Occupational health and safety

GRI-403-9

Occupational health and safety rates and figures
 

Occupational health and safety rates and figures – direct employee
 

Occupational health and safety rates and figures – indirect employees
 

* Lost-time accidents that left employees on leave for more than 6 months.

** Lost-time accidents.

*** Accidents with leave x 1,000,000/hht

The rates of reportable occurrences decreased, indicating the contribution of significant safety work to the Company. Part of this work includes the implementation of the Life Protection Policy, strengthening the work on Critical Activity Requirements (RACs), development journeys with leadership, and increased resolution of safety reports. In terms of safety culture, the use of the Heart & Minds¹ Methodology was consolidated in 2022 throughout Klabin through diagnoses and calibrations of safety culture levels.  ¹The Hearts and Minds (H&M) methodology consists of a culture diagnosis. It is used to identify how the Occupational Health and Safety Management System (SGSSO) is working in practice through the analysis of indicators, effectiveness of safety tools, interviews, questionnaires and focus groups with all levels of the organization. After this diagnosis, goals and strategic planning are developed to advance safety maturity.

GRI-403-10

Occupational illness rate involving direct employees (per million hours worked)
 

*calculation: ACA x 1,000,000/hht

Number of cases of reportable occupational diseases involving direct and indirect employees (by region)
 

In 2022, with the resumption and normalization of social security examinations delayed due to the Covid-19 pandemic in 2020 and 2021, there was an increase in the number of cases classified as occupational diseases by the highest authority, the INSS. Klabin maintains its action plan, analyzing the cases in health and ergonomics committees to prevent potential diseases and challenge the causal link between work and the diseases, awaiting the social security decision.
 *This number was calculated based on the manhours worked (HHT) from 2022.

GRI-403-3

Occupational health services
 

In 2022, the communities where Klabin operates were still under the impact of the covid-19 pandemic, with more expressive numbers in the first quarter due to the omicron variant. Therefore, the meetings of the Company's Medical Committee were maintained, contributing to the protocol and guidelines with general hygiene measures, strong monitoring of cases and intensification of campaigns on the importance of immunization and booster doses. The year 2022 ended with 99.3% of employees immunized with two doses and 77% with the booster dose. In the period there was also an incentive for vaccination against the flu, a campaign carried out annually in all units. All procedures were updated and the team underwent training and recycling and strengthening of important processes for effective management of employee health.

There is also a Primary Care Program - APS - in some units. The concept is care provided by a specialist in family medicine, with the individuals' first level of contact with health care with an integrated perspective, constituting a continuous care process that can meet 70% to 80% of the health needs of a person throughout his life. The program offers employees follow-up throughout the care cycle, from health promotion and from disease prevention to rehabilitation, based on encouraging healthy practices and lifestyle changes, with the aim of controlling and reducing risk factors for most prevalent diseases.

.

Programs and associated health benefits - by topic

GRI-403-6

Occupational Health Promotion

The Viver Bem Program, in 2022, had its actions strengthened with the insertion of new initiatives, in addition to the support of those initiated in 2021. The program continues with the objective of comprehensive and preventive care for employees and their families, encouraging them to maintain health, offering support for improving lifestyle, promoting health and well-being and improving the quality of life in the work environment, contributing to a culture of care, a more sustainable and safe future.

The program's actions are based on four pillars:

Physical health:

In addition to the campaigns and the continuity of ergonomic actions, in August there was an action dedicated to stimulating physical activity, “KM Solidário”, which also provided the engagement of employees and their dependents in the social aspect, since there would be a donation for a charitable entity if the objective of reaching 70 thousand kilometers in 30 days was achieved. The goal was surpassed, reaching 107 thousand kilometers, resulting in the donation of R$ 15,000.00 to the entity Gerando Falcões.

Emotional Health:
 

- The online psychotherapy service remains available to employees and their dependents, at no cost and without session limits, through the partner Psicologia Viva. In this cycle, there were campaigns focused on boosting access to the platform, mainly with a preventive focus, which resulted in a 62% increase in consultations.

- The Employee Support Program (PAE) continues to be granted to employees and dependents. It gives access to confidential support or advice in the legal, psychological, social and financial areas and to actions to reinforce benefits, there was a 35% increase in adherence compared to the previous cycle.

- In this cycle, actions focused on psychoeducation for different audiences were continued. For leadership, in partnership with the Journey of Leadership, eight meetings were held with 508 participants, with the aim of raising awareness about the importance of self-care and prevention, reinforcing the role of the leader as a promoter of his own mental health and that of the your team. During the Journey, there were also mentorships to deepen the theme, in addition to the launch of a mental health card for leadership. This year, training continued for the medicine, nursing, social workers and BP teams, in addition to more than 20 conversation circles for awareness, prevention and self-knowledge in different units and levels, with more than 400 participants. And to promote standardization and agility in dealing with psycho-emotional discomforts in the teams, a flow was created to support referrals to the care line and support channels.

- With the objective of bringing information about prevention, naturalization of the theme and reduction of stigma, two campaigns focused on prevention in mental health took place, among them a specific one for suicide prevention, in addition to safety dialogues with the operations.

- In 2022, Klabin remained a signatory of #MenteEmFoco, a movement of companies and institutions that recognize the importance of mental health in the work environment, coordinated by Rede Brasil of the UN Global Compact. The objective is to incorporate and monitor actions every six months, in addition to keeping this subject on the permanent agenda of organizations and inviting them to act for the benefit of employees and society, combating social prejudice and the taboo on the subject.

Financial health:

In 2022, the actions started in 2021 continued and, in this cycle, due to the relevance of the theme, financial health became a pillar within Viver Bem. Among the actions, there was the revitalization of the Financial Education Trail, connected to the long-term incentive strategy (ILP) for all on the Klabin Business School Portal. The track has six hours of behavioral and technical content, such as financial intelligence, planning, even investments and preparation for the future. Podcasts, campaigns and safety dialogues were also produced, reinforcing the importance and support for the topic. The Company continues to offer consultations with financial educators, which can be carried out individually.

Social Health:

In addition to the support channels, the Klabin Pregnant Women Program was launched, designed to take care of and accompany employees in the process of pregnancy, from the moment they discover they are pregnant until they return to work.

The management of Occupational Safety is foreseen in the Occupational Health and Safety Management System procedure, structured under three pillars:

1. Facilities: Ensure equipment safety and reliability. Improve and maintain the work environment offered to professionals;

2. Management/Method: Continuously improve how safety is handled in the routine. Keep a critical eye on the accident prevention and mitigation procedures by creating and reviewing policies, guidelines and requirements; and

3. People: Value good practices and encourage employees to care for one another. Train them on rules and procedures, in addition to bringing leaders closer to the routine.

The safety culture is developed and evaluated continuously through the Hearts & Minds methodology and is supported by the Life Protection Policy that aims to nurture a just culture*, which cares for the well-being of employees and the business strategy, transforming failures into learning that drives safer processes and activities throughout Klabin.

*Just culture: A term debated by Sidney Dekker that aims to identify and address systems problems that cause individuals to engage in unsafe behavior, while maintaining individual responsibility and establishing learning from failures.

The Occupational Safety and Health Management System (SGSSO) is guided by ISO 45001 in all manufacturing and forestry units, with guidelines and procedures focused on preventing losses and continuously improving processes to preserve people's lives, health and physical integrity. The SGSSO is supported by the dissemination of the health and safety culture and relies on the partnership with leadership as an essential factor to experience and influence through three fundamentals:

1. Visible commitment: demonstrate through attitudes, decisions and words, the involvement and commitment to OH&S as a value;

2. Line responsibility: in the deployment, maintenance and improvement of the SGSSO, to guarantee the development, consolidation and resources (human and material) and to ensure best practices and sustainable results;

3. Operational discipline: having the attitude to perform each task safely, reporting situations that may generate risk to people or property and practicing active care.

Currently, the Corporate Management of Workplace Safety is part of the People & Management and Services Directorate with direct reporting to the Compensation, Performance, and Workplace Safety Management. Security Management is structured by the corporate area, with ramifications in regional coordination and by each business.

In 2022, the area's results can be attributed to the continuous work on the identification and management of critical activity risks, employee training, technological investments, the continuous improvement of safety tools, and the resolution of reported deviations. Finally, in terms of safety culture, the use of the Heart & Minds¹ Methodology was consolidated in 2022 throughout the company through diagnoses and calibrations of safety culture levels. Using them as a foundation, the units were able to become involved in plans for cultural transformation, with the goal of increasing the cultural level of safety in accordance with the particularities of each location. In addition, the cultural transformation plans are connected to the PLAK systematized tool to monitor the actions and improvements made.

¹The Hearts and Minds (H&M) methodology consists of a culture diagnosis. It is used to identify how the Occupational Health and Safety Management System (SGSSO) is working in practice through the analysis of indicators, effectiveness of safety tools, interviews, questionnaires and focus groups with all levels of the organization. After this diagnosis, goals and strategic planning are developed to advance safety maturity.

ISO 45001 Certification

OHSAS 18001 Certification