Diversity

KODS 2030

30% of women in leadership position

Since 2020, specific targets have been set to increase the number of women, both in leadership positions and in the total percentage of employees, and a constant series of affirmative actions has been promoted to support the inclusion and career development of women. In 2024, the following can be highlighted:

• Women's leadership development program in the Serra Catarinense region, through the local “K  entre Nós” Affinity Group.  
• Diversity and Inclusion literacy modules on the ENK platform;
• Diversity module incorporated into the development paths of new coordinators, managers, supervisors and operational leaders (Turning the Key);
• Encouraging the promotion of actions aimed at the career development of black women, through a partnership with MOVER - Movement for Racial Equality;
• Selection processes for minority groups (women, black people and people with disabilities), through prior alignment with the respective leadership demanding the position;

In addition, women's representation in the total number of promotions in the period from January to November/2024 is noteworthy: of the 2187 promotions carried out, 494 were for women, representing 22.6% of the total.

KODS 2030

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

This indicator was obtained from the Klabin Climate Survey conducted in 2024.  Considering only the responses of those who declared themselves to be members of a minority group in terms of representation in the gender, race and sexuality pillars (i.e. women, non-binary people, trans men and women, black, brown, indigenous and LGBTI+).

Although the overall percentage remains at 87% favorability, we have advances to highlight in each of the groups, if compared to the last survey carried out (2022):

• LGBTI+: 77%, and an increase of 2 percentage points, with the highlight being an increase of 3 percentage points for non-binary people; 
• Cis women: 88%, with an increase of 1 percentage point;
• Trans women: 91%, an increase of 8 percentage points;
• However, opportunities to intensify affirmative action were identified when it came to the Racial pillar, as black people scored 90%, with a decrease of one percentage point, and indigenous people, with 92% and a decrease of five percentage points. 

The Company believes that the promotion of affirmative action has a significant impact on this indicator, highlighting the return to monthly meetings with leaders and co-leaders of the five affinity groups, as well as the inclusion of a specific policy to provide guidelines for the use of the Social Name for transgender people.

Percentage of individuals within governance bodies, by gender

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

Percentage of employees by functional category and gender

Note: The group of professionals identified as the "Board of Directors" was included in the "Administrative" category for the consolidation of other indicators until 2019. From 2020 onwards, this group was not considered. The percentage is calculated based on the total number of employees of the gender in the category.

Starting in 2022, we began grouping the first management level with the coordination level.

Percentage of employees by functional category and age group

Note: The group of professionals identified as the "Board of Directors" was included in the "Administrative" category for the consolidation of other indicators until 2019. From 2020 onwards, this group was not considered.

Percentage of people with disabilities (PWD), by functional category and gender

Note: The group of professionals identified as the "Board of Directors" was included in the "Administrative" category for the consolidation of other indicators until 2019. From 2020 onwards, this group was not considered. The percentage is calculated based on the total number of employees of the gender in the category.

Employees by race

*We consider the definition of Black race as the sum of Black and Brown people, according to IBGE. Management positions are grouped at the levels of Directors, Managers, and Coordinators.

In 2023, Klabin reached 39.25% of Black individuals among its employees (excluding interns and apprentices), exceeding the annual target of 36%, which directly impacted the variable compensation of 100% of the Company's executives. About 55% of this increase was achieved through new hires, and the remainder was driven by the self-declaration of employees across all units.

Additionally, other actions boosted this number: literacy training for leadership; awareness campaigns to combat racism; discussion circles and sensitization initiatives in the units; and the commitment to Mover, a movement formed by 50 organizations that pledged to achieve 10,000 leadership positions occupied by Black individuals and generate 3 million opportunities for this group by 2030.

The mathematical ratio between salary and base pay for women and men in each functional category, broken down by significant operating units

Note: remuneration considers nominal salary + short-term incentives (ICP) + long-term incentives (ILP). There were no directors at the Puma and Monte Alegre units in the period considered. The remuneration of employees on leave and of interns and apprentices is considered an annualized nominal salary.

For the functional categories of apprentices and interns, there is no salary/stipend distinction between women and men. The difference shown is due to the local practice of the regions.

Gender pay indicators (%)

The topic of diversity and respect was one of the four priority culture drivers for Klabin in 2022 and this directly reflected on the Company's commitment to build increasingly welcoming, respectful and diverse environments, with actions that positively impacted the organizational climate, engagement and productivity. Among the evolutions are the increase in the number of women in leadership from 21% (2021) to 23.44% and black people from 31% (2021) to 35.08%, results that exceed the targets established by the Executive Board in the Profit Sharing Program (PPRG) at the beginning of the year. Additionally, according to the climate survey results, there was progress on the topic, with 87% of employees from diverse groups (such as women, black people, LGBTI+ individuals, and people with disabilities) positively assessing the conditions of respect and equality in the workplace.

For the first time, six internal campaigns focusing on diversity were conducted, which raised awareness about respect and inclusion within Klabin's five pillars: gender, race, LGBTI+, people with disabilities, and generations. Other noteworthy actions included the hiring of diversity targets for 100% of the Executive Board; the training of people with disabilities in Santa Catarina in partnership with Senai; joining the Mulher Florestal Network; the continuation of corporate governance of the topic in conjunction with the regional units; the expansion of affinity groups to other units; participation in the LGBTI+ Business Forum and MOVER – Racial Equity Movement; the conducting of a diversity assessment for all units; the continuation of the Integra Klabin social internship program, aimed at low-income students, which in 2022 saw the admission of 40 people and 47% retention; the conversation panels for discussion and welcoming; the exclusive resume banks for people with disabilities and people of color; and the receipt of the Paulista Diversity Seal, recognition from the State of São Paulo for companies that promote diversity and inclusion.

It is important to highlight that all these actions were implemented with a focus on the Brazilian reality, however, in 2023, Klabin began an analysis of the theme also in the region where it is present in Argentina. The first steps to be put into practice are: making the entire Argentine team aware of the concept and importance of Diversity and Inclusion for companies, expansion of affinity groups for the location and mapping of indicators, according to the local reality. The big challenge is to adjust the actions taking into account the different context of the other units, such as the conceptual alignment on minority groups, other forms of prejudice and differences in legislation, which prevent database standardization.