Diversity & Inclusion

We believe that diversity is the engine of innovation. We value each person for who they are — with their unique ideas, experiences, and perspectives. That’s why we foster a welcoming, respectful, and inclusive environment where everyone can grow, contribute, and feel part of something greater.

Our commitment is to create a space that inspires new ideas, attracts diverse talent, and empowers every employee to reach their full potential. Together, we build a future that is more creative, collaborative, and human.

The Pay Transparency and Gender Equality Report is produced by the Ministry of Labor and Employment (MTE) based on brazilian government databases and groups job roles according to broad CBO occupational categories.

This broad categorization may combine functions with different responsibilities and salary ranges within the same group, potentially generating distortions.

The comparison does not individualize the criteria established in Article 461 of the CLT (e.g., length of service and experience), nor does it differentiate academic background or specific technical qualifications.

The governmental methodology aggregates different sectors and hierarchical levels, which limits the precision of comparative interpretation.

The compensation considered includes variable components (overtime, night shift premium, productivity bonuses, etc.), which apply only to part of the workforce. Examples include night shifts and exposure to hazardous agents, which are concentrated in specific industrial areas.

The company operates multiple legal entities and units (Arujá, São Bernardo do Campo, Mogi Guaçu, Limeira, Itajubá, Jundiaí, Jaguariúna), each with its own occupational mix.

In predominantly industrial plants, there is a higher incidence of variable pay components (night shift premiums, shift schedules), which increases the average monthly compensation compared to administrative areas.

In units with a stronger administrative/technical profile, indicators tend to show greater parity due to the lower weight of variable pay elements.

The statistical differences observed result from a combination of:

(i) the mix of job roles within the broad CBO occupational groups;

(ii) career pathways and the technical training required in certain production lines;

(iii) shift distribution (with and without additional premiums).

The company maintains formal people management practices, such as objective promotion criteria, development pathways, diversity programs, and inclusion targets, reaffirming its commitment to equal opportunities and equal pay for work of equal value, in accordance with applicable legislation.