Diversity
Diversity
2030 KODS
Achieving 30% female representation in leadership positions.
| 2022 | 2023 | 2024 | 2025 | 2030 Goal |
| 23,44% | 25,00% | 25,50% | 25,05% | 30,00% |
Klabin remains committed to achieving 30% female representation in leadership positions. Throughout 2025, the Company strengthened its efforts to increase the representation of women in leadership, with expanding the female leadership talent pipeline identified as a key governance priority. In support of this objective, the Talent Acquisition team maintains a dedicated Diversity working group focused on increasing female representation in executive recruitment processes. Between January and December 2025, women accounted for 38% of all new hires.
Since 2020, following the establishment of its public target to increase female representation in leadership positions, Klabin has maintained a range of initiatives focused on employee development, raising internal awareness of gender equity, and increasing female representation across the workforce to strengthen the pipeline of women for leadership roles. Key initiatives include a roadshow with discussion forums held across 14 operating units, engaging 160 leaders; Diversity and Inclusion training offered through the Klabin Business School platform; the integration of diversity and inclusion into the Virando a Chave (Turning Point) leadership development program for new leaders; support for the career development of Black women through a partnership with MOVER (Movement for Racial Equity); recruitment processes designed to increase the representation of underrepresented groups, planned in collaboration with hiring managers; and the requirement that at least one woman be included on the shortlist for all coordinator- and manager-level positions, supported by a dedicated Talent Acquisition team focused on diversity.
KODS 2030
Achieving a 90% positive rating among employees from underrepresented groups regarding workplace conditions of respect and equality
| 2022 | 2023 | 2024 | 2025 | Meta 2030 |
| 87% | 87% | 87% | 87% | 90% |
Favorability by Diversity Group
| 2022 | 2023* | 2024 | 2025* | |
| LGBTI+ | 74% | 74% | 75% | 75% |
| Women | 83% | 83% | 77% | 77% |
| Asian employees | 87% | 87% | 77% | 77% |
| Black employees | 87% | 87% | 78% | 78% |
| Indigenous employees | 93% | 93% | 82% | 82% |
*The Climate Survey was not conducted in 2023 and 2025.
Employees' perception of respect and equality in the workplace remained stable at 87%, consistent with the results of the previous two surveys. However, this perception is lower among employees from minority groups than in the overall workforce, with the LGBTI+ group reporting the lowest level of positive perception. These results are based on the Climate Survey conducted in September 2024, which is carried out every two years. See more in Management and employee engagement.
To advance its diversity agenda, in 2025, the leaders and co-leaders of the five Affinity Groups, together with members of the People and Management team serving as focal points across the Company's units, established a calendar of monthly meetings as a key mechanism for listening, dialogue, and sharing information among the units. Throughout the year, 58 employees participated in these recurring meetings, designed to strengthen this agenda across the Company.
Klabin's Diversity and Inclusion strategy is built around five strategic pillars: Gender, Race and Ethnicity, People with Disabilities, LGBTI+, and Multigenerational Groups. These pillars are continuously reinforced through awareness campaigns and communication initiatives. In 2025, Klabin conducted a dedicated campaign for each of these pillars, generating more than 9,000 interactions. Engagement occurred across multiple channels and formats, including participation in discussion forums, views of digital content, and interactions with intranet posts, among other activities associated with the initiatives.
The Company also implemented a structured training program and expanded employee participation in initiatives aligned with its strategic diversity pillars, reinforcing an inclusive culture and fostering a stronger sense of belonging. Throughout 2025, Affinity Group leaders and co-leaders actively participated in briefing and planning sessions for internal diversity communication campaigns and contributed to the refinement of the Company's governance model. In parallel, diversity and inclusion topics continued to be embedded in leadership development programs—including Ser Líder (Being a Leader), Virando a Chave (Turning Point), and Florescer (Flourishing)—with a total of 360 leaders completing training during the year.
Percentage of individuals within governing bodies, by gender.
| Category | 2022 | 2023 | 2024 | 2025 |
| Male | 86,00% | 71,43% | 67,00% | 71,43% |
| Female | 14,00% | 28,57% | 33,00% | 28,57% |
Note: Only members of the Board of Directors were considered in the governance body data (14 members).
Percentage of individuals within governing bodies, by age group
| Category | 2022 | 2023 | 2024 | 2025 |
| Under 30 years old (%) | 0,00% | 0,00% | 0,00% | 0,00% |
| Between 30 and 50 years old (%) | 21,43% | 28,57% | 13,33% | 7,14% |
| Over 50 years old (%) | 78,57% | 71,43% | 86,67% | 92,86% |
Note: Only members of the Board of Directors were considered in the governance body data (14 members).
Percentage of employees by job category and gender
| 2022 | 2023 | 2024 | 2025 | |||||
| Functional Category | Male | Female | Male | Female | Male | Female | Male | Female |
| Executive Board | 85,71% | 14,29% | 80,00% | 20,00% | 83,33% | 16,67% | 77,78% | 22,22% |
| Management and coordination | 74,36% | 25,61% | 75,53% | 24,47% | 73,90% | 26,10% | 74,07% | 25,93% |
| Management (without coordination) | 82,17% | 17,83% | 83,02% | 16,98% | 75,90% | 24,10% | 74,40% | 25,60% |
| Management (first level only – e.g., junior) | 90,57% | 9,43% | 82,73% | 17,27% | 76,30% | 23,70% | 73,24% | 26,76% |
| Management – first level (e.g., junior) * and Coordination | 75,77% | 24,23% | 74,48% | 25,52% | 73,89% | 26,11% | 73,73% | 26,27% |
| Management (up to two levels below the CEO) | 77,67% | 22,33% | 79,38% | 20,62% | 79,55% | 20,45% | 80,77% | 19,23% |
| Management (associated with revenue generation – e.g., sales). Does not include HR, IT, etc. | 96,30% | 3,70% | 94,74% | 5,26% | 91,67% | 8,33% | 83,33% | 16,67% |
| Positions related to STEM (science, technology, engineering, and mathematics) | 69,48% | 30,52% | 71,70% | 28,3% | 71,41% | 28,59% | 70,75% | 29,25% |
| Technical | 63,85% | 36,15% | 65,20% | 25,43% | 65,41% | 34,59% | 65,53% | 34,47% |
| Administrative | 46,85% | 53,15% | 48,21% | 51,79% | 46,96% | 53,04% | 37,91% | 62,09% |
| Operational | 87,08% | 12,92% | 85,11% | 14,89% | 84,18% | 15,82% | 82,68% | 17,32% |
| Apprentices | 33,72% | 66,28% | 29,55% | 70,45% | 34,51% | 65,49% | 38,90% | 61,10% |
| Interns | 41,44% | 58,56% | 34,37% | 65,63% | 36,71% | 63,29% | 36,65% | 63,35% |
| Total without apprentices and interns. | 81,00% | 19,00% | 79,93% | 20,07% | 79,29% | 20,71% | 77,88% | 22,12% |
| Total | 79,61% | 20,39% | 78,38% | 21,62% | 77,75% | 22,25% | 76,46% | 23,54% |
In 2020, Klabin set a public target to increase the representation of women in leadership positions—coordinators, managers, and directors—to 30% by 2030. Since then, the Company has intensified a range of targeted initiatives, including ongoing awareness programs for leaders, leadership development programs for women, the inclusion of women in candidate shortlists, and the establishment of a Talent Acquisition team dedicated to advancing diversity. Klabin has also focused on increasing female representation across the talent pipeline to support the sustainable growth of women in leadership positions.
The impact of these efforts is reflected in the results: the representation of women in leadership positions increased from 13.5% in 2020 to 25.9% by the end of 2025. When analyzed by job category, variations in female representation reflect changes in the Company's organizational structure. In 2025, women also accounted for 38% of all new hires.
Percentage of employees by job category and age group.
| 2022 | 2023 | 2024 | 2025 | |||||||||
| Functional Category | Under 30 years old | Between 30 and 50 years old | Over 50 years old | Under 30 years old | Between 30 and 50 years old | Over 50 years old | Under 30 years old | Between 30 and 50 years old | Over 50 years old | Under 30 years old | Between 30 and 50 years old | Over 50 years old |
| Executive Board | 0% | 57,14% | 42,86% | 0,00% | 55,00% | 45,00% | 0,00% | 58,00% | 42,00% | 0,00% | 55,56% | 44,44% |
| Management and coordination | 1,55% | 77,88% | 20,57% | 0,97% | 79,22% | 19,81% | 3,00% | 74,00% | 23,00% | 0,93% | 76,68% | 22,39% |
| Technical | 25,52% | 67,73% | 6,75% | 22,11% | 69,87% | 8,02% | 22,00% | 69,00% | 9,00% | 22,31% | 69,05% | 8,64% |
| Administrative | 46,95% | 46,01% | 7,04% | 44,76% | 47,60% | 7,64% | 50,00% | 42,00% | 8,00% | 47,60% | 45,71% | 6,69% |
| Operational | 28,84% | 61,03% | 10,14% | 44,76% | 61,84% | 8,02% | 28,00% | 60,00% | 11,00% | 26,77% | 60,68% | 12,55% |
| Apprentices | 100,00% | 0,00% | 0,00% | 100,00% | 0,00% | 0,00% | 100,00% | 0,00% | 0,00% | 100% | 0,00% | 0,00% |
| Interns | 92,79% | 7,21% | 0,00% | 94,53% | 5,47% | 0,00% | 91,00% | 9,00% | 0,00% | 94,82% | 4,78% | 0,40% |
| Total without apprentices and interns | 28,10% | 61,92% | 9,97% | 26,52% | 62,94% | 10,20% | 25,72% | 62,81% | 11,70% | 26,34% | 61,67% | 12,19% |
| Total | 30,30% | 60,05% | 9,65% | 28,80% | 60,99% | 10,20% | 30,00% | 59,00% | 11,00% | 28,89% | 59,54% | 11,57% |
Klabin's Diversity and Inclusion strategy includes a multigenerational pillar, recognizing the value of a workforce that brings together different generations to foster innovation and strengthen our teams’ competitiveness. Since 2023, Klabin has tracked the representation of employees aged 50 and over as part of its diversity indicators, increasing the visibility of this topic and reinforcing efforts to expand the representation of more experienced professionals.
While most employees are between 30 and 50 years old, the proportion of employees aged 50 and over increased by 0.49% compared to 2024.
Percentage of people with disabilities (PWD), by functional category and gender.
| 2022 | 2023 | 2024 | 2025 | |||||
| Functional Category | Male | Female | Male | Female | Male | Female | Male | Female |
| Executive Board | 0,00% | 0,00% | 0,00% | 0,00% | 0,00% | 0,00% | 0,00% | 0,00% |
| Management and coordination | 2,26% | 0,51% | 2,37% | 0,00% | 1,80% | 0,00% | 1,51% | 0,72% |
| Technical | 2,37% | 1,07% | 2,55% | 1,09% | 2,49% | 1,15% | 2,95% | 1,59% |
| Administrative | 4,48% | 1,19% | 5,11% | 2,44% | 5,03% | 2,11% | 7,99% | 3,14% |
| Operational | 3,38% | 1,90% | 3,55% | 1,95% | 3,39% | 1,98% | 3,96% | 2,24% |
| Apprentices | 2,27% | 0,58% | 0,00% | 0,00% | 0,00% | 0,00% | 0,61% | 0,00% |
| Interns | 0,72% | 0,00% | 0,00% | 0,00% | 0,00% | 1,53% | 0,00% | 0,00% |
| Total without apprentices and interns. | 3,22% | 1,36% | 3,43% | 1,70% | 3,27% | 1,70% | 3,87% | 2,14% |
| Total – by gender | 3,25% | 1,48% | 3,38% | 1,53% | 3,22% | 0,00% | 3,81% | 1,94% |
| Total Geral | 2,84% | 2,98% | 2,84% | 3,49% | ||||
Note: The “Board of Directors” was included within the “Administrative” category for the consolidation of other indicators through 2019. Beginning in 2020, this group was excluded from the analysis. Percentages are calculated based on the total number of employees of the respective gender within each category.
To increase the representation of people with disabilities, Klabin developed an Integrated Plan with a cross-functional approach and governance mechanisms implemented across all levels of the organization. The plan establishes a target of achieving 5% representation of employees with disabilities in the workforce by 2029, with progressive annual targets: 3.3% in 2025, 3.8% in 2026, 4.2% in 2027, and 4.6% in 2028.
Percentage of Black employees by job category and gender
| 2022 | 2023 | 2024 | 2025 | |||||
| Functional Category | Male | Female | Male | Female | Male | Female | Male | Female |
| Executive Board | 5,56% | 0,00% | 12,50% | 0,00% | 13,33% | 0,00% | 14,29% | 0,00% |
| Management and coordination | 19,83% | 13,64% | 21,08% | 11,11% | 24,23% | 10,95% | 25,69% | 12,95% |
| Technical | 28,61% | 24,68% | 30,73% | 25,43% | 31,05% | 25,18% | 31,87% | 26,35% |
| Administrative | 31,17% | 31,62% | 30,73% | 33,33% | 34,92% | 35,83% | 35,31% | 34,18% |
| Operational | 37,99% | 38,77% | 42,49% | 43,32% | 42,03% | 46,46% | 43,02% | 47,72% |
| Apprentices | 40,91% | 40,46% | 38,46% | 47,00% | 44,09% | 46,47% | 45,40% | 48,44% |
| Interns | 47,10% | 33,85% | 46,59% | 35,71% | 34,29% | 31,49% | 38,04% | 32,70% |
| Total without apprentices and interns. | 35,94% | 32,30% | 40,07% | 35,99% | 39,92% | 38,37% | 40,88% | 39,72% |
| Total | 36,07% | 36,07% | 40,10% | 36,61% | 39,91% | 38,54% | 40,91% | 39,97% |
Note 1: As of 2020, the "Board of Directors " is no longer included in the "Administrative" category for the consolidation of other indicators.
Note 2: The Black population comprises individuals who self-identify as preto (Black) or pardo (mixed-race), in accordance with the classification adopted by the Brazilian Institute of Geography and Statistics (IBGE). Percentages are calculated based on the total number of employees of the corresponding gender within each category.
Note 3: The percentages presented are based on employees’ self-declared demographic information.
Percentage of employees by race
| 2022 | 2023 | 2024 | 2025 | |||||
| Race | % of the workforce | % of management positions | % of the workforce | % of management positions | % of the workforce | % of management positions | % of the workforce | % of management positions |
| Black* | 35,39% | 18,50% | 39,93% | 18,32% | 40,05% | 24,09% | 40,69% | 26,13% |
| White | 58,33% | 77,47% | 55,80% | 77,94% | 57,28% | 76,06% | 57,20% | 71,67% |
| Asian | 0,94% | 2,56% | 0,97% | 2,99% | 1,15% | 2,95% | 1,14% | 1,95% |
| Indigenous people | 0,21% | 0,18% | 0,29% | 0,00% | 0,25% | 0,00% | 0,24% | 0,19% |
| Not disclosed | 5,13% | 1,28% | 3,01% | 0,75% | 1,71% | 0,55% | 0,73% | 0,19% |
Note 1: The Black population comprises individuals who self-identify as Black or mixed-race, in accordance with the classification adopted by the Brazilian Institute of Geography and Statistics (IBGE). Percentages are calculated based on the total number of employees of the corresponding gender within each category.
Note 2: The percentages presented are based on employees’ self-declared demographic information.
In 2025, Black employees accounted for 40,62% of Klabin's workforce (excluding interns and apprentices), representing an increase of 1.15% compared to 2024. Among employees in leadership positions—including supervisors, coordinators, managers, and directors—Black representation reached 26.13%, up 2.04% from the previous year. This progress was driven by targeted hiring initiatives and increased employee participation in the Company's racial self-identification process.
To advance its inclusion agenda, Klabin expanded training initiatives and employee engagement on topics related to its five strategic diversity pillars, intending to strengthen an inclusive culture and foster a greater sense of belonging. Throughout 2025, the leaders and co-leaders of the Affinity Groups, together with People and Management focal points across the Company's units, actively participated in the briefing and planning of internal Diversity Communication Campaigns and contributed to the continuous improvement of the Company's diversity governance. In addition, diversity topics were integrated into dedicated training modules for managers, coordinators, and supervisors, reaching nearly 360 leaders during the year.
The Social Internship Program (Integra Klabin) maintained its commitment to inclusion, with 35% of the 83 participants self-identifying as Black.
Klabin maintains its public commitment to this agenda through its active participation in the Movement for Racial Equity (MOVER), a coalition fighting racism, by promoting 10,000 Black people to leadership positions by 2030 and promoting professional training programs for 3 million Black people. In 2025, 287 self-declared Black employees benefited from Leadership Training Programs in partnership with MOVER.
Ratio of women's to men's salaries and base pay by job category and key operational unit
| 2022 | 2023 | 2024 | 2025 | ||||||||||
| Functional category | Klabin | Monte Alegre | Puma | Klabin | Monte Alegre | Puma | Klabin | Monte Alegre | Puma | Klabin | Monte Alegre | Puma | |
| Executive Board | Base Salary | 1,21 | N/A | N/A | 1,17 | N/A | N/A | 1,21 | N/A | N/A | 0,93 | N/A | N/A |
| Compensation | 1,15 | N/A | N/A | 1,03 | N/A | N/A | 1,15 | N/A | N/A | 0,76 | N/A | N/A | |
| Management and coordination | Base Salary | 0,97 | 0,95 | 0,93 | 1,02 | 1,00 | 1,02 | 0,96 | 0,97 | 1,10 | 1,01 | 0,96 | 0,93 |
| Compensation | 0,93 | 0,95 | 0,91 | 1,04 | 1,04 | 1,05 | 1,06 | 1,00 | 1,19 | 1,01 | 0,99 | 0,97 | |
| Technical | Base Salary | 0,94 | 0,95 | 0,84 | 0,93 | 0,92 | 0,95 | 0,94 | 0,94 | 0,96 | 0,92 | 0,93 | 0,92 |
| Compensation | 0,92 | 0,95 | 0,84 | 0,90 | 0,90 | 0,96 | 0,93 | 0,94 | 0,97 | 0,92 | 0,92 | 0,85 | |
| Administrative | Base Salary | 0,95 | 0,92 | 0,94 | 0,92 | 0,96 | 0,91 | 0,90 | 0,94 | 1,01 | 0,90 | 0,97 | 0,97 |
| Compensation | 0,96 | 0,92 | 0,94 | 0,93 | 0,95 | 0,91 | 0,90 | 0,93 | 1,00 | 0,87 | 0,96 | 1,08 | |
| Operational | Base Salary | 0,92 | 0,72 | 0,87 | 0,94 | 0,92 | 0,92 | 0,97 | 0,89 | 0,91 | 0,95 | 0,96 | 0,96 |
| Compensation | 0,91 | 0,72 | 0,86 | 0,94 | 0,92 | 0,92 | 0,98 | 0,89 | 0,91 | 0,95 | 0,96 | 0,92 | |
| Apprentices | Base Salary | 1,01 | 0,95 | 1,03 | 0,94 | 0,94 | 0,86 | 0,98 | 0,97 | 0,93 | 0,97 | 0,97 | 0,95 |
| Compensation | 1,01 | 0,95 | 1,03 | 0,94 | 0,94 | 0,86 | 0,98 | 0,97 | 0,93 | 0,95 | 0,91 | 1,06 | |
| Interns | Base Salary | 0,93 | 0,92 | 1,15 | 0,98 | 0,97 | 1,02 | 0,98 | 0,89 | 0,99 | 1,00 | 1,03 | 0,95 |
| Compensation | 0,93 | 0,92 | 1,15 | 0,98 | 0,97 | 1,02 | 0,98 | 0,89 | 1,01 | 1,00 | 1,03 | 0,98 | |
| Total | Base Salary | 0,99 | 0,90 | 0,96 | 0,99 | 0,95 | 0,95 | 0,99 | 0,93 | 0,99 | 0,95 | 0,97 | 0,95 |
| Compensation | 0,97 | 0,90 | 0,95 | 0,95 | 0,95 | 0,95 | 1,00 | 0,94 | 1,01 | 0,91 | 0,95 | 0,98 | |
Note: For each job level, salary ranges were established, and the average ratio between women's and men's salaries within each range was then calculated.
Gender pay gap (%)
| Indicator | 2022 | 2023 | 2024 | 2025 |
| The mean wage gap between men and women | 4,90% | 3,34% | 5,33% | 5,85% |
| Median wage gap between men and women | 5,69% | 4,71% | 4,58% | 5,07% |
| Mean bonus difference | -0,14% | -1,78% | 6,40% | 3,44% |
| Median bonus difference | -1,50% | -1,15% | 0,66% | -5,59% |
Since 2019, Klabin has been working to increase the representation of women across its workforce, contributing to a reduction in the average pay gap between men and women. The Company's fixed and variable compensation policies are based on individual and corporate performance and do not differentiate based on gender, race, religion, or any other personal characteristic. While some differences in average pay between men and women remain, the Company achieved greater equity in short-term variable compensation in 2025.
For fixed pay, the mean and median are closely aligned, indicating that the impact of outliers is limited and that differences between men and women are relatively consistent across the organization. The wider gap observed in 2025 suggests that salary growth was more pronounced for men in certain job grades, particularly at intermediate and senior levels. For bonuses, the difference between the mean and median indicates a stronger influence of outliers, such as executive-level positions, where compensation tends to vary more significantly. The median shows that, across the broader employee population, women received higher bonus payments than men. At the same time, the mean remained slightly higher for men due to a small number of job grades with larger disparities.
Klabin's Diversity and Inclusion strategy is built around five pillars: Gender, Race and Ethnicity, People with Disabilities, LGBTI+, and Multigenerational Groups. In 2025, the Company achieved the following milestones in advancing its diversity agenda:
Inclusive Leadership Training: 30 in-person meetings held across the Company’s units, reaching 160 leaders;
Discussion Circles – conversations on Inclusion and Respect: reached 575 operational employees.
Partnership between the Leadership Training Programs and MOVER - Movement for Racial Equity: 287 self-declared Black employees benefited from the initiative.
5 Diversity Campaigns dedicated to each pillar: over 9,000 interactions and 1,399 online participants.
Working Groups: 58 employees actively participated in recurring working group meetings dedicated to advancing the diversity and inclusion agenda.
A 0.5% increase in the number of employees with disabilities.
Klabin's Diversity and Inclusion strategy encompasses initiatives to strengthen inclusion and foster a sense of belonging within the Company and across society, recognizing diversity as a key driver of innovation and organizational competitiveness. These initiatives are led by the Human Development area, with the support of dedicated governance groups. Internally, diversity and inclusion are embedded across a wide range of initiatives and form a core pillar of the Company's learning and professional development programs.
Klabin reinforces its public commitment to diversity and inclusion through active participation in leading business coalitions, where it shares best practices and supports initiatives that promote inclusion and raise awareness across society. The Company is a member of the following initiatives:
Movement for Racial Equity (Mover): A coalition of companies committed to combating racism, with the collective goals of promoting 10,000 Black professionals to leadership positions by 2030 and providing professional development opportunities for 3 million Black people.
Business and LGBTI+ Rights Forum: A network of more than 100 companies dedicated to promoting respect for and advancing the human rights of LGBTI+ people in the workplace and across Brazilian society.