Diversity

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

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. 

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.