The integration of the business units acquired in recent years has become a key piece in the ESG strategy of LWSA. With the consolidation of a single legal and operational structure, the company started operating with more cohesive governance and environmental, social, and management goals. One of the main advances was the acceleration of the commitment to offset its carbon emissions by 2030.
In 2024, LWSA offset all Greenhouse Gas (GHG) emissions from scopes 1, 2, and 3, related to the emissions of 2023, through the purchase of certified carbon credits, with the REDD+ Jari Amapá project. Since 2016, the company has also been using 100% renewable energy purchased on the Free Market, which contributes to both emission reduction and operational predictability and cost control. The company, which operates the largest data center in Latin America, has been part of the Efficient Carbon Index of B3 (ICO2 B3) since 2023.
In the supply chain, the implementation of a purchasing system with ESG criteria for evaluating and mapping risks among suppliers has begun.
“We have a structured ESG plan, which is now strengthened with the integration of the brands acquired since the IPO. Our challenge lies in maintaining an aligned corporate culture, reflected in sustainability goals and business management as a whole,” says Otávio Dantas, Vice President of Management, Strategy, and People at LWSA.
Currently, LWSA brings together 11 business units and 14 brands under the same governance. The portfolio covers the entire journey of entrepreneurs’ digitalization, with solutions ranging from e-commerce to payment methods, ERPs, logistics, and digital presence. Today, the company holds a 22% market share in the Brazilian e-commerce market.
Diversity and inclusion
LWSA has been investing in productive inclusion and professional training. In the company, the representation of women in the workforce reached 40%. Furthermore, 36% of leadership positions are held by women, contributing to salary balance. The company is restructuring job and salary structure to reduce differences.
The program “Quero Ser Dev”, focused on training new developers, trained 15 people in its last edition, seven were hired and remain with the company. In total, 86 professionals were hired throughout nine groups since the project’s inception, with a retention rate of 58%.
Another highlight is the program “ProgrAmar”, aimed at including individuals with cognitive disabilities in the job market. The initiative includes a training path for employees, leaders, and tutors. In 2024, the training of PCDs was completed, and training was provided to 13 employees, including leaders and tutors, on inclusion in the workplace.
Outside the company, projects extend to the community surrounding the headquarters in the southern zone of São Paulo. “Conectaê” offers training in technology and employability to teenagers between 15 and 17 years in institutional reception situation. Over the past few years, the project has shown consistent results, such as: about 50 young individuals were impacted by the program, with an 80% completion rate and a 20% employability rate in two editions. Combined, the company’s education initiatives have already impacted over 200 individuals since 2023.
Recognition comes in the form of rankings. In 2024, the company remained among the highlights of Great Place to Work, with leadership positions in the ethnic-racial (8th place), LGBTQIAPN+ (10th place), and gender equity (22nd place) categories. LWSA also integrates the IDIVERSA Index of B3, since its creation in 2023.
Governance: materiality, committees, and structured succession
In governance, the company updated its materiality matrix incorporating the concept of dual materiality, which considers both the impacts of its activities on the environment and society (impact materiality) and the effect of sustainability issues on its financial performance (financial materiality). Additionally, an ESG Committee was established with integrated action within the Vice Presidency of People, Culture, and ESG.
The Board of Directors now has 37.5% independent members. In parallel, the planned transition of the executive presidency was completed, in a succession process conducted with active participation of the Board and alignment with the company’s strategic goals.
