With respect to direct remuneration, market research studies are conducted annually by specialized consulting firms, such as Willis Towers Watson and Korn Ferry Hay Group. The results demonstrate that salaries paid by the company are competitive in relation to best practices in the oil and gas market (this position has remained stable since 2007). Salary amounts practiced, without any distinctions as to regionality, gender or ethnicity, are reviewed and adjusted annually through negotiation with unions representing the professional category.

We have a conceptual model of variable remuneration, composed of the Performance Bonus (PRD) and the Profit Sharing and Results Programs (PLR), both for employees holding or not holding managerial positions; in addition to the Performance Bonus (PPP), exclusive for members of the Executive Board.

The PRD recognizes the individual performance of Petrobras employees, complementing the PLR. The bonus received depends on the achievement of four main metrics:

• Petrobras Value Delta (VALOR)
• Greenhouse Gas Target Achievement Index (IAGEE)
• Oil and Derivatives Spill Volume Indicator (Vazo)
• Specific targets – evaluated by Performance Management (GD) for all employees, or by the respective area’s scorecard for executive managers and equivalents.

In addition to direct and variable remuneration, and with the purpose of valuing the quality of life of our employees, we provide a series of benefits, including:

• Multidisciplinary Health Care Plan (AMS)
• Pharmacy Benefit Program
• Parental leave granted in accordance with the maximum period established by law
• Caregiver Assistance, for active employees who are PWD (Persons with Disabilities) with daily living needs
• Educational benefits for employees’ children

Petrobras treats diversity, equity and inclusion as a relevant topic for people management, governance and sustainability. Our approach combines public representation targets, corporate policies, the promotion of equal opportunities, mechanisms to prevent discrimination and harassment, and initiatives that also reach our suppliers.

In 2025, the percentage of women and Black people in leadership was 25.2% and 24.7%, respectively. In the same period, Petrobras’ nominations for seats on Boards of Directors, Advisory Committees, Executive Boards and Fiscal Councils of our equity investments reached 49% women and 28% people who self-declared as Black.

Our strategy is guided by targets that are public. By 2030, we seek to reach 26% women and 26% Black people in leadership positions. For Petrobras’ nominations in equity investments, the established targets have already been achieved (a minimum of 30% women by 2026 and a minimum of 20% people who self-declared as Black by 2028).

The main corporate instruments that support this topic are: the Diversity, Equity and Inclusion Policy; the Petrobras Position Statement on Diversity and on Combating Harassment and Discrimination; the Guideline on Prevention and Combating Discrimination, Moral Harassment and Sexual Violence; and the Guideline on Protection for Victims of Workplace Violence. The company also maintains initiatives for awareness-raising, training and monitoring of the topic within internal governance structures.

We are advancing actions to expand the participation of underrepresented groups in the company, in line with our values and with evolving market expectations regarding ESG practices. For the entry of new employees, we conduct public selection processes that follow quota policies. Internally, we have development programs and inclusion initiatives, such as affinity groups and mentoring programs, among others.
With regard to compensation, our Career and Compensation Plan does not differentiate by gender among people who hold the same position or rewarded function. Considering the same position, salary level, length of service, work arrangement and working conditions, the ratio of average compensation between women and men is equal to 1.

In addition, Petrobras maintains mechanisms for prevention, support and handling of complaints related to workplace violence, with emphasis on the Petrobras Program against Sexual and Workplace Violence (PPCVST), the 24/7 Whistleblowing Channel, and specific guidelines to protect victims. These initiatives reinforce the commitment to a respectful, safe and inclusive work environment.
Our approach also reaches our suppliers. Since November 2024, contracts with suppliers have incorporated a Human Rights Clause, prohibiting prejudice, discrimination, harassment, sexual exploitation, child labor and labor analogous to slavery. In 2025, 37% of relevant suppliers underwent human rights due diligence, 56% were trained in integrity and/or privacy, and 74% of strategic procurements expanded ESG requirements.

Finally, in addition to the company’s voluntary targets, Petrobras observes the legal frameworks applicable to state-owned companies and mixed-capital corporations, including Law 15,177/2025, which establishes a minimum percentage of women’s participation on boards, with gradual implementation and other breakdowns provided for by law.