Diversity and inclusion
Diversity and inclusion
Klabin believes that differences are what lead to growth, stimulate innovation, foster team engagement and provide diversified points of view, which is essential for decision making. That is why the company is promoting an environment increasingly focused on respect, equity, diversity, and inclusion, where everyone feels comfortable to exercise their individuality.
Since 2019, the theme of diversity and inclusion has gained even more strength at the Company with the creation of the corporate area and the beginning of the first affinity groups. Since then, awareness actions, attraction, development and engagement actions aimed at respect and inclusion have been intensified, addressing mainly issues related to: gender, race, LGBTQIA+ people, People with Disabilities (PCDs) and generations.
Diversity and inclusion were positively evaluated among the employees who participated in the Culture Thermometer survey (learn more in Cultural Evolution). Although the company recognizes that progress is still needed on these issues, the result shows that the initiatives and programs that have been developed are already strongly influencing the internal public.
Governance structure on diversity
Offering opportunities for all, in an increasingly inclusive work environment, is one of the commitments expressed in the Diversity and Employment Promotion and Talent Attraction Policy, with the alignment of purpose and the creation of a governance structure for the topic.
Responsible for building corporate programs and aligning strategy throughout the Company.
Comprised of representatives from all units, responsible for the development and support of local actions.
K entre Nós (actions aimed at gender equity), Black (race and ethnicity issues), Kolors (LGBTQIA+ theme), MultiKlabin (discussion on the intergenerational relationship) and Memoh Klabin (gender, with a proposal to reflect on the effects of masculinity). A group was also created with representatives from different areas to address the issue of People with Disabilities (PwDs). In 2021, the percentage of PwDs in the Company's staff was 2.66%.
Made up of senior leadership, with quarterly meetings, responsible for discussions and recommendations on the subject.
Highlight
Achieving greater gender equity in the Company, with more women in leadership positions, is one of the goals set out in the KSDGs. In 2021, the percentage of women on the workforce was 17%, up three percentage points from 2020, and the participation of women in leadership rose from 17% in 2020 to 21% in 2021. These indexes show progress, but the company is aware that it still has a long way to go to reach the desired number, which is 30% female leaders at Klabin by 2030.
Initiatives
Racial Equity Movement (MOVER): movement formed by 47 Brazilian companies that intend to work on the structures that perpetuate inequality in the country, breaking patterns and providing equally possible achievements for all.
SEE GLOSSARYSee the indicators related to Diversity in the ESG Dashboard.
