Annexes

GRI 205-2

Employee category¹

Employee category¹	Total
	2023				2022				2021
	Employees that the anti-corruption policies and procedures have been communicated to	%	Employees that received training on anti-corruption	%	Employees that the anti-corruption policies and procedures have been communicated to	%	Employees that received training on anticorruption	%	Employees that the anti-corruption policies and procedures have been communicated to	%	Employees that received training on anti-corruption	%
Board Members²	7	100%	0	0%	56,554	100%	1,176	7%		100%	1,072	6%
Officers²	48	0%	38	0%
Manamgers²	423	1%	83	0%
Supervisors²	2,684	4%	591	4%
Professional³	0	0%	0	0%		0%	16,204	93%		0%	16,876	94%
Operational³	60,356	95%	14,868	95%		0%
Technician³	0	0%	0	0%		0%
Total	63,618	100%	15,580	100%	56,554	100%	17,380	100%		100%	17,948	100%

By region

Region	Total
	2023				2022				2021
	Employees that the anti-corruption policies and procedures have been communicated to	%	Employees that received training on anti-corruption	%	Employees that the anti-corruption policies and procedures have been communicated to	%	Employees that received training on anticorruption	%	Employees that the anti-corruption policies and procedures have been communicated to	%	Employees that received training on anti-corruption	%
North	555	1%	132	1%	618	1%	193	1%	518	3%	360	2%
Northeast	14,089	22%	3,057	20%	14,048	25%	3,338	19%	2,051	12%	4,143	23%
Midwest	5,388	8%	1,314	8%	4,295	8%	1,628	9%	1,687	10%	1,610	9%
South	819	1%	141	1%	713	1%	175	1%	87	0%	180	1%
Southeast	42,770	67%	10,936	70%	36,880	65%	12,046	69%	13,364	75%	11,655	65%
Total	63,618	100%	15,580	100%	56,554	100%	17,380	100%	17,707	100%	17,948	100%

By business partners

Business Partners	Total
	2023				2022				2021
	Employees that the anti-corruption policies and procedures have been communicated to	%	Employees that received training on anti-corruption	%	Employees that the anti-corruption policies and procedures have been communicated to	%	Employees that received training on anticorruption	%	Employees that the anti-corruption policies and procedures have been communicated to	%	Employees that received training on anti-corruption	%
Partners that received training	10,229⁶	100%	9⁵	0.09%		100%		100%		100%		100%

¹ We break down employee category as leadership and non-leadership positions.

² Leadership position

³ Non-leadership position

⁴ Southeast region

⁵ The Company focused on high-ESG-risk suppliers, who are undergoing the ESG assessment process.

⁶ Namely 6,733 in the Southeast region; 2,133 in the Northeast region; 848 in the Midwest region; 369 in the South region; and 156 in the North region.

GRI 2-7, 401-1 SASB HC-DY-330a.1

Total employees by gender

Gender	2023						2022						2021
	HC	NH	DM	TO	Dis. rate	Hire rate	HC	NH	DM	TO	Dis. rate	Hire rate	HC	NH	DM	TO	Dis. rate	Hire rate
Men	17,915	5,076	5,064	28.3%	28.3%	28.3%	18,032	4,786	5,402	28.2%	30.0%	26.5%	16,864	5,641	4,183	29.1%	24.8%	33.4%
Women	53,935	16,249	14,930	28.9%	27.7%	30.1%	52,994	14,197	14,108	26.7%	26.6%	26.8%	46,839	15,951	10,751	28.5%	23.0%	34.1%
TOTAL	71,850	21,325	19,994	28.8%	27.8%	29.7%	71,026	18,983	19,510	27.1%	27.5%	26.7%	63,703	21,592	14,934	28.7%	23.4%	33.9%

Total employees by age group

Age group	2023						2022						2021
	HC	NH	DM	TO	Dis. rate	Hire rate	HC	NH	DM	TO	Dis. rate	Hire rate	HC	NH	DM	TO	Dis. rate	Hire rate
< 30 years old	18,250	10,715	7,781	50.7%	42.6%	58.7%	20,165	9,365	7,007	40.6%	34.7%	46.4%	17,923	9,864	5,220	42.1%	29.1%	55.0%
30-50 years old	45,253	9,997	11,080	23.3%	24.5%	22.1%	44,095	9,172	11,239	23.1%	25.5%	20.8%	39,045	11,145	8,687	25.4%	22.2%	28.5%
Over 50 years old	8,347	613	1,133	10.5%	13.6%	7.3%	6,766	446	1,264	12.6%	18.7%	6.6%	6,735	583	1,027	12.0%	15.2%	8.7%
TOTAL	71,850	21,325	19,994	28.8%	27.8%	29.7%	71,026	18,983	19,510	27.1%	27.5%	26.7%	63,703	21,592	14,934	28.7%	23.4%	33.9%

Total employees by region

	2023						2022						2021
Region	HC	NH	DM	TO	Dis. rate	Hire rate	HC	NH	DM	TO	Dis. rate	Hire rate	HC	NH	DM	TO	Dis. rate	Hire rate
North	569	223	206	37.7%	36.2%	39.2%	554	246	241	44.0%	43.5%	44.4%	548	554	8	51.3%	1.5%	101.1%
Northeast	15,485	2,532	3,228	18.6%	20.8%	16.4%	16,208	2,472	3,763	19.2%	23.2%	15.3%	14,658	3,084	2,431	18.8%	16.6%	21.0%
Midwest	5,665	2,551	2,309	42.9%	40.8%	45.0%	5,427	2,112	2,120	39.0%	39.1%	38.9%	4,754	2,018	1,372	35.7%	28.9%	42.4%
South	878	318	281	34.1%	32.0%	36.2%	766	197	281	31.2%	36.7%	25.7%	847	340	305	38.1%	36.0%	40.1%
Southeast	49,253	15,701	13,970	30.1%	28.4%	31.9%	48,071	13,956	13,105	28.1%	27.3%	29.0%	42,896	15,596	10,818	30.8%	25.2%	36.4%
Total	71,850	21,325	19,994	28.8%	27.8%	29.7%	71,026	18,983	19,510	27.1%	27.5%	26.7%	63,703	21,592	14,934	28.7%	23.4%	33.9%

Employees without guaranteed working hours, discriminating by gender and region

Regions	2023			2022			2021
	HC	Women	Men	HC	Women	Men	HC	Women	Men
North	42	37	5	38	31	7	n.i.	n.i.	n.i.
Northeast	671	461	210	717	495	222	n.i.	n.i.	n.i.
Midwest	254	173	81	232	157	75	n.i.	n.i.	n.i.
South	70	52	18	44	32	12	n.i.	n.i.	n.i.
Southeast	2,914	1,899	1,015	3,097	2,042	1,055	n.i.	n.i.
Total	3,951	2,622	1,329	4,128	2,757	1,371	n.i.	n.i.	n.i.

Temporary employees By gender

Temporary	2023	2022	2021
By gender	HC	HC	HC
Men	126	51	n.i.
Women	424	75	n.i.
TOTAL	550	126	n.i.

Temporary employees By region

Temporary	2023	2022	2021
By region	HC	HC	HC
North	0	0	n.i.
Northeast	68	0	n.i.
Midwest	80	0	n.i.
South	75	0	n.i.
Southeast	327	126	n.i.

N.i.: no information

1)To calculate these GRI indicators, the reporting methodology used was based on headcount(HC)/unit.

2) To calculate the Company’s overall HC (headcount), all the units in the economic group (integrated and under integration) were considered.

3) GRI 401-1 and 2-7: To calculate the GRI indicators, only fully integrated units were considered as they have access to all tue information. All dismissals caused by the Company were considered “voluntary” and dismissals at the employee’s initiative were considered “involuntary”.

4) In 2020, there were no units in the South region

5) The Company does not have part-time employees

6) All employees who do not clock in are considered to have “no guaranteed working hours”.

7) The healthcare sector in which the company operates has a history of turnover that is inherent to the business. Even so, the company invests in a structure that ensures the appreciation of internal talent through compensation and promotion policies, in addition to internal movement programs, individual development plans, career plans and succession plans. There are also processes such as Leadership Paths that aim at the self-development of teams that are prepared and capable of managing complaints, conflicts and challenges, providing a collaborative, effective and empathetic environment.

Turnover in 2023 by gender

Gender	HC	Voluntary	Involuntary	Dismissal rate	Voluntary dismissal rate	Involuntary dismissal rate
Men	17,915	2,147	2,917	28.3%	12.0%	16.3%
Women	53,935	5,351	9,579	27.7%	9.9%	17.8%
Total	71,850	7,498	12,496	27.8%	10.4%	17.4%

Turnover in 2023 by age group

Age group	HC	Voluntary	Involuntary	Dismissal rate	Voluntary dismissal rate	Involuntary dismissal rate
< 30 years old	18,250	2,529	5,252	42.6%	13.9%	28.8%
30 – 50 years old	45,253	4,253	6,827	24.5%	9.4%	15.1%
> 50 years old	8,347	716	417	13.6%	8.6%	5.0%
Total	71,850	7,498	12,496	27.8%	10.4%	17.4%

Turnover in 2023 by region

Region	HC	Voluntary	Involuntary	Dismissal rate	Voluntary dismissal rate	Involuntary dismissal rate
North	569	54	152	36.2%	9.5%	26.7%
Northeast	15,485	1,982	1,246	20.8%	12.8%	8.0%
Midwest	5,665	639	1,670	40.8%	11.3%	29.5%
South	878	81	200	32.0%	9.2%	22.8%
Southeast	49,253	4,742	9,228	28.4%	9.6%	18.7%
Total	71,850	7,498	12,496	27.8%	10.4%	17.4%

1) To calculate these GRI indicators, the reporting methodology used was based on headcount(HC)/unit.

2) To calculate the Company’s overall HC (headcount), all the units in the economic group (integrated and under integration) were considered.

4) In 2020, there were no units in the South region

5) The Company does not have part-time employees

6) All employees who do not clock in are considered to have “no guaranteed working hours”.

GRI 2-8

Total workers who are not employees and whose work is controlled by the organization, by type

Type of contract	2023	2022	2021
Direct hiring
Outsourced Workers	16,416	19,110	n.i.
Indirect hiring (through a third party)
Apprentices	1,083	816	n.i.
Temporary workers	550	126	n.i.
Interns	364	391	n.i.
Total	18,413	20,443	0

n.i.: no information

	2023	2022
Outsourced personnel (Most common type of workers: hygiene assistants, maintenance, construction and renovation assistants...)	Most common type of work performed	Most common type of work performed
Indirect hiring (through a third party)	Cleaning, maintenance, painting and waste collection services	Cleaning, maintenance, painting and waste collection services
Apprentices	Most common type of work performed	Most common type of work performed
Apprentices	Administrative/ sector services at the operational departments (storeroom, reception ...)	Administrative/ sector services at the operational departments (storeroom, reception ...)
Temporary workers (Most common type of workers: nurses, nursing technicians, billing analyst, IT analyst...)	Patient care, technology and administrative services	Patient care, technology and administrative services
Interns	Administrative/sector and corporate, patient care and financial services	Administrative/sector and corporate, patient care and financial services

Assumptions:

1) We consider outsourced personnel to be companies (suppliers) that provide non-care services to companies in Rede D’Or’s economic group. For outsourced personnel, this data was calculated manually with the support of the engineers at each unit.

2) Indirect hiring is done through specialized public or private organizations depending on the geographic location of the requesting unit (Ciee, Senac or Campi) or temporary labor consultancies.

3) The company’s Recruitment and Selection process is regulated by internal corporate standard NORDOR 050.

GRI 404-1

Average training hours per year per employee, by gender

Gender	2023	2022	2021
Women	4.38	5.725	n.i.
Men	3.86	5.168	n.i.
Total	4.25	5.58	4.62

Average training hours per year per employee, by employee category

GRI 404-1

Functional category	2023	2022	2021
Officers	2.36	3.03	n.i.
Managers	16.42	8.36	n.i.
Supervisors	11.10	10.40	n.i.
Professional	4.37	6.50	n.i.
Operational/technician	3.85	5.18	n.i.
Total	4.25	5.58	4.62

Assumptions:

1) “Trained employee” was considered to be any direct employee who had their access registered by the platform as a single Individual Taxpayer’s ID (CPF) during 2023.

2) At the end of 2023, HR department changed the tool, making it possible to tabulate more detailed data on in-person training; for this reason, at this moment, the breakdown of this indicator was based only on distance learning training, which accounts for 28% of the workload.

3) The headcount in Dec/2023 was factored as the denominator and the number of accumulated hours as of Dec/2023 as the numerator. Only direct employees were considered.

n.i.: no information

GRI 405-1

Diversity of governance bodies in 2022

Governance bodies	Executive Board	Board of Directors (Sitting members)	Board of Directors (Alternate members)	Fiscal Council	Audit Committee
Number of members by gender
Men	7	6	5	6	3
Women	1	1	2	0	0
Total	8	7	7	6	3
Percentage of members by gender
Men	88%	86%	71%	100%	100%
Women	13%	14%	29%	0%	0%
Total	100%	100%	100%	100%	100%
Number of members by age group
Under 30 years old	0	0	0	0	0
From 30 to 50 years old	4	1	4	1	0
Over 50 years old	4	6	3	5	3
Total	8	7	7	6	3
Percentage of members by age group
Under 30 years old	0%	0%	0%	0%	0%
From 30 to 50 years old	50%	14%	57%	17%	0%
Over 50 years old	50%	86%	43%	83%	100%
Total	100%	100%	100%	100%	100%

*GRI 2-4 - The data for 2022 has been reformulated, since the 2022 Annual Sustainability Report did not break down the members of the governance bodies by body, nor did it inform the number of alternates.

Diversity of governance bodies in 2023

Governance bodies*	Executive board	Board of directors (sitting members)	Board of directors (alternate members)	Fiscal council (sitting members)	Fiscal coucil (alternate members)	Audit committee
Number of members by gender
Men	6	6	5	3	3	3
Women	1	1	2	0	0	0
Total	7	7	7	3	3	3
Percentage of members by gender
Men	86%	86%	71%	100%	100%	100%
Women	14%	14%	29%	0%	0%	0%
Total	100%	100%	100%	100%	100%	100%
Number of members by age group
Under 30 years old	0	0	0	0	0	0
From 30 to 50 years old	3	3	4	0	1	0
Over 50 years old	4	4	3	3	2	3
Total	7	7	7	3	3	3
Percentage of members by age group
Under 30 years old	0%	0%	0%	0%	0%	0%
30-50 years old	42.86%	42.86%	57.14%	0.00%	33.33%	0.00%
Over 50 years old	57.14%	57.14%	42.86%	100.00%	66.67%	100.00%
Total	100%	100%	100%	100%	100%	100%

*1) As of December 31, 2023, no members of the Board of Directors declared to be part of underrepresented social groups.

Employees diversity

Under 30 years old	2023		2022		2021		2020
Employee category	Men	Women	Men	Women	Men	Women	Men	Women
Officers	0	0	0	0	n.i.	n.i.	n.i.	n.i.
Managers	2	0	1	4	3		1	1
Supervisors	34	55	47	83	42	77	49	101
Professional	540	2,029	620	2,290	558	2,005	603	2,103
Operational	3,337	6,747	3,672	6,884	3,445	5,872	2,910	4,789
Technician	1,125	4,381	1,320	5,244	1,224	4,697	962	3,755

Employees diversity

Between 30 and 50 years old	2023		2022		2021		2020
Employee category	Men	Women	Men	Women	Men	Women	Men	Women
Officers	14	7	11	9	22	6	19	3
Managers	56	140	63	140	54	113	42	88
Supervisors	688	1,353	628	1,247	530	1,079	441	867
Professional	2,237	8,955	2,079	8,485	2,064	7,617	1,479	5,509
Operational	4,364	9,839	4,441	9,553	4,011	8,166	3,052	6,566
Technician	3,400	14,200	3,398	14,041	3,116	12,257	2,447	9,074

Employees diversity

Over 50 years old	2023		2022		2021		2020
Employee category	Men	Women	Men	Women	Men	Women	Men	Women
Officers	17	15	20	15	36	16	16	12
Managers	17	38	16	29	16	34	7	23
Supervisors	126	209	102	176	107	189	57	125
Professional	219	868	174	650	213	695	132	389
Operational	1,108	2,510	971	2,156	980	2,079	715	1,526
Technician	631	2,589	469	1,988	443	1,927	245	1,137

Employees diversity

Persons with disabilities	2023		2022		2021		2020
Employee category	Men	Women	Men	Women	Men	Women	Men	Women
Officers	0	0	0	0	0	0	0	0
Managers	0	3	0	2	0	0	0	0
Supervisors	4	10	3	8	3	6	1	3
Professional	17	50	15	40	18	33	8	13
Operational	38	100	317	375	320	326	241	237
Technician	301	345	33	92	33	77	19	37

Assumptions:

1) We still do not have complete information to present a breakdown by race/color in this indicator.

2) “New employees” considers all active employees of fully integrated units in 2023.

GRI 405-2

	2023		2022
Employee category	Ratio of basic salary by Gender	Ratio of compensation by Gender	Ratio of basic salary by Gender	Ratio of compensation by Gender
Executive	88%	88%	71%	71%
Supervisors	101%	101%	99%	99%
Professional	89%	89%	89%	89%
Operational	92%	92%	92%	92%
Technicians	94%	94%	95%	95%
Técnico	89%	89%	89%	89%

Assumptions:

1) Base salary and compensation have the same percentage because compensation has the same factor for the same position.

2) Compensation consists of the benefit factor applied to base salary, which is based on the position. Also in this GRI, the differences pointed out are not due to gender privilege or any other discriminatory bias, but due to the following factors: length of service = men have been with the Company for longer than women, number of women in operational/technical positions = we have more women in the network, bringing the average salary down.

3) Definition of Significant Operating Units for this indicator: companies that are part of the Company’s core business, i.e., all hospital units excluding imaging, oncology and hematology clinics, medical centers and corporate offices.

GRI 401-3

	2023	2022
Employees entitled to parental leave (unit)	71,850	71,026
Women	53,935	52,994
Men	17,915	18,032
Employees who took parental leave (unit)	3,166	4,122
Women	2,730	4,126
Men	436	8*
Employees who returned to work after parental leave ended (unit)	3,166	4,129
Women	2,730	4,122
Men	436	8*
Employees that returned to work after parental leave ended and that were still employed 12 months after their return to work (unit)	2,812	3,814
Women	2,434	3,806
Men	378	8
Return to work rate (%)
Women	100%	99.90%
Men	100%	100.00%
Retention rate of employees that took parental leave (%)
Women	89.16%	92%
Men	86.70%	100%*

*GRI 2-4: Restructuring

In 2022, we reported that 114% of male employees returned to work after parental leave, but the correct percentage is 100%. What happened was that there was an employee with double entry in the headcount and when we accounted for his leave, only one entry was considered, however, when he returned, both were accounted for.

¹ Line “Retention rate of employees that took parental leave (men)”: from 104% to 100%.

² Line “Employees who took parental leave (unit)” and “Employees who returned to work after parental leave ended (unit)” - Men: from 7 to 8 in both.

Assumptions:

The Company complies with Brazilian law: 120 days for women and 5 to 20 calendar days for men.