Equal Pay Act

As provided for by the Equal Pay Act - No. 14,611 of July 4, 2023, which addresses equal pay and remuneration criteria between men and women in labor relations, Vale makes available on this page the reports generated by the Ministry of Labor and Employment (MTE), produced based on a methodology that considered data from the eSocial system for the year 2025, grouping different functions into 5 major groups of the Brazilian Occupational Classification (CBO).

Article 461 of the Consolidation of Labor Laws (CLT), which guides equal pay in Brazil, establishes that wages shall be equal when the same function is performed with the same productivity and technical proficiency, among employees with a difference in time of service of at least 2 years in the role and 4 years at the company. Therefore, the different analytical approaches of the Equal Pay Act and Article 461 of the CLT may produce different results.

Pay equity is a relevant topic for our company and has been published annually in our Integrated Report since 2017. In the report, which considers international reference methodologies and national legislation, the overall compensation gap at Vale in 2025 was 7 percentage points. Any variations stem from seniority levels and time in the role and position.

Vale has made a public commitment to expand gender representation and is focused on attracting, retaining, and valuing women through affirmative actions and career growth opportunities. This work is combined with fostering inclusion, enhancing the company's ability to bring innovative and sustainable solutions to mining and to society.

We will remain committed to building an increasingly inclusive work environment, with equitable opportunities where people can grow and be who they are.

Learn more about Vale's gender equity evolution journey in Brazil

In 2013, Vale joined the Women's Empowerment Principles (WEPs), guidelines created by UN Women and the Global Compact to promote gender equity in the private sector and women's full participation across all sectors of the economy and at all levels of activity.

The Company's sustainability strategy is also aligned with the UN's Sustainable Development Goals (SDGs) under its 2030 Agenda and included commitments aligned with SDG 5 on gender equality, such as the goal of doubling women's representation in the workforce and senior leadership by 2025.

Additionally, see below some highlights of Vale's ongoing and intense cultural transformation in Brazil:

  • The third most desired company to work for according to the Carreira dos Sonhos 2025 survey.
  • Women's representation grew from 13.8% in 2019 to 28.2% in December 2025, equivalent to over 9,700 more women.
  • In 2019, 25% of new hires were women. In December 2025, this figure reached 37%.
  • Since 2019, we have doubled women's representation in leadership positions. In 2019, 14% of our leadership was made up of women. In December 2025, that figure rose to 25.7%.
  • 38% of women in leadership positions in Brazil are Black.

Various training programs for women

  • We have trained more than 3,000 women in Equipment Operation, Mechanics, Electrical, Welding, and Railway Operations.
  • The Potencializando Talentos Mulheres (Empowering Women's Talents) Program, focused on accelerating the careers of women in analyst positions to take on more strategic roles within the company.
  • The Career Acceleration Program for Black Women, an initiative aimed at boosting the professional development of Black women in society.
  • The Conversas Inspiradoras (Inspiring Conversations) Program for women leaders through mentoring with renowned market professionals working across a wide range of fields and sectors.
  • One of the standout companies in promoting Diversity, Equity, and Inclusion in the labor market, according to Datafolha's 2024 unprompted survey.
  • Diversity in Practice Award: "Assédio Não!" (No Harassment!) case study.
  • ANTAQ Award – "Gender and Diversity" category, Ponta da Madeira Terminal.

Benefits

  • The Cegonha (Stork) Program to support expectant mothers and ensure family well-being during pregnancy and the postpartum period.
  • The Empresa-Cidadã (Corporate Citizen) Program, offering extended long-term parental leave (maternity). As a voluntary company benefit, through Collective Bargaining Agreements, short-term leave (paternity) is extended to 30 days.
  • Reimbursement of part of daycare, babysitting, and preschool expenses for children up to 6 years old, for those who take long-term parental leave.
  • The Domestic Violence Victim Support Program, which aims to provide confidential care, psychosocial support, and legal guidance, respecting the victim's autonomy and prioritizing their safety and well-being.
This topic is a priority for Vale, and in compliance with the Equal Pay Act, we make available here the reports generated by the federal government based on data from the Emprega Brasil Portal. We emphasize that, in accordance with this law, Vale is committed to promoting equal pay between women and men who perform equivalent functions, combating wage discrimination.