Our initiatives and improving metrics show that we are making progress, but we recognize there are still gaps and we have a long way to go in promoting equity and effective inclusion. Below, we spotlight key initiatives from the past three years that have helped to drive improvement:  

• Since 2019, when we set our goal of doubling the share of women in our workforce, from 13% to 26%, we have achieved a 57% increase in the number of female employees in various departments, demonstrating our ability to attract and hire women for traditionally male-dominated roles;

• We have made a concerted effort to select and hire female engineers, analysts, and managers. In 2022, we launched a Professional Training Program (PFP) offering more than 1,200 vacancies for women in operational roles;

• Vale has established affinity groups to foster discussion and share ideas, including groups for: women (in Brazil and Canada), ethnic and racial equity, individuals with disabilities, and LGBTI+ (Brazil and Canada);

• We have joined the Racial Equity Movement (Mover) in Brazil, a collaborative initiative with 46 other companies to expand opportunities for black individuals, reduce inequality, and fight systemic racism in the workplace;

• Vale has subscribed to the Racial Equity Pledge, an initiative aimed at implementing an ESG Racial Protocol for Brazil, and we have introduced a new development track on Racial Literacy;

• We have achieved a 5.4% share of people with disabilities; 350 individuals have benefited from our Potencializando Talentos PcD (“Empowering PwD Talent”) program, an initiative that aims to empower people with disabilities by cultivating their capabilities, potential, and a fresh perspective in confronting challenges;

• Our Global Trainee Program works to select diverse talents. In our 2022 selection process in Brazil, 67% of 113 selected trainees were women and 71% self-identified as Black or Brown; In 2023, this program focused on local talent from the states of Pará and Maranhão, with 94% of vacancies being filled by professionals from these regions.   

• In 2022, we launched the following affirmative action programs: Empowering Black Talent, Empowering PwD Talent, Career Acceleration for Black Women, and the Impulsiona program, directed to disadvantage black women;  

• We have redoubled our efforts to combat harassment, prejudice, and discrimination. These efforts include: our No to Harassment webpage, a source of information on this topic; an improved support channel for employees facing sexual harassment or discrimination; and a newly launched training program, titled “React - Combating Sexual Harassment in the Workplace,” newly launched in 2022. 

• Launch in 2022 of the Develop PA/MA Program, which aims to develop and attract local talent in the states of Pará and Maranhão. Among the actions carried out in 2023, the main ones are: Inclusion of preferential vacancies for local talent, with a 90% take-up rate; Jornada para o Futuro (Journey to the Future) program, which has already impacted more than 1,300 people aged between 21 and 25 and aims to prepare young people in the soft skills required by the employment market; Offering 65 postgraduate and master's degree scholarships free of charge to the Pará community; and development of the internal dashboard of local talent indicators so that the leadership can visualize important information for managing and recruiting this public.