ESG Indicators – 2026

Highlights

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Environmental

SDG	GRI	Water capture2	Unit.	1Q2026	2Q2026
	303-3	Groundwater	m³	20,013	27,061
		Municipal supply	m³	54,828	70,234
		Total	m³	74,841	97,295

Highlights and Notes:

2Q2026

• For the quarter, total water withdrawal reached 97,295 m³, remaining virtually stable compared to 2Q2025 (-1%) and rising relative to 1Q2026 (+30%); this reflects the seasonality of the academic calendar, as the second quarter encompasses the period of peak academic activity at higher education institutions, contrasting with the vacation break that lowered consumption in the previous quarter;
• Regarding the source of withdrawal, the share of municipal water supply increased by 5.4 p.p. compared to 2Q2025 (72% vs. 67%), with a corresponding decrease in the share of groundwater (28% vs. 33%). This shift is primarily attributed to the transition of one of the units with the highest groundwater consumption (Uniderp – Campo Grande) to a 100% municipal water supply, resulting in a 31.9% reduction in the volume of groundwater withdrawn compared to 2Q2025;
• Water withdrawal data for the Anglo Paulista unit in June and for the Red Balloon units throughout the quarter (April, May, and June) were not recorded due to a failure on the part of the utility provider. The total water withdrawal figure will be adjusted in the coming quarter.

1Q2026

• In the quarter, total water intake reached 74,841 m³, stable compared to 1Q2025 (+2%) and below 4Q2025 (-31%), reflecting the school holiday period, which reduces the presence of students in educational units;
• Regarding the source of intake, there was an increase of 8.26 p.p. in the share of municipal supply compared to 1Q2025 and 4.78 p.p. compared to 4Q2025, with a corresponding reduction in groundwater during the period.

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SDG	GRI	Energy consumption	Unit.	1Q2026	2Q2026
	302-1	Total energy consumed	GJ	41,782	45,802
		Percentage of energy from renewable sources3	%	90%	91%

Highlights and Notes:

2Q2026

• During the quarter, total energy consumption rose by 11% compared to 2Q2025 and by 10% relative to 1Q2026, driven primarily by a larger student body and increased in-person attendance at campuses; this reflects the new regulatory framework that returned courses previously offered mostly via distance learning—such as those in the health sciences—to in-person or hybrid formats;
• The share of energy derived from renewable sources increased to 91%—up 1.01 percentage points from 2Q2025 and 0.3 percentage points from 1Q2026—with Kroton units standing out by reaching 92.9% renewable energy consumption during the period.

1Q2026

• In the quarter, total energy consumption decreased by 1% compared to 1Q2025 and by 7% compared to 4Q2025, reflecting stability in the volume consumed. The percentage of energy from renewable sources remained at 90%, stable compared to 4Q2025 (0.25 p.p.) and with a slight decrease compared to 1Q2025 (-0.78 p.p.).

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Social

SDG	GRI	Diversity in the workforce by functional category	Unit.	1Q2026	2Q2026
	405-1	C-level - Female	% of people	20%	27%
		C-level - Male	% of people	77%	73%
		Total - C-level4	Number of people	10	11
		Leaders - Female (≥ manager)	% of people	48%	48%
		Leaders - Male (≥ manager)	% of people	52%	52%
		Total - Leaders (≥ manager)6	Number of people	616	604
		Coordinators, teachers and tutors - Female	% of people	57%	58%
		Coordinators, teachers and tutors - Male	% of people	43%	42%
		Total - Coordinators, teachers and tutors7	Number of people	10,874	10,770
		Administrative - Female	% of people	70%	70%
		Administrative - Male	% of people	30%	30%
		Total - Administrative8	Number of people	17,704	17,156
		Total - Female	% of people	66%	65%
		Total - Male	% of people	34%	35%
		Total - Employees	Number of people	29,204	28,541

Highlights and Notes:

2Q2026

• We celebrated Pride Month with initiatives such as a pre-Parade breakfast, discussion circles at three locations, and the reactivation of Cogna em Cores (our LGBTI+ affinity group), impacting over 500 employees and achieving a favorability score of 4.85 on a 0–5 scale;
• We advanced strategic inclusion training programs (Leading with Inclusion, Choices That Transform, LGBTI+ Inclusion Literacy, and Self-Declaration Training), qualifying over 1,000 employees and strengthening our leadership for an increasingly inclusive culture;
• We launched a restructuring plan for our Affinity Groups, conducting quantitative and qualitative surveys with over 80 participants and appointing new leaders to relaunch Cogna em Cores;
• The figures for Q1 2026 were revised from the previous disclosure due to an adjustment in the grouping of functional categories. The "Course Coordination" category (489 employees) was reclassified from "Coordination and Administrative" to "Academic Staff," aligning with the correct methodological premise. Following this adjustment, the absolute totals are now:
  • Academic Staff: from 10,874 to 11,363 employees;
  • Coordination and Administrative: from 17,704 to 17,215 employees;
  • This realignment resulted in minor adjustments to the gender percentages for these groups.

1Q2026

• During the quarter, we conducted awareness campaigns on strategic dates, highlighting Trans Visibility Month and International Women's Month — the latter with two thematic panels, reinforcing our commitment to visibility and respect for diversity;
• We advanced to the second phase of the Ascender Program, with 53 participants and 60 mentoring sessions held, consolidating the development of female leaders and strengthening our talent pipeline in strategic positions;
• We launched the Creating Bridges Program, aimed at the career development of People with Disabilities, expanding opportunities for professional inclusion in the company and reinforcing our commitment to diversity;
• We conducted a massive campaign for racial self-declaration and classification of People with Disabilities, accompanied by training for leaders in our units, promoting greater accuracy and awareness in internal diversity data;
• We promoted structured literacy and training actions, including racial literacy for the Saber editorial team and inclusive recruitment training for the Talent team, qualifying our leaders and processes for an increasingly inclusive culture.

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SDG	GRI	Social Impact* 9	Unit.	2025	1S2026
	203-2 and 413-1	Social Projects	Number	2,053	418
		People benefited	Number	343,759	76,026
		Students and teachers involved	Number	51,217	12,466
		Academic volunteering	Hours	297,090	45,166
		Corporate volunteering	Hours	3,888	1,996

* 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;
• In the first half of the year, corporate volunteering initiatives generated a total of 1,996 hours of service and impacted 356 people. These results were driven by our blood donation campaign and the Somos Futuro mentorship program.

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SDG	GRI	Health and safety	Unit.	1Q2026	2Q2026
	403-5, 403-9 and 403-10	% of units covered by the Risk Management Program (RMP)	%	100%	100%
		Total number of employees trained in health and safety10	Number of people	2,513	3,147
		Average hours of health and safety training per participant11	Number	4.85	5,17
		Accidents with and without lost time18	Number	14	9
		Accident Frequency Rate - Employees12	rate	1.2	0,8
		Serious Consequence Accidents19	Number	0	0
		Serious Consequence Accident Rate - Employees13	rate	0.0	0.0
		Mandatory Reportable Accidents20	Number	8	7
		Mandatory Reportable Workplace Accident Rate - Employees14	rate	0.7	0.6
		Deaths resulting from work accidents	rate	0	0
		Death rate - Employees15	rate	0.0	0.0

Highlights and Notes:

2Q2026

• To strengthen the culture of prevention and care, the quarter featured three health and safety campaigns: "Green April" (Abril Verde), involving gamified activities and a live stream on accident prevention and near-miss reporting; "Yellow May" (Maio Amarelo), featuring gamified activities and communications regarding commuting safety for pedestrians, cyclists, motorcyclists, and drivers; and a blood donation campaign held in June at the Valinhos and Paulista offices. These initiatives reinforced employee engagement and the company's commitment to risk prevention and social responsibility;
• Fluctuations in training metrics during the quarter reflect the renewal schedule for mandatory courses—conducted in accordance with the validity periods established by relevant standards—which also explains the increase in the average number of health and safety training hours per participant;
• The control measures adopted and the culture of prevention continue to be effective in ensuring that rates of serious accidents and fatalities remain at zero, thereby maintaining stability and safety across all units;
• Furthermore, the company reaffirms its ongoing commitment to employee safety, maintaining a constant focus on prevention practices and the reduction of accident frequency at all units.

1Q2026

• In the context of preventive health, we highlight the February edition of the "Health Space Moment" dedicated to "Lilac Month." In reference to World Rare Disease Day (February 28th), the initiative promoted awareness of pathologies such as Amyotrophic Lateral Sclerosis (ALS), Multiple Sclerosis, and Muscular Dystrophies, reinforcing the importance of early diagnosis, empathy, and inclusion as pillars of the overall well-being of our employees;
• The increase in training indicators was driven by the onboarding of new hires and the strategic anticipation of Fire Brigade training, carried out to ensure the prompt replenishment of the fire brigade staff. The density of this technical content contributed to the greater permanence of employees in training activities;
• The control measures adopted and the culture of prevention continue to be effective in ensuring that the rates of accidents with serious consequences and deaths remain at zero, preserving stability and safety in all units.

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Governance

SDG	GRI	Diversity on the Board of Directors	Unit.	1Q2026	2Q2026
	405-1	Female	% of people	33%	33%
		Male	% of people	67%	67%
		Total	Number of people	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.	1Q2026	2Q2026
	2-25	Cases registered in the Confidential Channel	No.	347	569
	406-1	Complaints about discrimination received on the Confidential Channel	No.	18	30
		Confirmed cases of discrimination*	No.	0	0
	405-1	Employees trained on anti-corruption policies and procedures	% of people	100%	100%
		Operations submitted to risk assessment related to corruption	% of operations	100%	100%
		Number of confirmed cases of corruption	Number of cases	0	0

* 7 cases under investigation.

Highlights and Notes:

2Q2026

• During the quarter, cases recorded via the Confidential Channel showed a 34% decrease compared to the second quarter of 2025—a period when volume was driven by the channel's integration with the Ombudsman Portal—but rose by 64% relative to the first quarter of 2026. This quarterly increase is linked to greater promotion of the channel, particularly among higher education students and employees, the latter group accounting for the majority of communications;
• Two cases of discrimination were confirmed during the quarter. These incidents were duly investigated and addressed in accordance with internal policies, involving disciplinary measures, notification of the third-party company employing the individual involved, and awareness-raising initiatives regarding diversity and workplace respect;
• The Confidential Channel is available to all the company’s stakeholder groups, including employees, students, third parties, and other related parties.

1Q2026

• In the quarter, cases registered on the Confidential Channel decreased by 27% compared to 1Q2025 and remained stable compared to 4Q2025 (-1%), reflecting a natural adjustment after the channel's expansion cycle throughout 2025;
• Complaints of discrimination increased by 50% vs 1Q2025 and 29% vs 4Q2025, data still under investigation. There were no confirmed cases of discrimination in the quarter, and anti-corruption indicators remain unchanged.

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SDG	GRI	Compliance	Unit.	1Q2026	2Q2026
	307-1 and 419-1	Fines for socioeconomic non-compliance	R$ (thousand)	0	0
		Non-financial sanctions for socioeconomic non-compliance	% of sanctions	0	0
		Fines for non-compliance environmental	R$ (thousand)	0	0
		Non-financial sanctions for environmental non-compliance	% of sanctions	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	Privacy of customer data	Unit.	1Q2026	2Q2026
	418-1	External complaints verified by the organization	Number	194	98
		Complaints received from regulatory agencies or similar official bodies	Number	0	0
		Identified cases of leakage, theft or loss of customer data	No.	0	0

Highlights and Notes:

2Q2026

• In the previous quarter, the volume of inquiries was impacted by the enrollment and re-enrollment period, resulting in an increase in requests—particularly those related to the correction and updating of registration data. This quarter saw a reduction in the number of cases, reflecting the absence of that seasonal period of heightened academic activity, which naturally lowered the demand for this type of service.

1Q2026

• We have seen an increase in reported privacy-related cases, directly impacted by the implementation of cookie bars in our digital environments, in compliance with the General Data Protection Law (LGPD). The adoption of this mechanism has increased transparency and facilitated access for data subjects to support channels, directing questions and requests more effectively to the privacy portal.

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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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