Diversidade, Equidade e Inclusão
MR Motores Aeronáuticos

Diversity, Equity and Inclusion Policy (DEI)

Effective date: May 4, 2026  |  MR Motores Aeronáuticos Ltda. (MR Aero Engines Ltd.)

1. Institutional Purpose

This Diversity, Equity and Inclusion Policy (DEI) establishes the principles and guidelines governing people management at MR Motores Aeronáuticos. Our objective is to consolidate a work environment where the plurality of perspectives is recognised as a driver of innovation and technical excellence. This policy forms part of the Universal Standards of our HR framework, reinforcing that inclusion is a non-negotiable pillar of our corporate governance (ESG), essential for risk mitigation and for the long-term sustainability of the business in the global aerospace market.

2. Strategic Diversity Pillars

MR Motores Aeronáuticos focuses its efforts on five fundamental pillars, aimed at ensuring representation and equity at all levels of the organisation:

• Gender Equity: Promotion of female presence in leadership positions and in technical engineering and maintenance roles, actively combating the gender gap in the aeronautical sector.
• Ethnic and Racial Diversity: Intentional promotion of equitable opportunities for professionals of different racial and ethnic backgrounds — with emphasis on groups historically underrepresented in the Brazilian labour market: Black (pretos and pardos), indigenous, quilombola, Asian and immigrant workers of other nationalities.
• Inclusion of Persons with Disabilities (PcD): Guarantee of physical and digital accessibility, along with reasonable workplace adjustments so that technical talent prevails over any physical limitation.
• LGBTQIA+ Pride and Respect: Maintenance of a safe and welcoming environment, free from prejudice, where sexual orientation and gender identity are fully respected.
• Generational Diversity: Recognition of the exchange of knowledge between experienced (senior) professionals and young talent, combining the wisdom of aeronautical tradition with the agility of digital innovation.

3. Recruitment and Internal Promotion Guidelines

3.1. Inclusive Recruitment

Selection processes must be structured to mitigate unconscious bias from the initial screening stage. The adoption of blind CVs is recommended — with the removal of information such as name, gender, age, photograph, marital status, parenthood status and race — ensuring that assessment focuses exclusively on the competencies and experience relevant to the role. In line with our ESG Policy, the company shall prioritise internal recruitment combined with structured development pathways, promoting the career progression of existing employees.

3.2. Leadership Training and Development Programmes

Promotion decisions must be based on objective technical criteria and behavioural competencies, eliminating subjectivities that may perpetuate inequalities. For director and technical management positions, the company will invest in structured leadership training and development programmes, building an internal talent pool prepared to assume strategic positions in the future. This process will be jointly overseen by Human Resources, ensuring that development plans encompass the diversity necessary for the long-term sustainability of leadership.

4. Inclusive Communication Guidelines

Communication at MR Motores Aeronáuticos must reflect our values of respect and acceptance. The following guidelines are mandatory for all administrative and technical departments:

• Combating Microaggressions: Prohibition of jokes, derogatory comments or behaviours that invalidate the identity of any employee. Promotion of Non-Violent Communication (NVC) and active listening in the conduct of internal dialogue.
• Content Accessibility: Ensuring that videos, manuals and presentations include subtitles, audio description or formats compatible with assistive technologies where applicable.

"Psychological safety is the foundation of our Just Culture. Only in an inclusive environment does an employee feel safe to report failures and suggest innovations without fear of retaliation."

5. Monitoring and Inclusion KPIs

The success of this policy will be measured through the following key performance indicators (KPIs), reported annually in MR Motores Aeronáuticos' Sustainability Report: