

• The 2024 data was adjusted as part of the annual reparameterization process, since some invoices may not be available at the time of data closing;
• In the first quarter of 2025, we observed a 21% reduction in water consumption compared to the same period in 2024. This result is mainly attributed to the implementation of the Water Efficiency project, started in 2024, in the 22 HEIs with the highest water consumption of the company. The project aims to promote 23% savings in water consumption in these units, and the results are already evident;
• In addition, we had the integration of the new unit, Start Anglo Liceu, whose consumption began to be accounted for. In addition, the Anglo Tamandaré unit was deactivated and leased to third parties in the first half of January 2025.

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SDGs	GRI	Internal energy consumption	Unit.	1Q2024	2Q2024	3Q2024
	302-1	Total energy consumed	GJ	42,062	41,440	38,450
		Percentage of energy from renewable sources3	%	91%	90%	91%

Highlights and Notes:

3Q2025

• In the quarter, energy consumption remained stable compared to the third quarter of 2024. However, regarding the percentage of renewable energy, there was an increase of 3.43 percentage points driven by the migration of units to the free energy market;
• Compared to the second quarter of 2025, there was a reduction of 7% due to milder weather conditions, with lower demand for air conditioning, especially in the Southeast region;
• We have 91% of energy coming from renewable sources, in alignment with our Cogna Commitments for a Better World goal of "Having 90% of energy consumed from the grid coming from renewable sources by 2025."

2Q2025

• During the quarter, we recorded a reduction in electricity consumption compared to the previous quarter. This result is primarily attributed to the period's weather conditions, with the end of heat waves and falling temperatures, significantly reducing the demand for air conditioning at our units;
• Additionally, improvements implemented at the Valinhos corporate unit contributed to the positive results, including the revitalization of the central air conditioning system, which now operates with greater energy efficiency, and the replacement of fluorescent lighting with LED, helping to reduce consumption during the period.

1Q2025

• The 2024 data was adjusted as part of the annual reparameterization process, since some invoices may not be available at the time of data closing;
• In addition, we had the integration of the new unit, Start Anglo Liceu, whose consumption began to be accounted for. In addition, the Anglo Tamandaré unit was deactivated and leased to third parties in the first half of January 2025. It is also important to highlight that the data from the Anglo Paulista unit began to be considered this year, after the correction of a measurement error by the local energy concessionaire.

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Social

SDG	GRI	Diversity in the work force by functional category	Unit.	1Q2025	2Q2025	3Q2025
	405-1	C-level – Women	% of people	27%	27%	27%
		C-level – Men	% of people	73%	73%	73%
		Total - C-level4	nº of people	11	11	11
		Leaders – Women (above management level)	% of people	46%	46%	52%
		Leaders – Men (above management level)	% of people	54%	54%	48%
		Total – Leaders (above management level)6	nº of people	570	593	614
		Academic faculty – Women	% of people	57%	57%	57%
		Academic faculty – Men	% of people	43%	43%	43%
		Total – Academic faculty7	nº of people	10,080	9,884	10,989
		Coordinators and Administrative – Women	% of people	70%	70%	70%
		Coordinators and Administrative – Men	% of people	30%	30%	30%
		Total – Coordinators and Administrative8	nº of people	14,828	15,304	16,898
		Total - Women	% of people	64%	64%	65%
		Total - Men	% of people	36%	36%	35%
		Total - Employees	nº of people	25,489	25,792	28,482

Highlights and Notes:

3Q2025

• In the quarter, the total number of employees showed an increase of 11% in the "Academic Staff" category and 10% in "Coordination and Administrative," driven by the seasonality of the educational business. The start of the academic semester required the hiring of more teachers and internship monitors (classified as administrative due to contractual characteristics). Specific increases in other areas, such as Sales, also reflect the natural student recruitment cycle;
• We launched the Potência Negra program, a six-month initiative dedicated to the development of 40 Senior Analysts and Black Specialists, strengthening our pipeline of diverse talents in strategic positions;
• In partnership with the Movement for Racial Equity (MOVER), we provided 10,000 free scholarships at Anhanguera for Black and Brown people in 12 professional development courses, expanding our social impact beyond corporate boundaries;
• We also promoted awareness actions on the inclusion of people with disabilities, reinforcing that diversity and inclusion are strategic pillars of our operations and fundamental to fulfilling our purpose of empowering people to build a better version of themselves;
• Cogna entered the national ranking of Great Place to Work Brazil 2025 for the first time, achieving 12th place among the best companies in the country with more than 10,000 employees. The company has had consecutive GPTW certification for 4 years.

2Q2025

• In June, we expanded our dialogue on diversity and inclusion in the corporate environment. We held an important discussion on the opportunities and challenges faced by LGBTQIAPN+ people in the workplace, with the participation of experts and leaders committed to transformation.
• We proudly received recognition from Great Place to Work in the Women's and Ethnic-Racial categories. This achievement validates our commitment and ongoing work to building an inclusive organizational environment. We especially highlight our third consecutive award in the Women's category and our debut in the Ethnic-Racial category, milestones that demonstrate our constant evolution. Through initiatives such as female leadership programs and strategic partnerships with social movements, we demonstrate that diversity and inclusion are fundamental pillars of our corporate strategy, strengthening our purpose of empowering people to build a better version of themselves.

1Q2025

• Continuing our Diversity and Inclusion actions, we reaffirm our commitment to promoting inclusion and recognizing the multiple identities that make up both our society and Cogna. On National Trans and Transvestite Visibility Day, we took the opportunity to reinforce our commitment to the inclusion of the trans and transvestite community, combating discrimination and promoting equal rights. Throughout the week, we highlighted the importance of this date through posts on our internal social network, with the aim of inspiring and mobilizing everyone for a more fair and respectful environment;
• In March, we celebrated International Women's Day, a historic occasion that invites us to reflect on the importance of working not only for a diverse job market, but for a plural and equitable society. During this period, we highlighted the #WomenwhoDrive and recognized the talent, dedication and achievements of our employees, who are essential to Cogna's success and growth. These actions are essential to strengthening our commitment to a more inclusive and respectful work environment;
• Another important achievement of the quarter is that Cogna is now part of the Mulher 360 movement, which promotes gender equality and female empowerment. This membership reinforces our commitment to diversity and inclusion, in addition to strengthening our organizational culture. By joining the network, we contribute to a fairer and more equal future for women in Brazil.

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SDGs	GRI	Indirect economic impact* 9	Unit.	First Half 2025	2024
	203-2 and 413-1	Social projects	nº	726	1,679
		People benefited	nº	94,365	1,310.216
		Students and teachers involved	nº	14,489	56,358
		Academic volunteers	hours	73,947	209,531
		Corporate volunteers	hours	3,099	2,337

* 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), 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 in our network;
• We encourage the implementation of social projects that serve communities located around our campuses through service learning, experiential education so that students engage in activities that meet human and community needs, along with opportunities for reflection aimed at achieving the desired learning outcomes;
• We maintain a Corporate Volunteering Program anchored in Somos Futuro, an acceleration program for students from public schools maintained by the SOMOS Institute. Our employees participate as interviewers during the selection process and accompany the entire educational journey of the students in the role of mentors. This year, additionally, we also held career meetings.
• The following corporate volunteering activities also took place during the quarter: Be the Voice of a Story at the Community Library of the NGO SP Leituras, Red June with blood donation and the Depen Essay Contest by the Pitágoras Foundation.

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SDG	GRI	Occupational Health and Safety	Unit.	1Q2025	2Q2025	3Q2025
	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	1,574	4,378	832
		Average number of hours training in health and safety per participant11	nº	3,4	3,2	9,3
		Accidents with and without lost time18	nº	12	11	12
		Employees – Injury frequency rate12	rate	1,2	1,1	1,1
		Accidents with serious consequences19	nº	0	0	0
		Employees – High-consequence injuries rate13	rate	0,0	0,0	0,0
		Mandatory reporting accidents20	nº	9	5	8
		Rate of mandatory reporting workplace accidents - Employees14	rate	0.9	0.8	0.7
		Deaths resulting from work accidents	rate	0	0	0
		Employees – Fatality rate15	rate	0,0	0,0	0,0

Highlights and Notes:

3Q2025

• Due to the data migration process of the online training platform, data from this modality could not be accounted for in the current quarter. Consequently, only in-person training sessions were considered for the composition of health and safety indicators. For this reason, the indicator "Average hours of health and safety training per participant" showed a higher value than the historical series due to the higher hourly load characteristic of in-person training sessions. Meanwhile, the indicator "Trained employees" recorded a reduction as it exclusively reflects participation in in-person training sessions;
• We launched the Emotional Brigade, an innovative initiative focused on the well-being and mental health of employees. The program trains volunteers to identify and address signs of emotional discomfort in the workplace, developing active listening techniques and immediate support strategies. The brigadiers act as focal points for initial support in cases of stress, anxiety, and other emotional conditions, as well as promoting and engaging the topic of mental health within the company. The initiative demonstrates our commitment to promoting mental health as a strategic priority in people management and in building a more welcoming and supportive corporate environment;
• We held the Mega SIPAT (Internal Week for the Prevention of Workplace Accidents) in an online format, with the engagement of approximately 3,000 employees and more than 71,000 activities carried out on the platform covering health, safety, and compliance topics;
• Other relevant actions during the period included the launch of mental health training for leaders at the Corporate University, with the participation of 370 managers in the Leadership Workshop. Also noteworthy was the Unique Day in September, which promoted the Mental Health and Well-being course for all employees.

2Q2025

• During the quarter, the Green April Workshop was held, engaging employees in topics related to hiring and managing third parties, as well as precautions in high-risk activities and good workplace safety practices.
• Other relevant initiatives during the period included the production of the "Lifestyle" podcast and the World Health Day campaign entitled "Preventing Disease and Taking Care of Yourself";
• The increase in the average number of hours of health and safety training is due to the renewal schedule for mandatory courses, which are completed within the expiration dates established by the respective regulations.
• Regarding workplace accidents involving employees, the main accidents occurred in indoor circulation areas, resulting in falls and impacts on staircases. Workplace inspections were conducted to identify risk situations and implement prevention plans.

1Q2025

• During the period, the main employee accidents were cuts and punctures to fingers and hands, which occurred in circulation areas and laboratories. Inspections were carried out at the workplace to identify risk situations and implement preventive plans;
• The reduction in the number of employees trained in the 1st quarter of 2025 is due to the fact that our training follows a refresher cycle every two years. In other words, many employees have already participated in training in previous periods, which naturally reduces the demand for new training at this time.

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Governance

SDG	GRI	Diversity in the Board of Directors	Unit.	1Q2025	2Q2025	3Q2025
	405-1	Women	% of people	33%	33%	33%
		Men	% of people	67%	67%	67%
		Total	nº of people	6	6	6

Highlights and Notes:

• In August 2025, there was a change in the composition of the Board with the departure of board member Luiz Alves and the appointment of board member Eduardo Mestieri;
• 50% 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 Cogna's Commitments for a Better World is to have representation from these groups in at least 1/3 of the positions by 2025. The goal was met and exceeded in 2022.

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SDG	GRI	Ethical behavior	Unit.	1Q2025	2Q2025	3Q2025
	2-25	Cases registered in the Confidential Channel	nº	478	865	319
	406-1	Complaints about discrimination received on the Confidential Channel	nº	12	14	15
		Confirmed cases of discrimination	nº	0*	0*	0*
	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:

3Q2025

• We continue to expand the promotion of the confidential channel with the aim of reaching a broader audience, including in locations where this communication was previously unavailable, as well as providing the channel link directly on the student portal. This increased access and visibility have contributed to a rise in the number of reported cases, reflecting greater awareness and trust in using the channel.

2Q2025

• During the quarter, we recorded a significant increase in the number of complaints received due to increased awareness of the Cogna Confidential Channel (CCC), which was integrated into the Ombudsman's Office Portal. This strategy facilitated access to the Channel, allowing the requester to be redirected to the CCC even when initially contacted through the Ombudsman's Office.

1Q2025

• We expanded the confidential channel to reach a wider audience, including in places where this communication was not previously available. To this end, we installed QR Code signs in corporate offices, distribution centers and educational institutions, in addition to making the access link available directly on the student portal. This increased visibility and ease of access may have contributed to the increase in the number of cases registered this quarter, reflecting greater awareness and confidence in the use of the channel.

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SDG	GRI	Compliance	Unit.	1Q2025	2Q2025	3Q2025
	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 have not recorded any significant sanctions or fines related to economic and social aspects, except in the normal course of business. Cogna has been working hard on the labor prevention front, having mapped the main causes of contingencies and drawn up robust action plans to manage this risk with reviews and adjustments to procedures.

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SDG	GRI	Customer data privacy	Unit.	1Q2025	2Q2025	3Q2025
	418-1	Outside complaints substantiated by the organization	nº	80	40	48
		Complaints received from regulatory agencies or similar official bodies	nº	0	0	0
		Identified cases of leaks, theft or loss of client data	nº	0	0	0

Highlights and Notes:

3Q2025

• In September 2025, there was a change in the supplier responsible for the platform that serves data subjects. The change aims to enhance security controls and traceability of requests, as well as improve efficiency in handling data subject rights, ensuring a form that better adheres to the necessary information for compliance with the LGPD requirements.

2Q2025

• The Privacy Portal has been migrated to the Compliance section of Cogna's website. As a result, there has been a slight reduction in the number of cases received through the Portal, which are now primarily related to data subject rights as provided for in the LGPD;
• Due to the enrollment period, which occurs at the beginning of the year, there has been a decrease in complaints received compared to 1Q2025.

1Q2025

• The increase in the number of complaints in the first quarter of 2025 can be attributed to the student recruitment period, which resulted in a greater volume of requests and questions about the processing of personal data;
• We started to reclassify requests opened by data subjects internally on the Privacy Portal. This way, it is possible, after analyzing the case, to identify and classify whether the request actually refers to the rights of data subjects provided for in the LGPD.

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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.

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* 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.

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