Presentation and Purpose

Futurum Capital believes that diversity of perspectives, experiences, and identities is a fundamental strategic asset for excellence in investment management. A genuinely inclusive environment not only reflects our ethical values but also strengthens our capacity for analysis, innovation, and value generation for our shareholders and partners. This Diversity, Equity, and Inclusion (DEI) Policy establishes the principles, guidelines, and mechanisms by which Futurum Capital commits to building and maintaining a fair, respectful, and representative work environment, in accordance with current Brazilian legislation and the best practices of the financial market. The policy covers the dimensions of ethnicity, race, gender, and people with disabilities, and includes affirmative actions as a tool to promote real equity — recognizing that formal equality is not sufficient to overcome historical structural inequalities.

2. Legal and Regulatory Frameworks

This policy is aligned with the following legal and regulatory framework:

• Federal Constitution of 1988 – art. 5 (equality and non-discrimination) and art. 7 (prohibition of labor discrimination)

• CLT – arts. 373-A, 390, 461 and other provisions relating to equality at work

• Law No. 9,029/1995 – prohibits discriminatory practices in employment relationships

• Law No. 7,853/1989 and Decree No. 3,298/1999 – rights of people with disabilities

• Brazilian Inclusion Law (Law No. 13,146/2015) – Statute of the Person with Disability

• Law No. 12,288/2010 – Statute of Racial Equality

• Law No. 14,611/2023 – equal pay and remuneration between women and men

• CVM Resolution No. 59/2021 and ANBIMA regulations on ESG and governance

• United Nations Principles for Responsible Investment (PRI)

3. Scope of Application

This policy applies to all stakeholders who maintain a relationship with Futurum Capital, including:

• Partners and members of the Executive Board

• Employees with an employment bond (CLT or statutory regime)

• Interns and young apprentices

• Consultants, service providers, and long-term corporate contractors (PJ)

• Candidates in recruitment processes

It also extends to relationships with strategic suppliers, business partners, and contracted service providers, for whom alignment criteria with the values of this policy will be observed.

4. Fundamental Principles

4.1 Equity

We recognize that different groups face distinct barriers. Equity requires offering resources, support, and opportunities proportionally to each person's needs, and not in a uniform and standardized manner.

4.2 Inclusion

Diversity without inclusion is insufficient. We seek to create an environment where all people feel they genuinely belong, are respected in their identities, and are free to contribute with their unique perspective, without the need to hide who they are.

4.3 Intersectionality

We understand that identities are multiple and overlap — gender, race, disability, sexual orientation, social class, among others. Discrimination can occur in a combined manner, and our actions consider this complexity.

4.4 Accountability

The implementation of this policy is the responsibility of everyone in the organization, especially the leadership, which must model the expected behaviors and be held accountable for any failures.

4.5 Continuous Improvement

We recognize that the journey to a truly diverse and inclusive organization is continuous. We commit to regularly monitoring, learning, and evolving our practices

5. Gender Equity

5.1 Commitments

Futurum Capital commits to promoting gender equity in all dimensions of the employment relationship:

• Ensure equal pay for work of equal value, regardless of gender, in compliance with Law No. 14,611/2023

• Ensure female representation in leadership and decision-making positions, with progressive and measurable goals

• Implement structured recruitment processes that minimize unconscious gender biases

• Promote equitable conditions for growth and promotion for all gender identities

• Guarantee an environment free from sexual and moral harassment, with effective reporting channels

• Support female employees in situations of maternity, pregnancy, and breastfeeding, meeting and exceeding legal obligations

5.2 Gender Identity and Social Name

Transgender and non-binary employees have the right to be identified and addressed by their social name in all company records and internal communications, regardless of any document changes. Respect for gender identity is non-negotiable in our work environment.

6. Racial and Ethnic Diversity

6.1 Recognition of Context

Brazil has one of the largest Black populations in the world, and the financial market is historically characterized by the underrepresentation of Black, mixed-race (pardo), and Indigenous people. Futurum Capital recognizes this reality and takes active responsibility in building a more representative sector

6.2 Commitments

• Establish hiring goals that reflect the racial diversity of the Brazilian workforce, with priority for leadership and senior analyst positions

• Implement selection processes with blind resume evaluations and diverse interviewer panels • Create specific development paths to accelerate the careers of Black and Indigenous professionals

• Build partnerships with universities, trainee programs, and initiatives focused on racial diversity in the financial market

• Actively combat microaggressions, stereotypes, and any form of structural, veiled, or explicit racism

• Promote racial literacy for the entire team, including leadership

6.3 Self-Declaration

Futurum Capital encourages racial self-declaration on a voluntary and confidential basis, in accordance with IBGE criteria. The collected data will be used exclusively for diversity monitoring and internal policy implementation, never for any form of discrimination.

7. Inclusion of People with Disabilities

In compliance with Law No. 13,146/2015 (Brazilian Inclusion Law) and Decree No. 3,298/1999, and driven by ethical conviction, Futurum Capital commits to ensuring full accessibility and inclusion for people with disabilities in its work environment.

7.2 Accessibility

• Ensure physical, communication, and digital accessibility in all workspaces, platforms, and institutional documents

• Provide assistive technologies and reasonable accommodations according to the individual needs of each employee

• Ensure that selection processes are accessible, with adaptations of format and time when requested

• Communicate affirmative vacancies for people with disabilities through specialized channels and support networks

7.3 Reasonable Accommodations

The company commits to evaluating and implementing reasonable accommodations in the workplace, working hours, and tools used, ensuring that people with disabilities can perform their duties with full dignity and autonomy. Requests will be treated with confidentiality and agility.

7.4 Non-Discrimination

Any form of discrimination in the selection process, career progression, remuneration, or daily work motivated by disability is prohibited. The unauthorized disclosure of information regarding the health condition or disability of employees is considered a serious offense.

7.5 Age and Generational Diversity

Futurum Capital recognizes the strategic value of age diversity in its work environment, promoting coexistence among different generations — such as young professionals starting their careers, professionals in the consolidation phase, and more experienced professionals. We believe that the combination of different life experiences, backgrounds, and perspectives strengthens decision-making, innovation, and business sustainability.

7.5.1 Commitments

Futurum Capital commits to:

• Combat any form of discrimination based on age, whether against younger or more experienced professionals

• Ensure equal opportunities in recruitment processes, promotions, and career development, regardless of age

• Value both potential and experience, avoiding biases related to "time in the market" or "ideal age profile"

• Encourage intergenerational exchange of knowledge, promoting collaborative environments

• Ensure that evaluation criteria are based on skills, performance, and alignment with the organizational culture

7.5.2 Non-Discrimination

Any discriminatory practice related to age is prohibited, including, but not limited to:

• Establishing unjustified age limits in recruitment processes

• Excluding professionals based on the perception of being "too young" or "too experienced"

• Using language or behaviors that reinforce generational stereotypes

8. Affirmative Actions

8.1 Basis

Affirmative actions are special and temporary measures that aim to correct historically accumulated inequalities and accelerate the process of real equity. They do not constitute discrimination — on the contrary, they are recognized by Brazilian legislation and international organizations as a legitimate and necessary tool for promoting equality.

8.2 Affirmative Action Programs

8.2.1 Reservation of Vacancies in Recruitment Processes

Futurum Capital will adopt vacancy reservations for underrepresented groups in recruitment processes, with the following guidelines:

• Priority for women in areas with a history of female underrepresentation

• The reservations do not compromise technical qualification criteria, but recognize that competence can be demonstrated in different ways and origins

8.2.2 Accelerated Development Program

Mentorship, training, and career acceleration program intended for employees from underrepresented groups, including:

• Pairing with senior leaders for individual mentoring

• Access to courses, certifications, and industry events with financial support from the company

• Priority participation in high-visibility projects

• Monitoring of salary and career progression with specific indicators

8.2.3 Strategic Partnerships

• Partnership with trainee and internship programs focused on diversity in the financial market

• Participation in career fairs at public universities and outlying areas

• Support for financial education initiatives in historically excluded communities

8.3 Monitoring Affirmative Actions

Affirmative actions will be monitored by quantitative and qualitative indicators, with a semi-annual review and annual reporting to the Executive Board. The results will be published in the company's Diversity and Inclusion Report

9. Responsibilities

10. Diversity, Equity, and Inclusion Committee

Futurum Capital shall establish a DEI Committee, preferably with the following characteristics:

• Diverse composition, representative of the different groups and areas of the company

• Monthly meetings with a structured agenda and recorded minutes

• Direct communication channel with the Executive Board

• 12-month mandate, with the possibility of renewal

• Voluntary participation, with formal recognition by the company

The Committee will be consultative and advisory in nature, being responsible for monitoring the implementation of this policy, analyzing diversity data, receiving suggestions, and proposing improvement initiatives to the People/HR department.

11. Training and Awareness

Futurum Capital will implement a continuous training program on diversity and inclusion, including:

• Mandatory onboarding training in DEI for all new employees

• Mandatory annual training for all leadership on unconscious biases, inclusive leadership, and equitable management

• Workshops on racial literacy, gender equity, and ableism

• Continuous learning content available on the internal platform

• Lectures and events with external specialists in diversity and inclusion

12. Reporting Channel and Investigation

Futurum Capital provides secure, confidential, and retaliation-free channels for reporting conduct that violates this policy:

• Confidential email: diversidade@futurumcapital.com.br

• Anonymous reporting channel (digital platform to be implemented)

• Direct communication to the DEI Committee or to the HR/People department

• For reports involving leadership: direct communication to the Executive Board or to the independent partner

All reports will be investigated in an impartial, confidential, and prompt manner. The standard timeframe for an initial response is up to 5 business days, and for the completion of the investigation, up to 30 business days. Any form of retaliation against good-faith reporters is prohibited

13. Infractions and Sanctions

Non-compliance with this policy, including any act of discrimination, harassment, retaliation, or disrespect of the established guidelines, will be treated as a disciplinary infraction, subject to the following measures, depending on the severity:

• Formal written warning

• Temporary suspension

• Termination for cause

• Reporting to the competent authorities, when applicable

Sanctions will be applied proportionally to the gravity of the conduct, ensuring the right to an adversarial process and full defense for the accused.

14. Term and Revision

This policy comes into effect on the date of its approval by the Executive Board and is valid for an indefinite period

It will be reviewed annually, or extraordinary whenever:

• There is a relevant change in the applicable legislation

• Monitoring indicators show a need for adjustment

• The DEI Committee or leadership identify opportunities for improvement

• Significant changes occur in the organizational structure or culture

The current version of this policy will always be available on the company's internal portal and will be communicated to all employees with each update.

15. Approval and Commencement