Alpargatas S A : 11/16/2021 - Respect for Diversity Policy

Public Company

CNPJ n° 61.079.117/0001-05 NIRE 35 3000 25 270

RESPECT FOR DIVERSITY POLICY

1. GOAL

This policy aims to define procedures and guide our conduct in face of the inadequate, inappropriate and unwanted behaviors listed below. In practice, this means that we want to:

• Promote a policy of respect, with inclusive principles applied to all the people we interact with;
• Protect the diversity of our teams and the identity of each person who works with us against discriminatory attitudes or behavior that creates a hostile environment;
• Ensure that our people do not reproduce any form of prejudice, discrimination and harassment;
• Establish procedures on how to act in situations of prejudice, discrimination and harassment.

However, we are aware that the policy does not cover all situations that may occur in the daily lives of the teams. Therefore, in case of doubts and/or situations not addressed in this document, they must be dealt with directly with Alpargatas' Diversity & Inclusion area.

1. SCOPE
   This Policy is applicable to Alpargatas S. A ("Company" or "Alpargatas"), its management members and employees, as well as to third parties that may be engaged by Alpargatas and represent the latter in the activities referred to herein. It shall be mandatory that all these parties, irrespective of their hierarchical level or function performed, formally adhere to this Policy, as well as share it and comply with the requirements set forth herein.
2. ALLPA PROGRAM
   Alpargatas' principles of culture and behavior encourage a workplace that is always open to dialogue, in which all voices must be listened to and respected.
   Allpa, our Diversity & Inclusion Program, aims to create a diverse and inclusive workplace that respects individuality, offers equal opportunities, and values differences to make Alpargatas the best place for all people.

POLÍTICA DE RESPEITO À DIVERSIDADE

Therefore, to ensure that Diversity & Inclusion is present in our daily lives and in everything we do, Allpa has the following pillars:

• Promote a CULTURE OF BELONGING for all people;
• DEVELOPMENT of diverse and inclusive leaderships and teams;
• Maintain inclusive relationships with our entire CHAIN OF VALUE;
• Be SOCIALLY RESPONSIBLE and cooperate with business and society efforts.

4. DEFINITIONS

To understand better how to combat attitudes of prejudice, discrimination and harassment, it is necessary to know some fundamental concepts related to these themes.

1. VALUING DIVERSITY
   Alpargatas is a company that believes in the value of diversity.
   Valuing diversity is recognizing that we are unique and that each person, with their different physical, personality, behavioral, sexual orientation, religion and other characteristics, must be respected.
   In this sense, respecting human diversity means revisiting the biases that drive our judgment system regarding people based on their physical or behavioral characteristics. Thinking twice before judging - even if mentally - is the best way to re-educate ourselves for a culture of belonging
   Therefore, respecting diversity and combating discrimination are urgent and necessary premises to make our society a fairer place for all people.
   Our commitment is to ensure that this respect is present in our daily attitudes. Therefore, we work continuously to ensure a safe, happy and welcoming environment for all people: whether for customers, work teams and also for those who provide us with services and products.
   This is not to say that everything is allowed, on the contrary. We do not accept unethical behavior that does not respect our code of conduct, our internal regulations, country legislation and international human rights guidelines.
2. PREJUDICE, DISCRIMINATION AND HARASSMENT
   Prejudice is the act of forming an opinion or concept about something or someone without having the necessary knowledge about a certain subject. That is, it is a prejudgment based on beliefs, opinions or generalizations that indicate sympathy or antipathy towards individuals or groups.
   Discrimination, on the other hand, is a negative action directed at a person, simply because of their identification as a member of a certain group. Discriminating is to treat someone unfairly and unequally, depriving individuals and/or groups of access and opportunities, based on their characteristics, which can be:

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POLÍTICA DE RESPEITO À DIVERSIDADE

• Race, color, ethnic origin or nationality;
• Gender, including situations of pregnancy, childbirth or breastfeeding;
• Sexual orientation;
• Gender identity and expression;
• Age;
• Religion or religious beliefs;
• Disability or illness;
• Social class, etc.

Harassment is an inappropriate verbal or physical conduct that creates a disrespectful, hostile, derogatory or offensive environment, affecting the person's dignity, physical and/or psychological integrity. It can be subtly manifested through jokes, teasing, and segregation, in more serious cases, it can become aggressive behavior such as violence, threats or physical contact without permission.

Some examples of harassment are:

• Derogatory or insensitive jokes or comments
• Comments about a person's private life or appearance;
• Physical assault or persecution;
• Any type of touching or excessively approaching another person's body without their consent;
• Segregating a person, depriving or discouraging their participation in professional and social activities related to the company;
• Intentionally harming a person's work;
• Other similar conduct that denote disrespect and/or belittling.

4.3. TYPES OF PREJUDICE

There are several types of prejudice and here we will explain the most common ones directed at vulnerable and historically excluded groups.

Racism: form of prejudice motivated by skin color or ethnic origin. Importantly, there are no different races, as we are all human. However, the presence of some characteristics such as skin color, hair type, among others, confer privileges or disadvantages that impact the way some people are perceived by society. It is for this reason that the term race remains relevant and in use, above all for educational purposes, as it denotes a social context that defines social places. Furthermore, the term racism is still used because it refers more quickly to the idea of seeing and treating someone (and their social group) as an "inferior race". It is commonly associated with prejudice against black-skinned people, but it can be directed at other ethnic minority groups such as Indigenous, Latino or Asian people, for instance.

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POLÍTICA DE RESPEITO À DIVERSIDADE

Examples of racist expressions:

• "Sold Down The River."
• "Every Asian looks the same."
• "You're so tan!"
• "You're black, but you're beautiful"
• "You're not a terrorist, are you?"
• "Your accent is really weird/funny."
• "Your name is so hard to pronounce."

Sexism: form of prejudice where a person is devalued or insulted because of their gender. It can occur with women and men, but it is more common with women, when ideas that they are inferior to men in physical, intellectual and social aspects are reinforced.

Examples of sexist expressions:

• "Take it like a man."
• "It's time to man up."
• "A woman's place is in the home."
• "Every blonde is dumb."
• "This is a girly thing."
• "Women have to respect themselves, right?"
• "For a woman, you're a great negotiator."
• "PMSing, are you?"

Ableism: form of prejudice that questions a person's ability. It is commonly practiced against people with disabilities, when it is assumed that they are less capable than people without disabilities.

Example of capacitance expressions:

• "Wow, even if he/she is disabled, he/she can do everything."
• "He's not normal."
• "You're an angel to be going through this!"
• "Despite everything, you are always smiling."
• "He's Down's/a mongoloid"
• "A cripple's apology is a crutch."
• "You're beautiful, you don't even look like you have a disability."
• "Are you retarded/spaz/lame/blind/deaf?"

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POLÍTICA DE RESPEITO À DIVERSIDADE

• "They have special needs."

LGBTI+phobia: prejudice, aversion and verbal and/or physical violence against lesbian, gay, bisexual, transgender, transvestite, intersex and other forms of gender identity or sexual orientation.

Examples of LGBTI+phobic expressions:

• "Homosexuality is a disease."
• "You can be a lesbian, but you don't have to dress or behave like a man."
• "Wow, what a waste!"
• "That's so gay."
• "This job is for men, not for you."
• "Bisexuals don't exist."
• "Did they have men's clothing where you bought this outfit?"
• "You don't even look gay."
• "You don't look non-binary/transgender people."

Ageism: form of prejudice based on people's age, although it is more often associated with younger people (seen as immature, insubordinate and irresponsible) and older people (considered as slow, weak, dependent and old- fashioned).

Examples of ageism expressions:

• "The younger generations are too sensitive."
• "You are too young to lead."
• "You try really hard for someone your age."
• "Wow, you're 61 years old, don't you look it!"
• "Don't you think you're too old to wear this?"
• "Hey grandpa/grandma do you need help with this new technology?"
• "You look great for your age."
• "You can't teach an old dog new tricks."

Religious intolerance: form of prejudice related to the inability to accept and respect religion or beliefs different from those they have. It is characterized by the offense, discrimination, persecution and aggression of certain religious groups, reaching even the destruction of spaces and liturgical objects.

Examples of expressions of religious intolerance:

• "All Arabs and Muslims are terrorists."
• "All Jews are greedy."

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