Promoting Diversity, Equity, and Inclusion is not just a moral obligation for us but also a key business strategy. Diverse and inclusive workplaces boost engagement, productivity, and innovation, while also attracting and retaining top talent. In alignment with our culture driver, “it's only good for us if it's good for the world,” we reaffirm our dedication to fostering a respectful and inclusive environment that appreciates the diversity of perspectives both within and beyond the company.

Brazil's history has shaped lasting inequalities that particularly impact the Black population, with ongoing effects in employment. In 2024, Black people held 13.8% of executive roles nationwide, even though they make up over half of the population (Ethos Institute, 2024). We understand the importance of enhancing racial diversity within organizations. Consequently, in 2020, we set a target of having 30% of Black people in leadership positions by 2025, including roles at the Functional Management level and above. Suzano's leadership hierarchy includes Functional Management, Executive Management, Functional Board, Executive Committee, and Presidency.

We believe that expanding representation in leadership roles is essential for advancing racial equity and ensuring Black people's meaningful involvement in the company's strategic choices.

Black people in leadership positions, which include functional managers, executive managers, functional directors, and executive directors, operate in Brazil. We adopt the terminology used by the Brazilian Institute of Geography and Statistics (IBGE), which defines the Black population as all self-identified Black people and pardos.

In 2025, we examined the historical data on Black representation in leadership positions to confirm that the yearly results align with the original scope of the commitment. This scope includes only management positions and higher, with operations in Brazil, so expatriate roles were excluded from the calculation base.

Achieve 30% representation of Black people in leadership positions (functional management and above)—increasing from 18.33% to 30% by 2025.

In 2025, 23.45% of Black people held management positions or higher, up over 5 percentage points from December 2019, the baseline year. In absolute numbers, this means an increase from 68 to 129 Black leaders over six years. This demonstrates a positive trend toward greater racial equity within the organization's culture and highlights efforts to attract and foster Black talent.

One of the year's highlights was the D+ Program, which focuses on developing women and Black people for leadership positions. In 2025, it reached 123 talents, about 50% of whom were Black, through an Action Learning journey based on real projects designed to solve business challenges and improve leadership skills.

Although progress has been made, the target of having 30% of Black people in management roles and higher was not met by 2025. Transparent acknowledgment of this outcome is crucial to uphold our commitments to society, employees, shareholders, and business partners. We will persist with determination and confidence in advancing racial equity within our processes and practices. The governance of this initiative remains proactive, emphasizing the enhancement of actions that support lasting structural change.

In 2026, we will continue to strongly promote gender equity within our organizational culture and throughout the talent lifecycle of attracting, developing, and retaining staff. We reaffirm our dedication to maintaining a minimum of 30% representation of Black people in leadership positions, solidifying diversity as a core strategic pillar of the company. To achieve this goal, we will broaden initiatives focused on talent development and recognition, while also enhancing strategic management of diversity through strengthened rituals and deliberate practices involving key internal stakeholders.

The initiatives involve consistent monitoring of KPIs across hiring, development, internal use, and retention processes, providing a comprehensive view of the employee journey at Suzano. Our aim is to build a more inclusive environment that values diversity and offers equal opportunities for everyone, emphasizing female leadership as a vital element of our long-term strategy.

Furthermore, we will systematically improve the representation of Black individuals, with a focus on higher-level and leadership roles. The initiative involves analyzing key gaps along the career ladder—particularly succession, internal mobility, and promotion— and implementing targeted actions to address these disparities and boost the presence of Black leaders within the company.

We understand that advancing gender and racial equality simultaneously poses a major structural challenge. Therefore, the proposal to keep at least 30% of women in management and higher roles is based on maintaining sustainable metrics. It aims to balance consolidating gains in gender equality with the strategic acceleration of racial progress. This approach is responsible and systemic, promoting steady development, preventing setbacks, and ensuring a lasting positive impact on leadership composition.
 

A change in methodology caused a drop, instead of an increase, in the percentage, leading to no progress toward the 100% target.

For us, promoting the Diversity, Equity, and Inclusion agenda is more than just an ethical obligation: it’s a crucial business strategy. Diverse and inclusive environments boost engagement, productivity, and innovation, while also strengthening our ability to attract and retain talent. In line with our culture driver, “it's only good for us if it's good for the world,” we reaffirm our dedication to fostering a respectful and inclusive environment that values diverse perspectives across all dimensions, both inside and outside the company.

We believe an inclusive environment is one where everyone feels free, respected, and safe to be their authentic selves, regardless of individual characteristics. That's why we are dedicated to fostering a culture of respect, inclusion, and welcome for all LGBTQIAPN+ individuals.

The inclusive environment is assessed through the company's engagement survey, which includes questions about employees' responses to Suzano's internal practices for fostering an inclusive culture and their personal experiences in the workplace.

Ensure a 100% inclusive environment for LGBTQIAPN+¹ people - from 79% to 100% by 2025.

In 2025, the results highlight the ongoing growth of the Inclusive Environment theme, which reached 90% favorability and remained the highest-rated dimension among employees in the survey. This index shows an increase of +6 percentage points from 2024 and +2 points from 2023, confirming a positive trend.

The particular indicators also demonstrate considerable growth:

• Respect and Inclusion: 94%, (+4 p.p vs 2024);
• Respect for Diversity: 93%, (+5 p.p vs 2024);
• Equal Opportunities: 88%, (+11 p.p vs 2024);
• Safety when Whistleblowing: 86%, (+5 p.p vs 2024).

From a group perspective, all the indices showed an improvement on the previous survey. With results above 84%, the company is consolidated in the zone of excellence for all the markers, according to the survey methodology.

• People 55+: 91% (+7 p.p vs 2024);
• Black people: 90% (+6 p.p vs 2024);
• Women: 88% (+6 p.p vs 2024);
• People with disabilities: 86% (+7 p.p vs 2024);
• LGBTQIAPN+: 84% (+7 p.p vs 2024).

Among this year's initiatives, we emphasize the “Inclusive Leadership” awareness campaign, part of the Leadership School, featuring the “Leadership Dialogues - Culture of Respect and Inclusion” Workshop led by a specialized consultant. These sessions encouraged discussion and reflection on ethics, diversity, respect, and inclusion, reaching around 120 leaders from the Paper and Packaging, Industrial Pulp, Forestry, and Consumer Goods sectors at the Aracruz, Central Office, Jacareí, Limeira, Mogi das Cruzes, and Suzano units. Another key initiative is Plural, a unified entity with multiple voices that addresses demands and reinforces affinity networks through internal engagement. Plural consists of Affinity Groups (AGs) with the autonomy to take actions tailored to local challenges, and a committee comprising executive and representative leaders that meets quarterly to deliberate on matters pertaining to the Diversity, Equity, and Inclusion agenda.

Specific initiatives for LGBTQIAPN+ people

We upheld the Social Loan Policy, offering lower interest rates than those of typical financial institutions to foster well-being and provide support during emergencies. These include the following scenarios:

• Documentation for the rectification of name and gender: legal fees and expenses related to updating official documents;
• Hormone therapy: hormonal medication, as confirmed by a medical report, which is not covered by health insurance;
• Fertility treatment: medical procedures such as in vitro fertilization (IVF), artificial insemination, egg freezing, and hormonal drugs related to fertility, when infertility and the marriage or partnership are established.

These results indicate that we are advancing in creating an environment where everyone feels respected and a sense of belonging, in a consistent and sustainable manner.
 

For 2026, we will stay active and proactive in implementing actions that advance the Diversity, Equity, and Inclusion (DE&I) agenda. However, we will not set new quantitative public targets for creating an inclusive environment, focusing instead on maintaining the consistency and quality of the practices already established.

Suzano reaffirms its commitment to ongoing learning and strengthening initiatives that foster genuine and sustainable transformation. It ensures that the DE&I agenda remains a core part of people management and human rights protection—essential pillars for the company's success and the positive societal and environmental impact we aim to create.

For us, focusing on diversity, equity, and inclusion is both an ethical obligation and a strategic business decision. In a diverse and inclusive workplace, employees experience greater engagement, leading to increased creativity and contributions. Additionally, such an environment enhances our ability to attract and retain new talent. We uphold human rights and cherish diversity, strictly prohibiting discrimination of any kind based on race, color, political beliefs, gender, religion, sexual orientation, age, place of birth, disability, or other factors.

We consider an inclusive environment one in which everyone feels welcomed, respected, and safe being true to themselves, regardless of personal characteristics. Recognizing the importance of respecting individual differences, we believe an inclusive environment is essential for people with disabilities (PwD).

The adherence analysis of the common areas within Suzano's facilities in accordance with the Brazilian Regulatory Standard NBR 9050, established by the Brazilian Association of Technical Standards (ABNT), is conducted to evaluate compliance with accessibility requirements mandated for buildings. This standard delineates specific technical criteria concerning circulation spaces, boarding and disembarking, door widths, accessory heights, furniture, signage, floor types, among other aspects. The proportion of accessible spaces is ascertained through this adherence assessment.

Ensure 100% accessibility in the common areas of Suzano's units for people with disabilities - from 39.2% to 100% by 2025.

We fully carried out all works and adjustments outlined in the contracted scope—including modifications to furniture and other interventions—achieving the 2025 target (100%). These deliveries were part of the 2019 data survey that supports the accessibility project. Key areas include creating accessible routes in common spaces, installing elevators, and adapting auditoriums, pantries, and other unit areas.

In 2026, we will maintain an active and proactive approach to advancing the Diversity, Equity, and Inclusion (DE&I) agenda. However, we will refrain from setting new quantitative public accessibility targets.

Once this commitment is met, the actions become an internal guideline ensuring ongoing adherence to accessibility standards in all works, constructions, or renovations. This promotes continuous accessibility improvement and maintains the aim of keeping environments fully accessible.

Suzano reaffirms its dedication to ongoing learning and to enhancing initiatives that foster genuine and sustainable change. It emphasizes integrating the DE&I agenda into people management and Human Rights protection—key pillars for business success and the positive societal and environmental impact we aim to achieve.

A change in methodology caused a drop, instead of an increase, in the percentage, leading to no progress toward the 100% target.

Promoting Diversity, Equity, and Inclusion is more than just an ethical responsibility; it's a crucial business strategy. Diverse and inclusive workplace cultures boost engagement, productivity, and innovation, while also helping attract and retain talent. Consistent with our cultural principle - “it's only good for us if it's good for the world” - we reaffirm our dedication to fostering a respectful and inclusive environment that recognizes various aspects of diversity within and outside the company.

We believe an inclusive environment is one where everyone feels free, respected, and safe to be who they really are, regardless of their personal characteristics. That is why we are dedicated to fostering a culture of respect, inclusion, and welcome for all individuals with disabilities.

The inclusive environment is assessed through the company's engagement survey, which includes questions about employees' responses to Suzano's internal practices that promote an inclusive culture and their personal experiences in the workplace.

Ensure a 100% inclusive environment for people with disabilities - from 91.8% to 100% by 2025.

In 2025, the results reinforce the ongoing positive trend of the Inclusive Environment theme, which achieved 90% favorability. This makes it the highest-rated dimension among employees in the survey. The score increased by 6 percentage points from 2024 and 2 points from 2023, confirming a positive trend.

The specific indicators also demonstrate substantial growth:

• Respect and Inclusion: 94%, (+4 p.p vs 2024).
• Respect for Diversity: 93%, (+5 p.p vs 2024).
• Equal Opportunities: 88%, (+11 p.p vs 2024).
• Safety when Reporting: 86%, (+5 p.p vs 2024).

From a group perspective, all the indices improved compared to the previous survey. With results exceeding 84%, the company is firmly positioned in the excellence zone for all markers, according to the survey methodology.

• People 55+: 91% (+7 p.p. vs. 2024).
• Black people: 90% (+6 p.p. vs 2024).
• Women: 88% (+6 p.p. vs 2024).
• People with disabilities: 86% (+7 p.p. vs 2024).
• LGBTQIAPN+: 84% (+7 p.p. vs 2024).

This year, we emphasize the “Inclusive Leadership" initiative, part of the Leadership School, featuring the “Leadership Dialogues - Culture of Respect and Inclusion” workshop led by a specialist in the field. These sessions fostered discussion and reflection on ethics, diversity, respect, and inclusion, reaching about 120 leaders across the Paper and Packaging, Industrial Pulp, Forestry, and Consumer Goods sectors at sites in Aracruz, Central Office, Jacareí, Limeira, Mogi das Cruzes, and Suzano. Additionally, the Plural platform functions as a unified entity with multiple voices, facilitating internal engagement and supporting affinity networks. Composed of Autonomous Affinity Groups (AGs) that tailor actions to local needs, Plural is overseen by a committee of executive and representative leaders that meets quarterly to address key issues in advancing Diversity, Equity, and Inclusion.
 

Specific initiatives for people with disabilities

Suzano continues to advance by investing in infrastructure and refining internal procedures. For example, we mapped the roles with the highest hiring rates to identify opportunities for better adaptation and accessibility. Additionally, we created a guide to inform the Health, Safety, and People and Management teams about their roles in supporting the inclusion of professionals with disabilities at Suzano, emphasizing principles such as reasonable accommodation and residual capacity, in accordance with Law 13.146/2015 (Brazilian Inclusion Law).

We also conducted awareness-raising initiatives with the support of a consultancy specializing in neurodiversity, fostering reflection, dialogue, and experience-sharing about autism in meetings for employees and across strategic areas such as People and Management, Legal, Health, and Safety.

For 2026, we will remain active and proactive in implementing actions that boost the Diversity, Equity, and Inclusion (DE&I) initiatives. However, we will not set new quantitative public targets for creating an inclusive environment instead, we will focus on maintaining the consistency and quality of our existing practices.

Suzano reaffirms its commitment to ongoing learning and enhancing initiatives that foster authentic and sustainable change. The company ensures that the DE&I agenda is a core part of people management and human rights protection, a key pillar of business success, and of the positive societal and environmental impact we aim to achieve.