Diversity

KODS 2030
 

30% of women in leadership position

Percentage of women in leadership position

In 2025, there were 3,704 promotions, 747 of which were women, representing 20.2% of the total. Of the 59 internal promotions to leadership positions, 10 were women, representing 16.9%. Since 2020, with the establishment of the public goal of increasing the participation of women in leadership positions and in the total percentage of employees, the Company has intensified actions aimed at the development of female employees, continuous gender awareness for its internal audience, and increasing representation at the base to gradually support the increase of women in management. Some initiatives developed throughout the year stand out: 

• Performance of the target linked to variable remuneration;
• Recruitment processes for minority groups, subject to prior alignment with the leadership of the vacancy; 
• Encouragement of career development for black women through leadership development programs, in partnership with the Movement for Racial Equality (Mover);
• “Inclusive Leadership” training at operating units and Diversity and Inclusion Literacy Modules on the Klabin Business School Portal (ENK), involving 160 leaders;  
• Diversity module incorporated into the development tracks for new coordinators and managers – supervision and operational leadership – 197 people impacted;
• Female leadership development program in the Serra Catarinense region, through the local Affinity Group “K entre Nós”;
• Recommendation to nominate at least one woman as a successor during the Performance Cycle;
• For all open coordination and management positions, at least one woman is included in the shortlist (pre-selection), with a Talent Attraction team focused specifically on diversity.

KODS 2030
 

90% of employees belonging to minority groups positively evaluate the conditions of respect and equality in the work environment

GRI-405-1

Percentage of individuals within governance bodies, by gender

Only members of the Board of Directors were included in the governance body data (14 members).

Percentage of individuals within governance bodies, by age group

Since 2023, the percentage of people aged 50+ has been included in the area’s indicators, providing visibility to generational diversity and the inclusion of older and aging individuals. 

Percentage of employees by functional category and gender

Note: Some variations in the breakdown of employee categories may appear due to changes in organizational structure. 

Percentage of employees by functional category and age group

Percentage of people with disabilities, by employee category and gender 

Employees by race

*The black race is defined as the sum of black and mixed-race people, in line with the categorization used by Brazil’s national statistics agency (IBGE). The percentage is calculated based on the total number of employees of each gender within the category. 

In partnership with the Movimento pela Equidade Racial (Movement for Racial Equity - MOVER), Klabin has made 316 full scholarships available to employees who self-identify as black to do training courses, including English courses, graduate courses and leadership development programs. 

Percentage of black employees by employee category and gender 
 

Klabin’s social internship program, called “Integra Klabin,” aimed at students from low-income families, had 204 participants in 2024, and 42% of them were black. 

GRI-402-5

Ratio between base salary and remuneration for women and men in each employee category, broken down by significant operational units

Gender pay gap (%) 

The mean shows the overall value calculated by adding all salaries and dividing the total by the number of people. The median shows the central value of the distribution, which separates the upper half from the lower half of salaries (i.e., the “middle” salary).  

Throughout 2024, Klabin strengthened its diversity agenda, with an emphasis on reviewing governance mechanisms while streamlining and speeding up communication and internal engagement processes, based on active and comprehensive listening to employees. The Klabin Attitude was also updated to include Respect as a value directly linked to diversity. Find out more in Klabin’s Culture. 

Some of the highlights of 2024 in the field of diversity: 

• 32 communication and internal engagement actions on the topic; 

• 43,168 participations;

• 3,900 online interactions on the subject on Klabin’s social media channels; 

• Around 100 leaders trained in diversity issues, including managers, coordinators and supervisors; 

• 14 hours of in-depth training on Klabin’s five strategic pillars for leaders and co-leaders of affinity groups. 

Klabin’s diversity and inclusion strategy encompasses actions to strengthen inclusion and a sense of belonging within the Company and in society, reinforcing the importance of diversity in driving innovation and team competitiveness. These initiatives are led by the Human Development Area, with support from governance groups. Internally, the theme permeates a series of activities, as well as being a pillar of the Company’s training and professional development program. 

Klabin participates in a series of movements that amplify the positive impact of its diversity-related activities. In this regard, the Company is a signatory to several business pacts, sharing strategies and supporting inclusion and awareness actions in society: 

• Movimento pela Equidade Racial (Movement for Racial Equity - MOVER): a coalition to fight racism, aiming to promote 10,000 black people to leadership positions by 2030 and provide professional training courses to 3 million black people; 

• Companies and LGBTI+ Rights Forum: a group of over 100 companies committed to respecting and promoting LGBTI+ human rights in the business environment and in Brazilian society; 

• Women’s Forest Network: an organization that promotes gender equity in the forestry sector.