Diversity

Generation of the maximum possible from the naturalization of the human in safe and inclusive environments that allow the free expression and of the diverse creatives.

KODS 2030
 


30% of women in leadership position

 

Percentage of women in leadership position

2020 2021 2022 2023 (Preview) 2030 Goal
13.50% 21.40% 23.44%

25.00%

30%
 

In 2023, we continue to work to increase the percentage of women in leadership. Actions include:

  • Two goals contracted by 100% of the board linked to variable remuneration to increase the number of women and women in leadership;
  • Women's development initiative at K Entre Nós in Serra Catarinense;
  • A diversity literacy training module in the development path for new coordinators and managers (Virando a Chave) and also for supervisors and leading operators.

Note: Women who hold board, management or coordination positions are considered women in leadership.

KODS 2030
 

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

 

Percentage of employees belonging to minorities groups positively evaluating the conditions of respect and equality in the work environment

2021 2022 2023 2030 Goal
61% 87% 87% 90%
 
 

This indicator was obtained from the climate survey, conducted in 2022. It can be seen that there are still specific challenges in stratified indexes between the groups. One of the examples is the LGBTI+ public, which presented a 75% favorability index. Therefore, in 2023, the Company will increase its inclusion efforts for the remaining groups, continuing the work on building an increasingly inclusive environment for all.

LGBTI+ Woman Yellow Black Indigenous
74 83 83 87 93

This data is biannual and to support the monitoring of the evolution of this indicator, in the first half of 2022 we will carry out a Diversity Survey, which is a diagnosis of perception regarding diversity and respect in the Company, as well as an instrument for gathering statistics.

This data refers to the Climate Survey conducted in 2019. Despite being a bi-annual survey, in 2021 the decision was made not to carry it out, and its application is scheduled for September 2022. In order to support the monitoring of the evolution of this indicator, in the first half of 2022 we will conduct a Diversity Survey, which is a diagnosis of perception on diversity and respect in the Company, as well as a tool for collecting statistical data.

Therefore, the reported result is the same as in the previous year. Taking into account only the responses of people who declared themselves to be participants of some minority representation in the pillars of gender, race and sexuality (i.e.: women, non-binary people, trans women and men, blacks, browns, indigenous people and LGBT), the favorability index in the 2019 Climate Survey for Klabin’s statement on respect and equality was 61%, versus 87% when considering the response of the general public. This difference between the responses reinforces the relevance of the company’s work on Diversity & Inclusion, according to the movement that Klabin has been intensifying in recent years.

In the 2022 result, we reached 90% considering the weighted average of all diversity groups, versus 92% of Klabin's general favorability. Still, looking at each specified group, there is work to be done on the topic.

With the intention of reducing this difference between the percentages of favorability, we continued to implement several campaigns, programs and specific projects throughout 2021 for each topic, also considering the intersectionality between them.

Please note that we joined Mover, a Racial Equity Movement that is a coalition between companies and aims to be an effective tool to fight against racism, create 10,000 new leadership positions occupied by black people by 2030, and impact more than 3 million blacks through various actions. We have also joined the Forum on LGBTI+ Businesses and Rights, which is an action of more than 100 companies on the commitment to respect and promote LGBTI+ human rights in among Brazilian businesses and in society. All actions are built in partnership with the Affinity Groups that we have for each of these topics: BlacK, for issues of race and ethnicity; Kolors with the topic on LGBTQIA+; K entre Nós, with actions focused on gender equity; Memoh Klabin, also for gender, which proposes to reflect on the effects of masculinity; and MultiKlabin, with the purpose of bringing up for discussion the topic of intergenerational relationship, aiming at achieving better interaction among people of different ages and increased sharing of knowledge and experiences. We formed a group with representatives from various areas to address the topic of People with Disabilities. Affinity groups play an important role in building an increasingly diverse environment.
 

Undertaking goals linked to the topic by executives

  2022 2021
Managers 35% 7%
Directors 100% 75%
Total executives 294 55

In 2022, directors goals are linked to gender and race.

Percentage of individuals within governance bodies, by gender

  2022 2021 2020 2019 2018
Men 86.00% 92.31% 92.31% 81.82% 81.48%
Women 14.00% 7.69% 7.69% 18.18% 18.52%

Note: As of 2020, we started to consider only the full members of the Board of Directors in the Governance Body data.

As in 2020, we considered only the full members of the Board of Directors in the Governance Body data.

Percentage of employees by functional category and gender

  2022 2021 2020 2019 2018
Functional Category Men Women Men Women Men Women Men Women Men Women
Senior Executive Board 85.71% 14.29% 83.33% 16.67% 92.31% 7.69% 91.67% 8.33% 92.31% 7.69%
Management and coordination 74.36% 25.61% 77.27% 21.40% 79.81% 20.19% 79.61% 20.39% 80.52% 19.48%
Management (without coordination) 82.17% 17.83% 83.65% 16.35% 86.62% 13.38% 83.00% 17.00% ND ND
Management (first level only – e.g.: junior)* 90.57% 9.43% 84.78% 15.22% 90.00% 10.00% 80.00% 20.00% ND ND
Management (first level only – e.g.: junior)* and coordination 75.77% 24.23% - - - - - - - -
Management (up to two levels below the CEO)** 77.67% 22.33% 82.09% 17.91% 83.10% 16.90% 89.00% 11.00% ND ND
Management (associated with revenue generation – e.g. commercial). Does not include GG, IT, etc.) 96.30% 3.70% 93.10% 6.90% 92.00% 8.00% 94.00% 6.00% ND ND
Positions related to STEM (science, technology, engineering and mathematics) 69.48% 30.52% 73.22% 26.78% 76.60% 23.40% ND ND ND ND
Technical 63.85% 36.15% 64.53% 35.47% 83.87% 16.13% 59,65% (83,04%) 40,35% (16,96%) 84.50% 15.50%
Administrative 46.85% 53.15% 48.55% 51.45% 47.42% 52.58% 61,17% (50,35%) 38,83% (49,65%) 49.64% 50.36%
Operational 87.08% 12.92% 90.48% 9.52% 92.51% 7.49% 94.10% 5.90% 95.37% 4.63%
Apprentices 33.72% 66.28% 31.09% 68.91% 42.99% 57.01% 47.23% 52.77% 49.73% 50.27%
Interns 41.44% 58.56% 38.41% 61.59% 40.91% 59.09% 41.60% 58.40% 46.36% 53.64%
Total without apprentices and interns 81.00% 19.00% - - - - - - - -
Total 79.61% 20.39% 82.65% 17.35% 85.57% 14.43% 86.94% 13.06% 88.28% 11.72%

Note: The group of professionals identified as “Board of Directors” is contained in the “Administrative” group to consolidate the other indicators until 2019. This group was not considered as of 2020. Blacks, according to the IBGE, include people who call themselves blacks and mixed ethnicity. The percentage is calculated regarding the total number of employees of the gender in the category.

* Managers who report to managers
** Managers who report to directors

We observed an evolution in the number of women in the Company. In regards to leadership positions (starting at coordination), we had an increase of four percentage points compared to the previous year, reaching 21% of women, in addition to an increase of three percentage points in relation to the other positions, reaching 17%. This is the result of several actions: diversity goal tied to variable compensation; instructions on recommending at least one woman as a successor during the Performance Cycle; recommendation for selecting at least one woman in the shortlist in the selection processes; specific team on Attraction focused on diversity, including team training; expansion of Grupo K entre Nós to other units; training of men to form new Memoh groups; implementation of the project against Harassment (“Não se cale”), Round-table discussions and campaigns.

Percentage of employees by functional category and age group

  2022 2021 2020 2019 2018
Functional Category <30 years >30 <50 years >50 years <30 years >30 <50 years >50 years <30 years >30 <50 years >50 years <30 years >30 <50 years >50 years <30 years >30 <50 years >50 years
Board of Directors 0.00% 57.14% 42.86% 0.00% 58.00% 42.00% 0.00% 53.85% 46.15% 0.00% 50.00% 50.00% 0.00% 46.15% 53.85%
management and coordination 1.55% 77.88% 20.57% 3.00% 74.00% 23.00% 2.07% 70.91% 27.03% 1.48% 72.20% 26.32% 1.30% 74.03% 24.68%
technique 25.52% 67.73% 6.75% 22.00% 69.00% 9.00% 18.85% 69.53% 11.62% 20.76% 67.02% 12.22% 20.91% 69.37% 9.72%
Administrative 46.95% 46.01% 7.04% 50.00% 42.00% 8.00% 36.81% 55.62% 7.57% 36.36% 53.59% 10.04% 34.12% 54.67% 11.21%
operational 28.84% 61.03% 10.14% 28.00% 60.00% 11.00% 27.80% 61.34% 10.86% 27.44% 61.84% 10.72% 28.36% 62.99% 8.65%
Apprentices 100.00% 0.00% 0.00% 100.00% 0.00% 0.00% 100.00% 0.00% 0.00% 100.00% 0.00% 0.00% 100.00% 0.00% 0.00%
interns 92.79% 7.21% 0.00% 91.00% 9.00% 0.00% 96.02% 3.98% 0.00% 93.60% 6.40% 0.00% 92.72% 7.28% 0.00%
Total without apprentices and interns 28.10% 61.92% 9.97% - - - - - - - - - - - -
Total 30.30% 60.05% 9.65% 30.00% 59.00% 11.00% 28.42% 60.52% 11.06% 28.65% 60.20% 11.15% 29.93% 60.80% 9.27%

Note: The group of professionals identified as “Board of Directors” is contained in the “Administrative” group to consolidate the other indicators until 2019. This group was not considered as of 2020. Blacks, according to the IBGE, include people who call themselves blacks and mixed ethnicity. The percentage is calculated regarding the total number of employees of the gender in the category.

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

  2022 2021 2020 2019 2018
Functional Category Man Women Man Women Man Women Man Women Man Women
Board of Directors 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
management and coordination 2.26% 0.51% 1.99% 0.61% 1.99% 0.79% 1.86% 0.00% 2.07% 0.00%
technique 2.37% 1.07% 2.09% 1.23% 2.25% 1.30% 2.76% 1.17% 2.62% 0.00%
Administrative 4.48% 1.19% 3.59% 1.35% 3.01% 1.42% 2.95% 1.39% 3.33% 2.14%
operational 3.38% 1.90% 3.06% 2.35% 2.87% 2.46% 2.65% 2.69% 2.76% 2.81%
Apprentices 2.27% 0.58% 0.00% 0.00% 2.17% 0.00% 0.90% 0.00% 1.63% 0.00%
interns 0.72% 0.00% 0.90% 0.56% 1.39% 0.00% 1.92% 0.00% 0.00% 0.00%
Total - by gender 3.22% 1.36% 2.89% 1.56% 2.79% 1.68% 2.62% 1.53% 2.73% 1.73%
Total without apprentices and interns 3.25% 1.48%            
Grand total 2.84%   2.66%   2.67%          

Note: The group of professionals identified as “Board of Directors” is contained in the “Administrative” group to consolidate the other indicators until 2019. This group was not considered as of 2020. Blacks, according to the IBGE, include people who call themselves blacks and mixed ethnicity. The percentage is calculated regarding the total number of employees of the gender in the category.

* No data from the Pilar Unit/Argentina

Employees by race

  2022 2021 2020
Race % workforce of management positions % workforce of management positions % workforce of management positions
Black** 35.39% 18.50% 32,99% 17,15% 30.58% 14.63%
White 58.33% 77.47% 60,05% 78,88% 64.87% 81.15%
Yellow 0.94% 2.56% 1,59% 2,88% 0.69% 2.02%
Indigenous 0.21% 0.18% 0,18% 0,14% 0.04% 0.00%
Uninformed 5.13% 1.28% 5,19% 0,96% 3.82% 2.20%

* There is no data on the Pilar/Argentina unit.

** We consider the definition of black race as the sum of blacks and browns, according to IBGE.

The percentage of black people has been increasing in recent years, with a growth of 2.4 percentage points from 2021 to 2022, in the total number of employees. This result is a reflection of actions such as: raising awareness at all levels and units, performance of the race affinity group (called BlacK, which has a corporate subgroup and a location in São Leopoldo - RS), the annual Black Consciousness campaign with the theme of racial equity for internal and external audiences, an exclusive talent bank for black people and contracting targets linked to variable remuneration for the growth of the number of black people. In 2022, 100% of Klabin's management had targets of this type, confirming the Company's commitment to Diversity. In addition, we are part of Mover, a movement formed by more than 40 companies that together assumed the commitment to increase the participation of black and black professionals in their staff, with the joint goal of reaching 10,000 leadership positions occupied by black and white people. generate 3 million opportunities for this audience by 2030.

The percentage that appears as "Not informed" does not have any type of race declaration in the internal systems. For 2023, the Company is conducting a self-declaration process for employees to reset or reduce this amount.

Mathematical ratio between salary and base pay for women and men in each functional category, broken down by important operating units


 
  2022 2021 2020 2019 2018
Functional category   Klabin Monte Alegre Puma Klabin Monte Alegre Puma Klabin Monte Alegre Puma Klabin Monte Alegre Puma Klabin Monte Alegre Puma
Board of Directors Base salary 1.21 N/A N/A 0.95 N/A N/A 0.89 N/A N/A 0.92 N/A N/A 0.78 N/A N/A
  Remuneration 1.15 N/A N/A 0.86 N/A N/A 0.86 N/A N/A 0.92 N/A N/A 0.63 N/A N/A
Management and coordination Base salary 0.97 0.95 0.93 0.99 0.96 0.99 0.99 0.9 0.95 0.96 0.93 0.9 0.86 0.89 1.16
  Remuneration 0.93 0.95  0.91  0.98 0.93 1.02 0.99 0.9 0.95 0.96 0.93 0.9 0.77 0.85 1.5
Technical Base salary 0.94  0.95  0.84 0.93 0.91 0.95 0.91 0.93 0.98 0.93 0.99 0.97 0.86 0.77 0.69
  Remuneration 0.92 0.95  0.84  0.93 0.9 0.93 0.91 0.93 0.98 0.93 0.99 0.98 0.85 0.77 0.69
Administrative Base salary 0.95 0.92 0.95 0.95 0.93 1.01 0.95 0.95 1.01 0.93 0.98 0.98 0.83 0.75 0.82
  Remuneration 0.96 0.92  0.94  0.95 0.91 1 0.95 0.95 1.01 0.93 0.98 0.98 0.83 0.75 0.82
Operacional Base salary 0.92 0.72 0.87 0.94 0.96 0.82 0.91 0.96 0.9 0.92 0.97 0.97 0.9 0.79 0.69
  Remuneration 0.91 0.72  0.86  0.93 0.96 0.79 0.91 0.96 0.9 0.92 0.97 0.97 0.9 0.79 0.69
Apprentices Base salary 1.01 0.95 1.03 1.02 1 1 1.08 1.08 1 1.01 1.13 N/A 1.1 0.97 1
  Remuneration 1.01 0.95  1.03  1.04 1 1 1.11 1.08 1 1.01 1.13 N/A 1.11 0.96 1
Interns Base salary 0.93 0.92 1.15 0.92 0.93 0.84 1 0.92 0.92 0.93 1 1.01 0.91 0.93 1.07
  Remuneration 0.93 0.92  1.15  0.91 0.93 0.84 1 0.92 0.92 0.93 1 1.01 0.91 0.93 1.07
Total Base salary 0.99 0.90 0.96 0.96 0.95 0.94 0.96 0.96 0.96 0.94 1 0.97 1.2 0.9 0.61
  Remuneration 0.97 0.90  0.95  0.94 0.94 0.93 0.96 0.96 0.96 0.94 1 0.97 1.13 0.86 0.58

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. Remuneration of employees on leave and of interns and apprentices considers 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

 

Indicator Difference between male and female employees (%)
Average salary difference between men and women 4.90%
Median salary difference between men and women 5.69%
Average bonus difference -0.14%
Median bonus difference -1.50%

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.

Updated and verified on: 12/26/2023