Management and engagement
Long-Term Incentive Program
Diversity
Respect is a core value for Klabin, guiding the Company’s diversity agenda. The focus is on generating value for all stakeholders through an inclusive work environment in which people experience a sense of belonging and feel secure to do excellent work. To this end, the Company operates around five pillars:
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Gender;
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Race and ethnicity;
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Multiple generations;
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LGBTI+;
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People with disabilities.
Klabin is working to increase the representation of members of marginalized groups and promote their effective inclusion in the Company. Klabin has a Diversity and Employability Promotion Policy applicable to all its permanent employees, temporary employees and contractors. A Corporate Diversity Committee regularly assesses recruitment practices and procedures to help reduce conscious and unconscious biases. In addition, the Company participates in Brazil’s principal corporate diversity movements:
UN Women’s Empowerment Principles
A platform that guides companies to empower women and promote gender equity in all areas of their business, including their value chain and the communities in which they operate.
Women’s Forest Network
A Brazilian association whose aim is to expand, promote and share knowledge on the subject of gender, with a focus on the inclusion of women in the forestry sector.
Companies and LGBTI+ Rights Forum
A permanent business movement that brings together major companies around 10 commitments to promote LGBTI+ human rights.
Movement for Racial Equity (MOVER)
A Brazilian movement composed of companies that are working collaboratively to promote and accelerate their racial inclusion journey, by joining forces and exchanging best practices.
Gender
In 2024, the Company reached a rate of 25% of women in leadership positions. The target is to reach 30% by 2030.
Klabin implemented several affirmative action initiatives to support the recruitment and professional development of female employees in 2024, including a Female Leadership Development Program in the Santa Catarina Highlands region, mandatory employee diversity and inclusion training through the Klabin Business School Portal, the incorporation of a diversity module into leadership development programs, and targeted career development measures for black women. Furthermore, Klabin requires all shortlists for coordinator and manager positions to include at least one qualified female candidate, and balanced female representation is ensured in internal development acceleration programs.
Employee at the Piracicaba II Plant (SP).
Race and ethnicity
In 2024, 47.78% of external hires were black people. This figure does not include interns and apprentices. In addition to greater representation, there was also progress in the training of these professionals. In 2024, more than 400 people took part in activities organized by the Movement for Racial Equity (MOVER), in particular “MOVER Hello,” a project that offers grants to study English on an online platform. Black professionals also took part in initiatives to train them to take on leadership positions at the Company in future.
2024 |
2023 |
|
|---|---|---|
Race |
% of workforce | % of managerial positions |
% of workforce | % of managerial positions |
Black |
39.61% | 20.44% |
39.93% | 18.32% |
White |
57.28% | 76.06% |
55.80% | 77.94% |
Asian |
1.15% | 2.95% |
0.97% | 2.99% |
Indigenous |
0.25% | 0.00% |
0.29% | 0.00% |
Not informed |
1.71% | 0.55% |
3.01% | 0.75% |
*Klabin considers black people to encompass black and mixed-race people, in line with the methodology used by Instituto Brasileiro de Geografia e Estatística (Brazil’s National Statistics Agency - IBGE). Managerial positions are grouped into director, manager and coordinator levels. Ethnic-racial information is provided through self-declarations by employees.
LGBTI+
The Company continues to monitor the evolution of the representation of this group in the workforce and is expanding its actions to engage internal stakeholders and raise their awareness about inclusion of these professionals. One of the most important initiatives in this regard is the provision of emotional, social and legal support for transgender employees who wish to update their documentation.
People with disabilities
Klabin is working on an action plan to increase the representation of people with disabilities within the Company, taking into account any structural adaptations that may still be needed.
Favorability among marginalized groups
Klabin’s target is for 90% of its employees belonging to marginalized groups* to positively evaluate the conditions of respect and equality in the workplace.
In the 2024 edition of the Company’s climate survey, this rate was 87%, higher than the market average. There was an increase in the percentage among specific groups, such as trans women and non-binary people, and a decrease in the indicator regarding the perceptions of indigenous and black people. This survey, conducted by Korn Ferry, a global organizational consulting firm, will help the Company assess the areas in which it should intensify its work to raise awareness of diversity.
*Marginalized groups are considered to be women, black and mixed-race people, indigenous people and LGBTI+ people.
¹ Indigenous people make up 0.29% of Klabin employees.
