Diversity
More diverse work environments
By managing diversity as part of the 2030 Agenda, Klabin seeks to create the most value possible to ensure that human diversity is embraced in a secure, inclusive, and open work environment that allows individuals to express themselves freely and creatively.
The initiatives carried out follow the Company's Diversity and Employability Promotion Policy, which has, among its premises, the promotion of practices to value diversity, ensuring that aspects such as race, color, sex, religious or sexual orientation, social origin, appearance, age, physical disability and special needs are not used as a qualification criterion in the composition, development or promotion of the Company's workforce.
The value proposition is challenging and sets public goals of having 30% female leaders and 90% of employees from diverse backgrounds positively evaluating the conditions of respect and equality in the workplace by 2030.
Indicator performance
The growth of more than two percentage points in the number of women in leadership roles, such as coordinators, managers, and directors, is a result of initiatives like ongoing sensitization of leaders, campaigns for gender equality, discussions and actions from affinity groups and the development of internal talents.
*The diversity groups considered in this indicator are based on the responses of people who self-identified as members of a minority in terms of gender, race, and sexuality (women, non-binary individuals, trans men and women, black, mixed race, indigenous, and LGBTQIA+) in the 2022 Climate Survey.
Although Klabin achieved 87% in 2022, taking into account the weighted average of all diversity groups, there are still challenges to be addressed when looking at each group individually within the Company. One of the examples is the LGBTQIA+ public, which presented a 75% favorability index. In 2023, Klabin will increase its efforts to include minority groups whose perception of favorability has not yet met the goal, in order to create a more inclusive work environment.
Progress on the topic in 2022
100% of executive directors assumed
diversity targets tied to variable compensation, taking into account gender and racial aspects.
1st diversity census
was conducted at Klabin, with 44% employee participation.
4.1% of diversity
survey respondents self-declared LGBTQIA+ or chose not to declare.
An exclusive resume bank
for blacks and people with disabilities was created in the Company, with the goal of increasing the representation of these groups in the workforce.
Six internal campaigns
were carried out with a focus on diversity, which included sensitization on respect and inclusion within the five pillars established by Klabin: gender, race, LGBTI+, people with disabilities and generations.
Adherence to public initiatives
Klabin is committed to respecting and promoting LGBTQIA+ human rights in the business environment and society by integrating public initiatives such as the Brazilian Forum of Companies and LGBTI+ Rights. It is also part of the Racial Equity Movement (MOVER), a coalition of companies that seeks to be an effective tool in combating racism, with the challenge of reaching 10,000 new leadership positions occupied by blacks by 2030; and Equity is a Priority, a gender equity acceleration program that supports the UN Global Compact and Women Empowerment Principles to set and achieve goals for female leadership.
In 2022, the company joined Rede Mulher Florestal, a non-governmental, non-profit organization with no political affiliations that encourages conversations and the sharing of knowledge between businesses and the public on gender issues, with a focus on including women in the forestry industry.
Employee at Jundiaí Unit - Industrial District. Photo: Aparecido Marcondes (HubConteúdo).
Governance of diversity
Klabin's diversity initiatives are the result of a structured governance system that involves the Diversity Committee, comprised of representatives from all units; the People Committee, made up of senior leadership; the Reputation and Brand Committee, responsible for institutional positioning guidelines; and affinity groups.
Diversity has been a recurring theme on the agenda of the Company's senior executive management. Managers in the units are granted levels of autonomy for decision-making related to diversity, with reports to the People Commission every three months.
Reinforcement and continuity of actions
-
The Diversity and Employability Promotion Policy outlines the Company's commitment to offering equal opportunities for all in an inclusive work environment.
-
Integra Klabin is an internship program aimed at low-income university students. In 2022, 40 young people from this program were hired, which represents 47% of permanent hiring.
-
The promotion of campaigns to raise awareness and foster engagement to promote equity and respect for diversity occurs on dates such as International Women's Day, Black Awareness Day, and International LGBTQIA+ Pride Day, as well as throughout the year at events such as Diversity Week, discussion circles, and other communication opportunities.
-
The Company is also committed to maintaining affinity groups active to foster welcoming, dialogue, collaboration, and support for corporate initiatives. Five groups are currently active: K entre Nós (actions aimed at gender equity), Black (race and ethnicity issues), Kolors (LGBTQIA+ issues), MultiKlabin (discussion on the intergenerational relationship) and Memoh Klabin (gender, with a proposal to discuss the effects of toxic masculinity).
