
Impact Score
Impact Score


| Metric | Value | Unit | Year | PDF Name | PDF Page | |
|---|---|---|---|---|---|---|
CEO Pay Ratio | ||||||
| Ivan de Souza Monteiro | 2025 | Form 20-F 2025.pdf | 89 | |||
| 8,41 | Ratio | 2025 | 260512_Axia_RAS_2025_ENG.pdf | 159 | ||
Employee Turnover Rate | ||||||
| 19,7 | % | 2025 | 260512_Axia_RAS_2025_ENG.pdf | 143 | ||
Gender Pay Gap | ||||||
| 84 | % | 2025 | 260512_Axia_RAS_2025_ENG.pdf | 146 | ||
Glass Ceiling | ||||||
| 706 | people | 2025 | Management Report - 2025.pdf | 36 | ||
| 2 795 | people | 2025 | Management Report - 2025.pdf | 36 | ||
| 30 | % | 2025 | Management Report - 2025.pdf | 30 | ||
Greenhouse Gas Emissions | ||||||
| 2 795 | people | 2025 | Management Report - 2025.pdf | 36 | ||
| 92 957 | tCO2e | 2025 | 260512_Axia_RAS_2025_ENG.pdf | 93 | ||
| 410 857 | tCO2e | 2025 | 260512_Axia_RAS_2025_ENG.pdf | 93 | ||
Harassment and Discrimination at the Workplace | ||||||
| Yes | 2025 | 260512_Axia_RAS_2025_ENG.pdf | 37 | |||
| Yes | 2025 | 260306_Documento_Codigo-de-Conduta_Ingles_Completo_RS.pdf | 46 | |||
| Yes | 2025 | 260512_Axia_RAS_2025_ENG.pdf | 37 | |||
| Yes | 2025 | 260306_Documento_Codigo-de-Conduta_Ingles_Completo_RS.pdf | 11 | |||
Renewable Energy | ||||||
| 47 971 421,65 | (GJ) | 2024 | Annual_Report_2024.pdf | 72 | ||
| 7 795 703,93 | (GJ) | 2024 | Annual_Report_2024.pdf | 72 | ||
Supply Chain | ||||||
| 2 795 | people | 2025 | Management Report - 2025.pdf | 36 | ||
| 558 794 | tCO2e | 2025 | 260512_Axia_RAS_2025_ENG.pdf | 93 | ||
| 92 957 | tCO2e | 2025 | 260512_Axia_RAS_2025_ENG.pdf | 93 | ||
| 410 857 | tCO2e | 2025 | 260512_Axia_RAS_2025_ENG.pdf | 93 | ||
Union Formation and Collective Bargaining Power | ||||||
| 65 | % | 2025 | Form 20-F 2025.pdf | 101 | ||
Women on Board | ||||||
| 11 | people | 2025 | Form 20-F 2025.pdf | 89 | ||
| 10 | people | 2025 | Form 20-F 2025.pdf | 261 | ||
| 2 | Name | 2025 | Form 20-F 2025.pdf | 85 | ||
| 1 | people | 2025 | Form 20-F 2025.pdf | 89 | ||
Women in Management | ||||||
| 30 | % | 2025 | Management Report - 2025.pdf | 30 | ||
