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GRI 3-3 / 401&nbsp;Appreciating employees, maintaining a diverse work environment, favoring quality of life and people’s development is paramount to Tramontina and is part of its culture. Labor relations are governed by clear contracts aligned with current legislation and collective bargaining agreements, ensuring transparency and fairness. The conduct manual outlines the ethical principles that guide internal behavior, ensuring a standard of integrity.&nbsp; &nbsp;In addition, faced with the global challenge of labor shortages, Tramontina is striving to make itself more attractive to qualified professionals, seeking to strengthen talent retention. In order to evolve in the face of this challenge, it seeks to expand practices aimed at diversity, inclusion and equity in people management, strengthen care for health, safety and well-being, and invest in team development. These practices help to reduce absenteeism and turnover, thereby increasing overall performance and team engagement. &nbsp;

GRI 2-22 / 3-3 / 405Tramontina respects diversity and does not tolerate any sort of discrimination or prejudice, whether related to religion, culture, nationality, race, age, gender, sexual orientation, marital status, political party, physical and mental conditions or of any other nature. The company also complies with current legislation and collective bargaining agreements with regard to diversity and equal opportunities in all its operations. &nbsp;The company strives to ensure gender equality by adopting a salary policy based on objective ability and performance criteria. It also invests equally in the personal and professional development of all employees. To make the process more transparent, opportunities are posted on the Workplace corporate communication channel, making it possible for all interested employees who meet the job requirements to apply. Position promotions occur through selection processes, in which transparent and egalitarian criteria are evaluated in merit systems: qualification, performance, leadership, abilities and behavioral profile.&nbsp; &nbsp;Managers, supervisors and department heads come into contact with the diversity and inclusion topic in the continuing education program at some units, with the primary goal of preparing these leaders to act as agents of the cultural change needed to make progress on the topic. Tramontina is also preparing to increase gender diversity through the natural succession process for executive positions, challenging the recruitment team to broaden its perspective when selecting new employees. &nbsp;At the corporate level, specific training and initiatives are carried out, such as internal campaigns that reinforce the importance of managing the issue. Competency development courses, for example, which have been in existence for more than 25 years, include subjects on ethics, diversity and inclusion. The Whistleblowing Channel and the Conduct Manual have been important tools for vigilant behavior on behalf of respect for diversity and inclusion across the entire Group. &nbsp;Through these practices, the company ensures creative and innovative teams, overcoming challenges and promoting stability and socio-economic development in the locations where it operates. In addition, it helps maintain brand favorability with society, customers and consumers. In the coming years, the company aims to strengthen the

GRI 2-22 / 3-3Tramontina cares about professionalization and constant qualification of its employees in all areas. The company believes that development helps employees achieve strategic goals and expand their creativity. This makes it possible to keep up with innovations and constant changes imposed by the job market on companies and professionals. For this reason, improvements are made to training programs at the various hierarchical levels on a constant basis, including courses, training sessions, extension programs and MBAs. In addition, thinking about professionals of the future, it offers In-Company courses at the Ivo Tramontina Educational Center (CEIT), in Carlos Barbosa (RS). Still looking toward the future, one of the objectives of the Sustainability Strategy since 2023 has been to develop competencies and expand the capacity of professionals for evolution of the business’s sustainability journey. In light of this, several initiatives will be rolled out in the coming years. Realizing that the younger generation of employees seeks more clarity about career evolution, the company has improved its competency-based assessment practices. The Job Profile lays out the duties, responsibilities and specifications that are requirements for each job, for example. The profile is linked to the Brazilian Classification of Occupations (CBO – Classificação Brasileira de Ocupações), at junior, full or senior levels. The companies in the Group define the salary structure and policy based on these parameters. In Brazil, Tramontina conducts Competency-Based Performance Assessments. Managers evaluate the team based on Job Profile abilities. Information is entered into the tool, which calculates the score. &nbsp;

GRI 2-22 / 3-3 Known for its concern for the well-being and development of its teams, Tramontina promotes various programs and initiatives to improve the quality of life of its employees. Whether through its excellent infrastructure, with suitable, safe working environments, or its qualified people management, the company operates according to the best market practices.&nbsp; &nbsp;The company always strives to invest in practices and actions to increase its attractiveness and the retention of professionals, and the Group measures the effectiveness of health and well-being practices based on absenteeism and turnover rates, for example. To keep teams engaged, leaders use constant, daily communication, work meetings and training. Along the same line, the Climate Survey is conducted periodically to measure and track employee satisfaction. &nbsp;In order to strengthen this key people management pillar, this topic has been included in the Group’s Sustainability Strategy. Tramontina’s strategic goal is to establish safe, healthy and innovative environments that provide conditions for the well-being of professionals.&nbsp; &nbsp;

GRI 2-20 / 401-2 / 401-3 / 403-6 Remuneration is also lined to wellness and quality of life. As a result, in order to guarantee fair pay, the units in Brazil set their employees’ salaries based on the standard Tramontina salary scale, all of which are above the national minimum wage. Salary raises can be based on merit, tied to the performance of each employee, or defined according to annual adjustments in the standard salary scale, based on inflation (INPC – National Consumer Price Index), which can later be offset in any dispute settlement. In addition, some units offer bonuses and incentives, according to the objectives and needs of each unit, for those who work unconventional hours, such as night shifts, 12 x 36 hour shifts, among others. Abroad, the Group’s companies offer a variety of employee benefits, such as medical and health insurance, life insurance and bonuses. Benefit policies can vary between international units as they are adapted to local laws and regulations or specific operating choices.&nbsp;Tramontina Profit Sharing Program (PPRT) Tramontina recognizes, motivates and financially rewards employees for their performance and significant contribution to annual business results. Responsible Maternity and Paternity&nbsp; Tramontina stands out in its support for parenthood through the Responsible Maternity and Paternity Program. There are lectures by professionals in different areas, such as gynecology, pediatrics and psychology, offered two or three times a year, aiming to promote conscientious and responsible maternity and paternity. Participation is a prerequisite for access to extended leave. Since 2010, in line with the federal government’s Empresa Cidadã (Citizen Company) Program, the company offers the option of six months of maternity, and since 2017, paternity leave was increased to 20 days.&nbsp;Tramontinaprev Established in 1995, the supplementary pension plan helps to improve employees’ quality of life.&nbsp;Tramontina Employee Association (ATF – Associação Tramontina de Funcionários) Non-profit organization, with independent management, founded in 1987. It contributes to the quality of life of its members, strengthening the relationship of trust between Tramontina and personnel.&nbsp; Self-Management Benefits Plan: an offering of benefits in the areas of health, education, well-being, social and cultural activities, in addition to legal advice for members and their dependents.&nbsp; Social Assistance Fund: grants loans in the health and housing areas, contributing to members’ financial well-being.&nbsp; Tramontina Sports Park (Parque Esportivo Tramontina – PET): Located in Carlos Barbosa (RS), it is a modern, beautiful and welcoming space spanning 11 hectares, available for employees and their families to engage in sports activities, get-togethers, leisure, cultural and social events.&nbsp;Ivo Tramontina Education Center (CEIT)&nbsp; Located in Carlos Barbosa (RS), in an area spanning 5,940 m², the CEIT has a reference infrastructure intended for professional training, cultural events and wellness activities. In this space, Tramontina promotes knowledge integration and fosters learning experiences for employees and the community. Yoga, pilates, hiit dance and functional exercise classes are offered at the facility. In partnership with SESI, the company offers exercise, health and wellness programs. There are also agreements with gyms, pilates and dance studios. &nbsp;Spaces for Rest and Restaurants&nbsp; For Tramontina, coexistence between employees in spaces that promote moments of relaxation is essential for quality of life. For this reason, the company invests in modern and comfortable work environments, as well as in its own restaurants and rest spaces.&nbsp;Spaces for Social Events&nbsp; These spaces are available for employee celebrations. Confraria, located in Garibaldi (RS), features a welcoming environment. The Sports Centers, in Carlos Barbosa and Farroupilha (RS), have outdoor spaces for sports activities and environments with complete, modern infrastructure available for social gatherings. &nbsp;&nbsp;

GRI 401-2 / 403-6 Tramontina facilitates its employees’ access to non-work-related medical and health services through a Benefit Plan offered by the ATF or a Health Plan contracted by the ATF, including dental care. The factories have in-house dental offices with facilitated care for employees, aiming for routine control of oral health and attending to emergency situations, for example. Practices related to promoting mental health are also in place, including facilitated access to psychological care. In some factories, specialized professionals work in the Specialized Safety Engineering and Occupational Medicine Service (Serviço Especializado em Engenharia de Segurança e Medicina do Trabalho – SESMT) or in the Human Resources Department (HR). In others, care is provided through agreements with clinics or psychology professionals. The company extends benefits to employees’ dependents through a partnership between the ATF and SESI, offering services at a lower cost when compared to the market values. In addition, Tramontina runs various campaigns to promote employee health, such as the flu (Influenza) vaccination, which is provided during working hours and at no cost to employees, while family members have access to the vaccine at a reduced price.&nbsp; The companies abroad operate in compliance with national regulations, including enrollment and maintenance of employees in public social services for worker assistance. In some countries, private supplementary healthcare services are provided, either through health plans or supplementary health insurance. At these locations, employees also receive regular training on health and well-being and confidential guidance from specialists on topics involving mental health, finances and legal issues. Access to medical care, wellness resources, nutritionists and exercise programs are also guaranteed.

GRI 3-3 / 403 / 403-1 / 403-3 / 403-8 Tramontina underscores its action according to legal Occupational Health and Safety (OHS) parameters. This practice is integrated into its core values, aimed at ensuring a safe and healthy working environment for all employees, in Brazil and abroad.&nbsp; In Brazil, the company adopts a strict set of guidelines and regulations covering all employees, including interns, temporary workers and service providers. Abroad, its operations comply with local health and safety regulations. It thus seeks to minimize risks and accidents, demonstrating an ongoing commitment to the well-being of its workforce. The factories integrate the Tramontina Management System (SGT) and apply the best practices established by ISO 9001. Although this is not a specific OHS standard, its practices contribute significantly to the management of health and safety risks. The Cutelaria and Farroupilha units are examples of excellence, with their OHS management system certified by ISO 45001, with third-party audits ensuring compliance. This commitment to occupational health and safety prevents the occurrence of occupational accidents and illnesses, promotes continuous improvement in OHS management and is reflected in employee quality of life, well-being and retention. In addition, it contributes to lowering costs related to remediation, time off work and indemnification, reinforcing the importance of an effective corporate OHS policy for business success and sustainability. With a focus on prevention, tracking and early diagnosis of work-related illnesses, the PCMSO aims to protect the health and integrity of workers. The main practices involve medical exams on hire, periodic examinations, return to work exams and dismissal exams. They also include health control measures, such as identifying and assessing occupational risks in Tramontina’s work environments.&nbsp; Internationally, we can highlight the contracting of specialized services for occupational examinations, with the aim of monitoring the health of employees in relation to occupational risks, in accordance with applicable legislation. Within the companies, the occupational health and safety or ergonomics teams work together to identify possible risks, hazards or compromises to employee health and to define new preventive strategies together.&nbsp; The nine factories have a SESMT and meet the minimum number of professionals required by NR04. Some units have their own SESMT, while others have specialized services contracted to prepare the PCMSO and occupational health examination routines. In both cases, medical records are confidential and only health professionals have access to the data, in compliance with the General Data Protection Act (LGPD – Lei Geral de Proteção de Dados).&nbsp; &nbsp;

GRI 403-2 / 403-4 / 403-5 / 403-7&nbsp; Training is important to ensure that employees are aware of the possible hazards in their daily activities, know and apply the control measures and know how to act in emergency situations. In addition, they help promote a safety culture and prevent the occurrence of work-related accidents and illnesses. At Tramontina, these instruction actions are organized and taught by qualified and experienced OHS professionals. In Brazil, occupational health and safety (OSH) training is customized according to the area of activity, with strict supervision of the interval for employee refresher training on topics that are essential for safety in their activities. Specific training programs are created for high-risk activities, such as working at heights and operating load moving equipment, pursuant to the Regulatory Standards. Evaluating the effectiveness of these training programs is crucial and is carried out immediately after they have been completed by the manager, seeking to identify improvements and continuously evolving the effectiveness of OHS training. The CIPA leads engagement in occupational health and safety at the Brazilian units, along with specific committees such as the Emergency Brigade and Ergonomics, among others. Units without a mandatory CIPA (Internal Accident Prevention Committee) appoint a person responsible for OHS issues. Managers play a key role in the effectiveness of these actions, and their participation in training sessions, safety dialogues and other forms of communication helps to keep staff informed and aware of risk prevention. Collaboration between different areas ensures the integration and effectiveness of OHS measures, where regular meetings and a calendar of meetings are essential for the continuity and success of initiatives. At some companies abroad, there are committees responsible for work safety issues that meet periodically to address topics such as ergonomics, accident prevention, fire brigade, evacuation, search and rescue. There are cases in which workers are invited to attend periodic meetings and talks, as well as interviews and questionnaires about occupational risks. In some units, employees participate directly in hazard identification and risk assessment together with occupational health and safety experts. Companies also send out regular newsletters to ensure that everyone is kept up to date on the latest practices and procedures. &nbsp;&nbsp;

GRI 403-2 / 403-7&nbsp; Tramontina adopts a set of integrated practices for Occupational Health and Safety (OHS) management, ranging from risk identification to incident investigation. The company thus strives for the safety and health of its teams, as well as to the continuous improvement of its management processes.&nbsp; Regular assessments and audits, including the Risk Management Program (Programa de Gerenciamento de Riscos – PGR), Technical Report on Working Environment Conditions (Laudo Técnico das Condições do Ambiente de Trabalho – LTCAT) and ergonomic assessments, are key in identifying and mitigating risks, while also adapting to changes in processes. The right of refusal, guaranteed by the Manual of Conduct, protects the integrity of employees in situations of imminent risk. The creation of a Whistleblowing Channel demonstrates Tramontina’s commitment to ethics and transparency, allowing possible OHS irregularities to be identified and remedied. The autonomy of CIPA members is guaranteed by the Group’s companies, reinforcing the seriousness of occupational health and safety. At Tramontina, monitoring service provider activities in terms of training, risk activities and occupational health certificates is also a common practice. Verifying occupational health and safety requirements ensures that new materials, civil construction works, machinery and equipment, company layouts and processes are safe for all workers.&nbsp; International units follow relevant legislation to identify hazards, assess risks, implement control measures and establish new procedures. However, given their activity, some units do not consider this item applicable. They also have internal health and safety regulations that provide guidance on how to report hazardous conditions to the immediate superior or HR, and issues are submitted to the area responsible for OHS for assessment and management. Risky situations can be reported during hazard identification, risk assessment or at sector meetings. Some units establish a pause or interruption of activities in situations of imminent risk, guaranteeing that there will be no retaliations against the worker. &nbsp;&nbsp;

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Tramontina’s culture places value on trust for productive, lasting working relationships, creating engagement and a sense of belonging. It values the plurality and potential of employees, strengthening the business and generating long-term value.

Culture and Diversity 

GRI 2-29 / 3-3 / 413 Tramontina stands out for its significant contribution to the communities where it operates. Since 2023, when its Sustainability Strategy was rolled out in line with its Purpose, the company has established two strategic goals: a) to promote the generation of social, educational and cultural value in communities, monitoring and evaluating the impact of projects supported and carried out; b) to contribute to the food security of vulnerable communities through Private Social Investment and/or incentives, promoting social projects, business training and education. &nbsp; The Group’s companies support social organizations that work to assure fundamental rights and also promote initiatives aimed at sports, the environment and improvements to local infrastructure. Vulnerable groups, especially children, teenagers and people with disabilities, receive special attention. Currently, support for communities comes in the form of financial contributions, donations of products, toys and participation in local events. The Group is also involved in collection campaigns, providing places for collecting donations and teams to send them to the appropriate institutions, as is the case of the Warm Clothing Campaign. In 2023, the company established the Communities WG with the aim of understanding and defining principles for the Group’s Private Social Investment. The group is multidisciplinary and holds bi-monthly meetings. Employees are encouraged to volunteer and to identify and bring the main demands of the communities where the company is present to Tramontina. In addition, the company maintains ongoing dialogue with local authorities and actively participates in councils and civil society organizations. These initiatives reflect the company’s commitment to broadening its vision and social impact, contributing to strategic decision making in these locations. Tramontina also engages suppliers, service providers and customers in community management. To this end, materials disseminating the practices carried out in the communities are distributed to these groups. By understanding local needs and aligning Corporate Social Responsibility objectives, opportunities arise to develop new projects that benefit communities in a significant way. In addition, the factories proactively monitor the impacts of their operations in the locations where they operate, adopting preventive measures and managing risks. In case of incidents, technical teams seek lasting solutions. The brand’s official channels are available so that anyone can report problems or suggest improvements.&nbsp;

GRI 3-3Local development has been a core concern for Tramontina since its foundation. Through structured practices, the company drives the economy, generates direct and indirect jobs, hires leaders who live in the communities, encourages local suppliers and duly pays its taxes. Moreover, the Group contributes to strengthening the economy in cities where its employees live. Investing in employee development benefits communities by increasing their intellectual capital, creating a positive cycle. This influence occurs mainly in the Southern Region of Brazil, which is home to 81% of the total number of employees working in the country. The factory stores, located in Carlos Barbosa and Farroupilha (RS), drive tourism and benefit the hotel and restaurant chains. Across its entire operation, the company generates formal, direct and indirect jobs. This provides quality work and improves family income. By consuming from local companies and developing these suppliers, Tramontina boosts regional economic development and creates opportunities for people close to the factories.&nbsp; Concern and proper performance in paying taxes are distinctions. This practice encourages investment by municipal authorities in transport, education and leisure infrastructure. This contributes to raising the Human Development Index (HDI) of cities.&nbsp;

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Tramontina values closeness to the community, committing to local development and community well-being and generating positive impact. Its credibility goes beyond the corporate sphere, positively influencing various stakeholders. 

Legacy for the Community

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