Diversidade
Diversity
KODS 2030
30% of women in leadership position
| 2021 | 2022 | 2023 | 2024 | 2030 Goal |
|---|---|---|---|---|
| 21.40% | 23.44% | 25.00% |
25.50% | 30% |
Klabin continues to progress toward its target of having women account for 30% of leadership positions. In 2024, this indicator rose by 0.5% compared to 2023. Some of the initiatives conducted over the course of the year are highlighted below:
Selection processes for historically marginalized groups (women, black people and people with disabilities), through prior alignment with the leaders responsible for the positions;
Encouragement of career development for black women, in partnership with the Movement for Racial Equity (MOVER);
Share of total promotions: of the 2,252 promotions that took place in 2024, 513 (22.7% of the total) involved women;
Literacy modules on Diversity and Inclusion on the Klabin Business School Platform (ENK);
Diversity module incorporated into the development tracks for new coordinators and managers – Virando a Chave, supervision and operational leadership – Ser Líder;
Program to develop female leaders in the Serra Catarinense region, through the local affinity group “K entre Nós,” involving 696 women
Diversity target linked to variable compensation: guidance to recommend at least one woman as a successor during the Performance Cycle;
In all open coordination and management positions, at least one woman is included in the shortlist, with a Talent Attraction team focused specifically on diversity.
Since 2020, when it established a public target to increase women’s share of leadership positions and the workforce as a whole, the Company has stepped up its actions aimed at developing female employees, raising awareness about gender issues among internal stakeholders and increasing representation at the base of the pyramid to steadily support the growth of women in management.
KODS 2030
90% of employees belonging to minority groups positively evaluate the conditions of respect and equality in the work environment
| 2021 | 2022 | 2023 | 2024 | 2030 Goal |
|---|---|---|---|---|
| 61% | 87% | 87% | 87% | 90% |
Favorability by diversity group
|
LGBTI+ |
Women |
Asian people |
Black people |
Indigenous people |
|---|---|---|---|---|---|
2024 |
75% |
77% |
77% |
78% |
82% |
2023 |
74% |
83% |
83% |
87% |
93% |
2022 |
74% |
83% |
83% |
87% |
93% |
The assessment of Klabin employees' perception of respect and equality in the workplace remained at the same level as in the previous two years, at 87%. However, among employees belonging to minority groups, the number drops significantly compared to the overall result, with the LGBTI+ group being the most impacted. The data is from the Climate Survey conducted in September 2024. See more at Management and Engagement of Professionals section.
To advance the diversity agenda, in 2024, the leaders and co-leaders of Klabin’s five affinity groups resumed their monthly meetings and launched a specific policy featuring guidelines on transgender people’s use of a name other than their legal name.
Klabin bases its Diversity and Inclusion efforts on five strategic pillars: gender, race and ethnicity, people with disabilities, LGBTI+ and multigenerational groups, which are the continuous focus of campaigns and communication initiatives. During 2024, 32 actions were developed, reaching 43,168 participants and promoting 3,900 interactions.
There was also a training program on topics related to the strategic pillars of diversity, aimed at internal stakeholders, to further strengthen inclusion and a sense of belonging. In 2024, the leaders and co-leaders of the affinity groups participated in 14 hours of in-depth training on the five strategic pillars and realignment of the Company’s governance in this area. Diversity subjects were also included in specific modules and training for managers, coordinators and supervisors, training almost 100 leaders.
Percentage of individuals within governance bodies, by gender
| 2024 | 2023 | 2022 | 2021 | |
|---|---|---|---|---|
| Men | 67.00% | 71.43% | 86.00% | 92.31% |
| Women | 33.00% | 28.57% | 14.00% | 7.69% |
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
Age group |
2024 |
2023 |
2022 |
|---|---|---|---|
Under 30 (%) |
0% |
0% |
0% |
30 to 50 (%) |
13.33% |
28.57% |
21.43% |
Over 50 (%) |
86.67% |
71.43% |
78.57% |
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
2024 |
2023 |
2022 |
2021 |
|||||
|---|---|---|---|---|---|---|---|---|
Employee category |
Men |
Women |
Men |
Women |
Men |
Women |
Men |
Women |
Directors |
83.33% |
16.67% |
80% |
20% |
85.71% |
14.29% |
83.33% |
16.67% |
Managers and coordinators |
73.9% |
26.1% |
75.53% |
24.47% |
74.36% |
25.61% |
77.27% |
21.4% |
Managers (excluding coordinators) |
75.9% |
24.1% |
83.02% |
16.98% |
82.17% |
17.83% |
83.65% |
16.35% |
Managers – only first level) |
76.3% |
23.7% |
82.73% |
17.27% |
90.57% |
9.43% |
84.78% |
15.22% |
Managers– first level* and coordinators |
73.89% |
26.11% |
74.48% |
25.52% |
75.77% |
24.23% |
- |
- |
Managers – up to two levels below CEO |
79.55% |
20.45% |
79.38% |
20.62% |
77.67% |
22.33% |
82.09% |
17.91% |
Managers – associated with revenue generation (e.g., commercial) not including general managers, IT staff, etc. |
91.67% |
8.33% |
94.74% |
5.26% |
96.3% |
3.7% |
93.1% |
6.9% |
Positions related to Science, Technology, Engineering and Math (STEM) |
71.41% |
28.59% |
71.7% |
28.3% |
69.48% |
30.52% |
73.22% |
26.78% |
Technical |
65.41% |
34.59% |
65.2% |
34.8% |
63.85% |
36.15% |
64.53% |
35.47% |
Administrative |
46.96% |
53.04% |
48.21% |
51.79% |
46.85% |
53.15% |
48.55% |
51.45% |
Operational |
84.18% |
15.82% |
85.11% |
14.89% |
87.08% |
12.92% |
90.48% |
9.52% |
Apprentices |
34.51% |
65.49% |
29.55% |
70.45% |
33.72% |
66.28% |
31.09% |
68.91% |
Interns |
36.71% |
63.29% |
34.37% |
65.63% |
41.44% |
58.56% |
38.41% |
61.59% |
Total without apprentices and interns |
79.29% |
20.71% |
79.93% |
20.07% |
81% |
19% |
- |
- |
Total |
77.75% |
22.25%
|
78.38% |
21.62% |
79.61% |
20.39% |
82.65% |
17.35% |
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
2024 |
2023 |
2022 |
2021 |
|||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
Employee category |
Under 30 |
30 to 50
|
Over 50 |
Under 30 |
30 to 50
|
Over 50 |
Under 30 |
30 to 50
|
Over 50 |
Under 30 |
30 to 50
|
Over 50 |
Directors |
0% |
50% |
50% |
0% |
55% |
45% |
0% |
57.14% |
42.86% |
0% |
58% |
42% |
Managers and coordinators |
0.95% |
77.14% |
21.9% |
0.97% |
79.22% |
19.81% |
1.55% |
77.88% |
20.57% |
3% |
74% |
23% |
Technical |
23.42% |
68.74% |
7.84% |
22.11% |
69.87% |
8.02% |
25.52% |
67.73% |
6.75% |
22% |
69% |
9% |
Administrative |
45.09% |
46.96% |
7.95% |
44.76% |
47.6% |
7.64% |
46.95% |
46.01% |
7.04% |
50% |
42% |
8% |
Operational |
26.03% |
62.02% |
11.95% |
44.76% |
61.84% |
8.02% |
28.84% |
61.03% |
10.14% |
28% |
60% |
11% |
Apprentices |
1% |
0% |
0% |
100% |
0% |
0% |
100% |
0% |
0% |
100% |
0% |
0% |
Interns |
93.36% |
6.64% |
0% |
94.53% |
5.47% |
0% |
92.79% |
7.21% |
0% |
91% |
9% |
0% |
Total without apprentices and interns |
25.72% |
62.81% |
11.47% |
26.52% |
62.94% |
10.2% |
28.1% |
61.92% |
9.97% |
- |
- |
- |
Total |
28.24% |
60.69% |
11.06% |
28.8% |
60.99% |
10.2% |
30.3% |
60.05% |
9.65% |
30% |
59% |
11% |
Percentage of people with disabilities, by employee category and gender
2024 |
2023 |
2022 |
2021 |
|||||
|---|---|---|---|---|---|---|---|---|
Employee category |
Men |
Women |
Men |
Women |
Men |
Women |
Men |
Women |
Directors |
0% |
0% |
0% |
0% |
0% |
0% |
0% |
0% |
Managers and coordinators |
1.8% |
0% |
2.37% |
0% |
2.26% |
0.51% |
1.99% |
0.61% |
Technical |
2.49% |
1.15% |
2.55% |
1.09% |
2.37% |
1.07% |
2.09% |
1.23% |
Administrative |
5.03% |
2.11% |
5.11% |
2.44% |
4.48% |
1.19% |
3.59% |
1.35% |
Operational |
3.39% |
1.98% |
3.55% |
1.95% |
3.38% |
1.9% |
3.06% |
2.35% |
Apprentices |
0% |
0% |
0% |
0% |
2.27% |
0.58% |
0% |
0% |
Interns |
0 |
1.53% |
0% |
1.53% |
|
1.36% |
0.9% |
1.56% |
Total by gender |
3.22% |
0% |
3.38% |
0% |
3.32% |
0% |
2.98% |
0.56% |
Total without apprentices and interns |
3.27% |
1.7% |
3.43% |
1.7% |
3.25% |
1.48% |
|
|
Total |
2.84% |
2.98% |
|
2.84% |
|
2.66% |
|
|
Employees by race
2024 |
2023 |
2022 |
2021 |
|||||
|---|---|---|---|---|---|---|---|---|
Race |
% of workforce |
% of management positions |
% of workforce |
% of management positions |
% of workforce |
% of management positions |
% of workforce |
% of management positions |
Black* |
39.61% |
20.44% |
39.93% |
18.32% |
35.39% |
18.50% |
32.99% |
17.15% |
White |
57.28% |
76.06% |
55.8% |
77.94% |
58.33% |
77.47% |
60.05% |
78.88% |
Asian |
1.15% |
2.95% |
0.97% |
2.99% |
0.94% |
2.56% |
1.59% |
2.88% |
Indigenous |
0.25% |
0% |
0.29% |
0% |
0.21% |
0.18% |
0.18% |
0.14% |
Not informed |
1.71% |
0.55% |
3.01% |
0.75% |
5.13% |
1.28% |
5.19% |
0.96% |
*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
|
2024 |
2023 |
2022 |
2021 |
||||
|---|---|---|---|---|---|---|---|---|
Employee category |
Men |
Women |
Men |
Women |
Men |
Women |
Men |
Women |
Directors |
13.33% |
0% |
12.5% |
0% |
5.56% |
0% |
0% |
0% |
Managers and coordinators |
24.23% |
10.95% |
21.08% |
11.11% |
19.83% |
13.64% |
18.41% |
14.11% |
Technical |
31.05% |
25.18% |
30.73% |
25.43% |
28.61% |
24.68% |
27.68% |
24.82% |
Administrative |
34.92% |
35.83% |
30.73% |
33.33% |
31.17% |
31.62% |
28.71% |
29.35% |
Operational |
42.03% |
46.46% |
42.49% |
43.32% |
37.99% |
38.77% |
35.53% |
32.93% |
Apprentices |
44.09% |
46.47% |
38.46% |
47% |
40.91% |
40.46% |
34.94% |
34.78% |
Interns |
34.29% |
31.49% |
46.59% |
35.71% |
47.1% |
33.85% |
32.43% |
29.21% |
Total without apprentices and interns |
39.92% |
38.37% |
40.07% |
35.99% |
35.94% |
32.3% |
- |
- |
Total |
39.91% |
38.54% |
40.1% |
36.61% |
36.07% |
36.07% |
33.81% |
29.07% |
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.
Ratio between base salary and remuneration for women and men in each employee category, broken down by significant operational units
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Gender pay gap (%)
Indicator |
2024 |
2023 |
2022 |
|---|---|---|---|
Mean wage gap between men and women |
5.33% |
3.34% |
4.90% |
Median wage gap between men and women |
4.58% |
4.71% |
5.69% |
Mean difference in bonus |
6.40% |
-1.78% |
-0.14% |
Median difference in bonus |
0.66% |
-1.15% |
-1.5% |
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.
Updated and verified on: 29/08/2025