DÜRR Brasil Ltda.

Diversity, equal opportunities, and fair treatment in the workplace are among our core values and guide our daily actions and behaviors. We foster an inclusive culture, regardless of personal or genetic characteristics, and are committed to the principle of gender equality across all business areas. We do not tolerate any form of discrimination.

Our goal is to develop an organizational culture that values diversity and actively promotes equity and inclusion. All employees should feel respected and have the opportunity to reach their full potential. The promotion of diversity, equity, and inclusion is grounded in our Code of Conduct and our Human Rights Policy Statement.

Dürr acknowledges its responsibility in promoting gender equity and has intensified its initiatives to transform the reality of a historically male-dominated sector. While we have made significant progress, such as increasing the hiring of women through entry-level programs, challenges remain. Dürr reaffirms its commitment to equal pay between women and men, including in leadership positions.

In compliance with the Brazilian Equal Pay and Remuneration Criteria Law (Law No. 14.611 of July 4, 2023), Ordinance No. 3.714, and Decree No. 11.795/2023, Dürr informs that the publication of the Transparency and Equal Pay Reports between women and men is a legal requirement. We emphasize that these reports were prepared and issued directly by the Brazilian Ministry of Labor and Employment, based on data from the year 2024.

The reports use broad groupings of the CBO (Brazilian Occupational Classification) without considering specific positions, functions, or other pay parity criteria established by the Consolidation of Labor Laws (CLT). The parameters used in preparing these documents were not previously shared with the company. The data provided by the government are based exclusively on the company's tax ID (CNPJ) and apply simple averages and medians. This approach compares very different roles and hierarchical levels without accounting for relevant variables such as time in the role or length of employment with the organization, which undermines the accuracy of the analysis.