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["This document provides supplementary information to Afya’s Annual Sustainability Report and Databook regarding the management of material sustainability topics defined by MSCI within the scope of the GICS industry classification – Diversified Consumer Services. The topics addressed enhance transparency and communicate Afya’s strategies, practices, and programs dedicated to managing risks and opportunities associated with these issues."]

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[null,"Diversity"]
[null,"Policy, training, programs and management oversight"]
[null,"Afya has a Diversity, Equity and Inclusion Policy and obligatory training sessions on Diversity and Inclusion and the Code of Ethics and Conduct are held regularly to all employees at the Afya Corporate University (UCA). Diversity topics are overseen by Afya’s People Vice Presidency and by the People and ESG Committee, which includes members such as the CEO and Afya’s Board Directors. This oversight is data-driven and enables the anticipation of legal, reputational, and engagement risks, as well as the implementation of consistent diversity practices aligned with the organization’s purpose, reinforcing a corporate culture guided by a more inclusive and ethical environment.\n\nIn the selection processes we perform for management positions, we always make sure that women are amongst the final candidates, with the aim of replacing women with other women in the same positions. Afya adopts inclusive recruitment processes, including the mapping of accommodation needs and the definition of quantitative goals to increase the representation of underrepresented groups, reinforcing its commitment to promoting equity in access to opportunities. We also provide material benefits and support resources that facilitate the inclusion and retention of diverse individuals within our ecosystem, such as equipment and workplace adaptations tailored to each employee’s needs identified during the onboarding process. This care is complemented by a variety of other initiatives, such as discussion groups, educational and awareness materials, mentoring, training sessions, and more. Details about our diversity strategy can be accessed in Afya’s 2024 Annual Sustainability Report.\n\nIn 2024, the average employment duration at Afya was similar between men and women: 3.8 years and 3.7 years, respectively."]
[null,"Staff Development"]
[null,"Formal talent pipeline development"]
[null,"Afya maintains a formal talent pipeline development strategy aligned with its corporate strategy, through various initiatives such as the Leadership Academy, First Leadership Programs (Mais Líderes), Mentoring Program, Coaching Processes, Succession Planning, and Learning and Internship Programs. This strategy includes the definition of clear objectives and success indicators (KPIs) linked to talent development and the development of strategies such as continuous development and succession planning; structured development tracks tailored to each program, focusing on key business competencies and annual monitoring with formal records of achieved results."]
[null,"Skills and knowledge development training"]
[null,"Afya ensures that 100% of its direct employees have an active and registered Continuous Development Plan (CDP). Eligibility is based on having undergone a competency assessment and a cutoff date. Employees who are not eligible at the cutoff date are monitored and evaluated during their onboarding period, with formal feedback and training actions recorded, aiming to include them in development plans as soon as they become eligible. We track the progress of employees’ Development Plans, using this tool as one of the inputs for identifying training needs and feeding back into our strategy.\n\nSuccession Planning is a key guideline for the company’s sustainability and for maintaining our talent structure. Our strategy involves mapping successors up to level 4 of the organization, including continuous analysis of gaps and opportunities to accelerate talent. Since 2023, Afya has offered eligible managers—based on the Succession Plan strategy and competency assessment results—an exclusive professional development investment resource: a R$15,000 allocation for development initiatives aligned with their career plans, such as technical courses in specialized areas, behavioral training, language classes to improve fluency, and even postgraduate or MBA programs.\n\nAs part of long-term value initiatives, Afya offers a Stock Options Plan (SOP), allowing eligible employees to become shareholders through structured stock purchase or ownership plans. Eligibility is defined discretionarily, considering key positions that drive results."]
[null,"Partners with educational institutions to develop or deliver joint training programs for staff"]
[null,"Afya’s Corporate University (UCA) enables all direct employees to access approximately 2,000 development programs. UOL Edtech is Afya’s educational partner in designing UCA content and training, offering a wide range of courses created by market experts and delivered in asynchronous format. UCA provides a universe of learning and development opportunities—from apprentices to the CEO. We also regularly promote workshops, training sessions, coaching, and mentoring led by external professionals and institutions such as Amcham, Conquer, and MasterSoul, which broaden team perspectives and strengthen competency development."]
[null,"Job-specific development training programs"]
[null,"Afya offers employees educational opportunities both through external institutions and within its own educational structure. Within Afya’s internal structure, all CLT employees and their dependents are eligible for undergraduate and graduate scholarships, according to policy-defined criteria such as length of employment, ethical and compliance regularity, and completion of mandatory courses.\n\nRegarding postgraduate and language opportunities at external institutions, the Educational Training Program provides eligible employees—based on policy-defined criteria—with language and postgraduate scholarships. Language course reimbursements can reach up to 100% (capped at R$900 per month), while postgraduate and MBA reimbursements cover up to 50% (also capped at R$900 per month), for programs with a minimum workload of 180 hours. Employees may also request full reimbursement for short courses lasting up to 6 months or 180 hours at external educational institutions."]
[null,"Graduate traineeship program, apprenticeship program & summer job"]
[null,"Apprenticeship Program: Designed to recruit students from underrepresented groups—such as Black individuals, women, and members of the LGBTQIAPN+ community—this program provides exclusive opportunities in a dynamic, inclusive, and business-intensive learning environment, fostering both personal and professional growth. Participants are selected from youth aged 14 to 24 who are currently enrolled in high school.\n\nInternship Program: Structured for undergraduate students, this program aims to boost and promote their professional and personal development through enriching practical experiences and learning opportunities at Afya.\n\nSummer Job: This program offers an immersive journey into high-impact strategic projects at Afya. Over a period of 5 to 8 weeks, participants are challenged across different areas of the business, developing strategic, analytical, creative, and operational skills. It’s an opportunity to broaden market perspectives and connect global education with initiatives that transform healthcare and education in Brazil. Through this program, we strengthen our relationship with global talent from leading institutions who share the drive to make a difference."]
[null,"Feedback processes & satisfaction survey"]
[null,"Regular performance appraisals and feedback processes"]
[null,"Every year, all Afya employees take part in the Skills Evaluation Cycle. Based upon the evaluation, a Continuous Development Plan is created, which contributes to the creation of training and development programs."]
[null,"Employee satisfaction survey"]
[null,"With the goal of fostering a healthier, more collaborative, and productive work environment, Afya conducts monthly climate surveys using the Pulses methodology. This ongoing practice allows close monitoring of employee perceptions, enabling the rapid identification of areas of concern and agile action to drive improvements. The survey is a strategic management tool, and its results serve as the foundation for action plans developed both by Afya and by leaders of each area, reinforcing the role of leadership in building a positive workplace. Each month, every Vice President receives a report with the results for their area, including indicators that show the evolution of key survey topics—highlighting positive changes or significant declines. These data guide more assertive decision-making in people management. Additionally, it is among the responsibilities of the People and ESG Committee to periodically monitor and analyze the results of climate surveys, as well as other studies and surveys conducted by the company’s People Management department."]
[null,"Pay & Benefits"]
[null,"Material non-pay benefits"]
[null,"The material non-pay benefits offered by Afya include: health and dental plans, flu vaccination, childcare and nanny assistance, support for children with disabilities, transportation vouchers, meal or food vouchers, 13th-month meal voucher, extended maternity and paternity leave (180 and 20 days, respectively), medical and outpatient care, life insurance, birthday day off, and discounts on undergraduate and graduate courses at Afya’s educational institutions. All employees are eligible for life insurance, which provides protection and support in the event of a claim."]
[null,"Variable performance-based component to pay"]
[null,"Afya adopts a performance-based variable compensation practice through the Profit Sharing Program (PPR), in which all administrative employees in business areas are eligible. In the Undergraduate and Specialization Courses units, a different type of program is applied, following specific eligibility criteria."]

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[null,"Ethical Standards"]
[null,"Regular audits of ethical standards"]
[null,"Afya’s unified risk and control assessment process—integrating Internal Audit, Risk, and Internal Controls teams—evaluates both qualitative and quantitative impact and probability related to inherent risks across all business lines. Each process/subprocess associated with risks is classified as critical, high, moderate, or low. Based on this classification, the frequency of internal audits is determined: all critical and high-risk subprocesses are audited annually; moderate-risk subprocesses every two years; and low-risk subprocesses once every four years. All evaluations consider ethical aspects of the subprocess, along with control assessments to ensure the prevention of corruption, money laundering, and bribery practices."]
[null,"Employee training on ethical standards"]
[null,"We inform and train our employees from the moment they join the company through mandatory onboarding sessions covering topics such as Compliance and Anti-Corruption, Code of Ethics and Conduct, and the signing of a commitment agreement to the Code of Ethics and Conduct. Throughout the year, we also promote engagement initiatives and internal communications. In 2024, 88.70% of employees were trained on ethics, integrity, and compliance topics.\n\nRegarding third parties, once the contractual relationship is established, companies providing cleaning and security services participate in onboarding via the Supplier Portal, represented by a designated manager. These managers undergo training on topics such as Moral and Sexual Harassment, Occupational Health and Safety, Anti-Corruption, and LGPD (General Data Protection Law). Each designated manager must also sign a commitment to replicate the onboarding content to their employees, who must confirm participation in the training sessions by signing an attendance sheet attached to their individual records."]
[null,"Ethics Channel"]
[null,"Grievance process"]
[null,"Our Ethics Channel is the space in which our employees and other stakeholders can safely and impartially report any form of suspected misconduct. The reports are confidential, and can be made anonymously, by means of a telephone call or via the website, 24-hours per day, seven days per week. Confidentiality is guaranteed for all whistleblowers—whether employees, former employees, students, suppliers, community members, or others. Whistleblowers can report issues related to 'Misconduct and Ethics Violations,' which include topics such as: Physical and verbal aggression; Moral and sexual harassment; Slander/Insult/Defamation; Discrimination; Sexual harassment; Child labor/slavery-like conditions; Environmental law violations; Labor law violations; Conflict of interest; Corruption/Bribery; Fraud; Theft; Misuse of assets; Leakage or misuse of information; and other matters."]
[null,"Escalation procedures"]
[null,"All grievances are received by a third-party company and follow an internal workflow based on the level of criticality. If the third-party company identifies a conflict of interest involving employees directly responsible for managing the whistleblower channel or any company executive, the report is forwarded directly to the Audit Committee, which decides how the investigation will be conducted. In all other cases, investigations are led by the Compliance department and follow an escalation process involving structures such as the Internal Ethics Committee, Internal Audit, the Audit, Risk and Ethics Committee, and the Board of Directors."]

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[null,"Quality Management of Education Services"]
[null,"External Quality Standards"]
[null,"Private higher education institutions in Brazil are subject to a rigorous system of regulation, supervision, and evaluation by the Ministry of Education (MEC), which assesses the quality of education through their performance in the National Higher Education Evaluation System (SINAES). Institutional performance in SINAES is essential for reaccreditation during each evaluation cycle, and institutions with low performance may face sanctions, including, in extreme cases, suspension of operations. The following aspects of educational quality are evaluated: the Institution, Undergraduate Programs, and Student Performance. During the institutional evaluation stage, MEC appoints an on-site evaluation committee to verify whether each institution meets the quality indicators outlined in the External Institutional Evaluation Instrument (INEP). The results of this stage are expressed in evaluative scores ranging from 1 to 5, distributed across each dimension or axis of the evaluation instrument.\n\nOne of these quality indicators is the Course Score (CC). In 2024, 100% of Afya’s institutions achieved a CC of 4 or 5. That same year, Afya also met the KPI for the first year of its sustainability-linked loan with the IFC, tied to ambitious Course Score (CC) targets. The report from the first evaluation cycle, issued by an external auditor, is available on the company’s Investor Relations website. Regarding student performance, the National Student Performance Exam (ENADE) measures students’ knowledge, skills, and competencies. The most recent ENADE evaluation cycle refers to the year 2023, and results show that 70% of Afya’s medical programs received scores of 3 or 4.\n\nBeyond MEC-issued quality certifications, Afya’s Simulation Centers stand out as the only ones in Brazil with international accreditation from the Society for Simulation in Healthcare.\n\nAfya’s postgraduate education also follows its own strategies to ensure the quality of training offered. Educon’s programs—including postgraduate courses, preparatory programs for medical board exams and residencies, and short courses—are structured using active learning methodologies that encourage participation, problem-solving, and practical application of knowledge. Proprietary methodologies are applied, and continuous management of indicators such as student satisfaction, NPS, and learning outcomes is carried out. The high standard of education is maintained across the entire portfolio, aligned with the needs of the medical market and focused on preparing professionals to be more skilled, critical, and engaged. The 2024 results highlight the positive outcomes of our educational quality: our residency preparatory programs achieved a 90% approval rate, and student satisfaction was reflected in a consolidated NPS within the quality zone."]
[null,"Internal Quality Standards"]
[null,"Afya promotes internal initiatives dedicated to strengthening the quality of its services, such as the “Afyados” Program, focused on the standardization, development, and excellence of processes through the HEI (High Educational Institutions). In 2024, a high standard of excellence and process maturity was achieved, with improved results in 77% of the units and an increase in performance achievement from 50% to 70% within the program. Another important initiative designed to boost scientific production is the “Afycionados por Ciência” Program, which in 2024 achieved a 90% increase in international publications, totaling 3,378 A1 and A2 articles.\n"]
[null,"Training"]
[null,"Afya’s Pedagogical Support and Faculty Development Center (NAPED) is the structure dedicated to the training and development of professional educators. Present in all undergraduate units, it offers unified training programs, workshops, and learning tracks that ensure pedagogical alignment and scientific updates across various fields of knowledge. Training is available to all faculty members, reinforcing the institution’s commitment to pedagogical innovation and continuous improvement. These sessions are offered consistently throughout the year, covering topics relevant to teaching practice. Additionally, seasonal training is provided to address the specific needs of each undergraduate unit and its regional context. This integration between global and local perspectives ensures that academic excellence is accompanied by cultural sensitivity and relevance.\n\nParticipation in NAPED training is essential for career advancement within the faculty track, generating individual certifications and strengthening both collective academic quality and a culture of continuous development. The promotion of educational technologies and research in teaching further enhances instructional practices, creating a virtuous cycle of innovation. Thus, faculty development at Afya is a strategic, essential, and ongoing effort, balancing institutional standardization with local autonomy.\n\nIn postgraduate education (Educon), faculty members follow specific training tracks to ensure continuous updates and pedagogical excellence. These tracks are mandatory and available through Afya’s Corporate University (UCA), with annual updates and recommendations. 100% of the faculty is eligible, and the tracks cover teaching methodologies and instructional strategies.\n\nAfya also offers training to all direct employees through UCA, as described in the Human Capital Development section. Among the available courses are titles such as Product & UX and the Customer Experience track, which includes courses like Five-Star Service, Argumentation and How to Handle Difficult Customers, and Nonviolent Communication in Customer Service."]
[null,"Services Safety"]
[null,"There are no processes or convictions related to product labeling or prohibited marketing during the period covered by the report. (GRI 417-2).\n\nWe had no instances of non‑compliance with advertising, promotion, sponsorship, or related practices, nor any convictions or legal actions during the reporting period (GRI 417-3).\n\nNo data breaches were reported to the ANPD or brought to court by clients or authorities during the period covered by the report (GRI 418-1).\n\nAfya’s digital technology governance is described in detail in the 2024 Annual Sustainability Report."]

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[null,"Data Security"]
[null,"Approach & Policy"]
[null,"Afya adopts a proactive cybersecurity strategy designed to strengthen the protection of its assets against internal and external threats, aligned with best international practices and the directives of the ISO/IEC 27001 and the Cyber Security framework set out by the National Institute of Standards and Technology.\n\nInformation Security Policy defines the responsibilities and best practices to guarantee the company's security and the Security Incident Response Plan defines a set of procedures aimed at minimizing the impact of cyber events and ensuring the continuity of the services. This issue is of great importance in our materiality and enterprise risk management, and involves the Audit, Risks and Ethics Committee in the supervision of the effectiveness of the application of the cybersecurity program, as well as training and the participation of the Executive Board as part of the risk identification and mitigation strategies.\n\nMore details about our data security strategy can be accessed in Afya’s 2024 Annual Sustainability Report."]
[null,"Audit"]
[null,"Afya conducts annual internal Information Security audits through its dedicated internal team, focusing on the most critical processes related to governance, risk management, and security controls. The audit scope includes the evaluation of policies, data protection, network and system security, vulnerability management, and incident response. In addition, regular penetration testing (pentest) is performed to identify and address exploitable vulnerabilities in systems and applications. These findings are documented and followed by structured remediation plans, reinforcing the effectiveness of security controls. The audit methodology is based on inherent risk assessment, ensuring that all technology processes are analyzed in terms of risk probability and impact. This approach enables the prioritization of controls and corrective actions and ensures that all relevant risks are systematically reviewed each year, strengthening Afya’s security posture and organizational compliance.\n\nAn independent external Information Security audit is also conducted annually, following a methodology based on inherent risk assessment to ensure a comprehensive review of all critical technology processes. The scope includes governance and security management, risk management, incident response, and remediation plans for vulnerabilities identified during the internal audit. Afya’s Information Security team maintains specific SOX controls, including vulnerability and event management, antimalware protection, and execution of pentests. These controls are also evaluated by the external audit, with results and status updates shared and monitored by the company’s board. This structured and independent approach provides a clear view of control effectiveness and promotes continuous improvement of the organization’s information security posture."]
[null,"Privacy"]
[null,"Approach & Policy"]
[null,"Afya has established robust procedures for the collection, handling, confidentiality, and management of personal data, operating in compliance with the General Personal Data Protection Law (LGPD) and other applicable regulations, such as those related to academic records in the education sector. Afya’s Unified Privacy Policy, which outlines data processing activities across Afya and its subsidiaries, is available on the company’s website at the following link: https://www.afya.com.br/privacidade/politica-de-privacidade. Through the Privacy Portal, users can also access clear and accessible information about our approach to personal data protection: https://www.afya.com.br/privacidade.\n\nPersonal data is managed by our Privacy Office, which is overseen by the Data Protection Officer (DPO). We use a privacy platform that supports the creation of a periodically updated inventory that identifies, maps, and classifies risks related to personal data. This platform also assists other departments in managing the topic both internally and externally. By applying the concept of privacy by design and by default, we ensure that the development of our products and services complies with data privacy and protection standards."]
[null,"Training"]
[null,"In addition to the privacy and security training provided to employees, Afya also offers training to third parties who have access to our work systems. Every new partner with access to Afya’s systems is invited to complete the privacy and security training and is granted access to the Third-Party Security Policy. The Privacy and Data Protection Handbook is also made available to suppliers."]
[null,"Rights provided to consumers"]
[null,"Afya’s data subject service channel covers all rights provided under the Brazilian General Data Protection Law (LGPD), including rights of access, rectification, deletion, withdrawal of consent, among others, as detailed at the following link: https://www.afya.com.br/privacidade/canal-de-atendimento-ao-titular. The DSAR (Data Subject Access Request) feature is available in the footer of all Afya product websites and is widely promoted.\n\nAfya’s Privacy Policy, as well as the policies of its digital products, describe the legal purposes for data processing and information collection, and indicate the legal bases applicable under Brazilian law to our business. Afya collects OPT-IN (consent) for the purposes described in the Policy and also provides a specific channel for consent withdrawal (OPT-OUT). To exercise any of the aforementioned rights, users must access the Data Subject Service Channel, available via the link in the footer of Afya’s website: https://afya.com.br/pedidodotitular.\n\nAfya fully complies with its data retention and disposal policy. In Brazil, various laws regulate the retention of information for specific periods, including those issued by the Ministry of Education, the Federal Council of Medicine, the Civil Code, the Federal Constitution, the Consolidation of Labor Laws, the National Tax Code, sector-specific regulations, and other applicable norms. Section 7 of the External Privacy Policy also states that the Afya Group adheres to data retention practices in accordance with applicable legislation. Personal data is stored only for as long as necessary to fulfill the purposes for which it was collected, unless there is another legal, regulatory, or contractual reason to retain it, provided it is supported by a valid legal basis."]
[null,"Data protection covering suppliers and business partners"]
[null,"All Afya contracts include standardized clauses on data protection, information security, confidentiality, and ethics. Additionally, links to Afya’s Code of Ethics and External Privacy Policy are provided to ensure full awareness by all parties. Suppliers and partners agree to the following obligations upon signing contracts with Afya:\n\n1. Compliance with the LGPD and ANPD Regulations: All parties must comply with Law No. 13.709/2018 (LGPD) and the regulations issued by the Brazilian Data Protection Authority (ANPD) when processing personal data.\n2. Transparency with Data Subjects: Parties must clearly and transparently inform data subjects about any transfer, disclosure, or shared use of personal data between the parties.\n3. Information Security: Parties must ensure an adequate level of security, considering: The risks involved in data processing; The nature of the personal data; Available security technologies in the industry; Requirements from the ANPD or other competent authorities; Internal data protection practices; Applicable legislation.\n4. Incident Response: In the event of a security incident, appropriate measures must be taken, including notifying data subjects and the ANPD.\n5. Respect for Data Subject Rights: Parties must respect and fulfill the rights of data subjects as provided by law.\n6. Confidentiality and Secrecy: Parties must ensure the confidentiality, protection, and secrecy of information, under penalty of fines in case of non-compliance.\n7. Data Security Program: Throughout the duration of the contract, parties must maintain a data security program with appropriate technical, physical, and governance measures to protect personal data against security incidents."]

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["Início","Referências","Conteúdo","Temas materiais","Econômico","Ambiental","Social","Framework","◄","►"]
[{"$error":"#VALUE!"},null,null,null,null,null,null,"Databook ESG 2024"]
[]
[null,"Quantidade de colaboradores por gênero, tipo de contrato e carga horária."]
[]
[null,"Tipo de contrato de trabalho"]
[null,null,"Feminino","Masculino","Totais"]
[null,"Permanentes",5304,3654,8958]
[null,"Temporários",12,6,18]
[null,"Sem garantia de carga horária",465,276,741]
[null,"Carga de trabalho"]
[null,"Tempo integral",2768,1823,4591]
[null,"Período parcial",3013,2113,5126]
[null,"Total",5781,3936,9717]
[]
[null,"Quantidade de colaboradores por região, tipo de contrato e carga horária."]
[]
[null,"Tipo de contrato de trabalho"]
[null,null,"Norte","Nordeste","Centro-oeste","Sudeste","Sul","Totais"]
[null,"Permanentes",2505,1923,13,4225,292,8958]
[null,"Temporários",4,4,0,9,1,18]
[null,"Sem garantia de carga horária",244,357,0,137,3,741]
[null,"Carga de trabalho"]
[null,"Tempo integral",1185,753,13,2562,78,4591]
[null,"Período parcial",1568,1531,0,1809,218,5126]
[null,"Total",2753,2284,13,4371,296,9717]