Integration of units becomes a central ESG focus and leads LWSA to accelerate carbon-neutral goals to 2030

The integration of business units acquired in recent years has become a key component of LWSA's ESG strategy. With the consolidation into a single legal and operational structure, the company began operating with more cohesive governance and environmental, social, and management goals. One of the main advancements was the acceleration of its commitment to achieving carbon neutrality by 2030.

In 2024, LWSA offset all Greenhouse Gas (GHG) emissions from scopes 1, 2, and 3, pertaining to 2023 emissions, through the acquisition of certified carbon credits from the REDD+ Jari Amapá project. Since 2016, the company has also adopted the use of 100% renewable energy purchased on the Free Energy Market, which contributes both to emission reduction and operational predictability and cost control. The company, which operates the largest data center in Latin America, has been part of the B3 Carbon Efficient Index (ICO2 B3) portfolio since 2023.

Within the supply chain, the implementation of a procurement system with ESG criteria for supplier risk assessment and mapping has begun.

"We have a structured ESG plan, which is now strengthened by the integration of brands acquired since the IPO. Our challenge is to maintain a unified corporate culture, reflected in our sustainability goals and the management of the business as a whole," states Otávio Dantas, Vice President of Management, Strategy, and People at LWSA. 

Currently, LWSA brings together 11 business units and 14 brands under a single governance structure. The portfolio covers the entire entrepreneurial digitalization journey, with solutions ranging from e-commerce to payment methods, ERPs, logistics, and digital presence. Today, the company holds a 22% share of the Brazilian e-commerce market.

Diversity and inclusion

LWSA has been investing in productive inclusion and professional training. Within the company, the representation of women in the workforce has reached 40%. Furthermore, 36% of leadership positions are held by women, which contributes to balancing the average salary. The company is redesigning its job and salary structure to reduce disparities. 

The "Quero Ser Dev" program, aimed at training new developers, qualified 15 people in its latest edition, seven of whom were hired and remain with the company. In total, 86 professionals have been hired across nine classes since the project's inception, with a retention rate of 58%.

Another highlight is "ProgrAmar," focused on the inclusion of people with cognitive disabilities in the job market. The initiative includes a training track for employees, leaders, and tutors. In 2024, the training of PwDs (People with Disabilities) was completed, and 13 employees, including leaders and tutors, were trained in workplace inclusion.

Outside the company, the projects extend to the community surrounding the headquarters in the southern zone of São Paulo. "Conectaê" offers technology and employability training to adolescents aged 15 to 17 in institutional care. In recent years, the project has shown consistent results: approximately 50 young people have been impacted by the program, with an 80% completion rate and a 20% employment rate across two editions. Combined, the company's education initiatives have impacted over 200 people since 2023.

Recognition comes in the form of rankings. In 2024, the company remained a standout in the Great Place to Work, with leadership positions in the ethnic-racial (8th place), LGBTQIAPN+ (10th place), and gender equity (22nd place) categories. LWSA has also been part of the B3 IDIVERSA Index since its creation in 2023.

Governance: Materiality, Committees, and Structured Succession

In governance, the company updated its materiality matrix by incorporating the concept of double 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). Furthermore, an ESG Committee was created, operating in an integrated manner with the Vice Presidency of People, Culture, and ESG.

The Board of Administration now consists of 37.5% independent members. Concurrently, the planned transition of the executive presidency was completed through a succession process involving active Board participation and alignment with the company's strategic goals.