Diversity
Inclusive workplace
Klabin continuously strengthens its diversity agenda and focuses its efforts on increasing the representation and effective inclusion of people from underrepresented groups across the Company. One of the goals included in the Klabin 2030 Agenda is to have 90% of people from underrepresented groups positively evaluate the conditions of respect and equality in the workplace. In 2025, this indicator remained at 87%.
Throughout the year, five campaigns, each focused on a strategic pillar, contributed to strengthening inclusive and respectful environments. They addressed the following topics: Gender; Race and Ethnicity; Multigenerational Diversity; LGBTI+; and People with Disabilities. Altogether, these initiatives generated more than 9,000 interactions.
The Company’s diversity groups invested in creating spaces for listening, exchanging experiences and encouraging dialogue through monthly meetings. Discussion circles on the topic “A conversation about inclusion and respect” were attended by 575 operational employees.
Managers, coordinators and supervisors participated in discussions on the topic “Inclusive Leadership,” involving 30 meetings in all in different businesses and plants. To continue strengthening its actions and internal and external positioning on the subject, Klabin is a signatory to several business coalitions, such as the following:
Diversity
Movement for Racial Equity (Mover)
A business association that fosters career and business development for Black people, accelerating the journey toward racial inclusion through joint efforts and the exchange of best practices.
Business and LGBTI+ Rights Forum
A private sector movement that works continuously to promote the implementation of 10 commitments to advancing LGBTI+ human rights.
Gender
Klabin aims to have 30% of its leadership positions held by women by 2030. At the end of 2025, the rate was 25.05%, down 0.45 percentage points from 2024. This result is linked to the structural dynamics of the industrial sector, characterized by longer career cycles, low turnover in management positions and a historical lower presence of women in technical and operational roles, which reduces succession opportunities.
However, there is significant room for acceleration in the medium and long term through attraction, development and succession initiatives. The Company’s actions are focused on expanding the overall base of female employees, maintaining the practice of including women’s names in the shortlist for all coordinator and manager openings, and continuing internal programs aimed at accelerating women’s development.
Employee from the Rio Verde Plant in Goiás
Race and ethnicity
As part of its commitment to consistently increasing the representation of employees who self-identify as Black across the Company, Klabin recorded a 1.15 percentage point increase in the presence of these employees in 2025, reaching 41.20% of the total workforce.
An even more significant improvement was recorded in leadership representation in 2025, with an increase of 2.04 percentage points, to 26.13%.
As part of its efforts to promote the development of employees who self-identify as Black, Klabin is a signatory to the Movement for Racial Equity (Mover), which runs initiatives aimed at increasing the presence of this group in leadership positions through training and development programs. In 2025, 287 Klabin employees participated in these initiatives.
Race |
2025 |
2024 |
2023 |
|---|---|---|---|
|
% of workforce | % of management positions |
% of workforce | % of management positions |
% of workforce | % of management positions |
Black |
40.69% | 26% |
39.61% | 20.44% |
39.93% | 18.32% |
White |
57.2% | 71.67% |
57.28% | 76.06% |
55.80% | 77.94% |
Asian |
1.14 % | 1.95% |
1.15% | 2.95% |
0.97% | 2.99% |
Indigenous |
0.24% | 0.19% |
0.25% | 0.00% |
0.29% | 0.00% |
Not informed |
0.74% | 0.19% |
1.71% | 0.55% |
3.01% | 0.75% |
*Klabin defines the Black population as the sum of people who identify as Black or mixed-race, according to the methodology used by Brazil’s national statistics agency, IBGE. Management positions include director, manager and coordinator levels. Ethnic and racial information is collected through employee self-identification.
People with disabilities
In 2025, Klabin structured a governance plan to increase the representation of employees with disabilities in its workforce. As a result, the Company recorded an increase of 0.5 percentage points, rising from 3.0% in December 2024 to 3.5% in the same month of 2025. The main initiatives in this area included:
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The establishment of progressively increasing hiring targets for people with disabilities across all businesses, with specific action plans for each department;
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The mapping of this population in the regions where Klabin operates and assessment of accessibility in entry-level positions at manufacturing plants. These actions increase the effectiveness of affirmative hiring processes and reduce occupational health and safety risks.
In 2026, the Company continues its objectives of achieving greater representation of people with disabilities and expanding accessibility across its operations.
LGBTI+
Klabin remains committed to increasing the presence of LGBTI+ people and continues to conduct awareness campaigns and initiatives to strengthen respect and inclusion for this group across the Company. One of the main initiatives in this regard is the provision of legal, social and emotional support during the name and gender change process for transgender employees.
