Diversity

Percentage of individuals within governance bodies, by gender

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

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

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

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

* 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

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

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.