Commitment to Renewing Life

For people

Promote diversity, equity and inclusion

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Our progress

47.2 %

Context

For us, working on diversity, equity and inclusion is not only a duty but a business strategy. In a diverse and inclusive environment, employees feel more involved, creativity and contributions spread and, at the same time, the attraction and retention rates of new talents increase. We respect human rights and value diversity, without discrimination of any kind, race, color, political conviction, gender, religion, sexual orientation, age, place of birth, disability, and others.

In the Brazilian labor market, women occupy 13.6% of executive positions and represent 45% of the workforce, in more precarious positions or functions and without equal rights (ETHOS, 2016). According to the UN Global Compact (UNGC), leadership means all positions up to three tiers below the CEO. Considering that 20% of the third tier below Suzano's CEO includes the managerial position, we decided to include positions equal to or higher than this in the scope of the goal.

We believe that the increase of women in leadership positions promotes gender equity by providing effective female participation in decision-making.

Informations
Scope

Women in leadership positions, including functional managers, executive managers, functional directors, and executive directors, in Brazil.
We consider women from the perspective of gender identity, that is, the internal and individual experience of gender felt by each person, which may or may not correspond to the gender assigned at birth.  Gender identity is self-declared in Suzano's internal system. 

baseline
15.8% women in leadership positions (Dec/2019¹).
ambition
Achieve 30% women in leadership positions (functional management and above) - 15.8% to 30% by 2025.
Results in 2021

In 2021, we will reach 22.5% women in leadership positions (functional management and above), an evolution of 3.4 percentage points about the result for 2020. We had significant advances through the career acceleration and mentoring programs for women, as well as a higher number of admissions due to the establishment of a more diverse, shortlist in the selection processes, which must contain 50% women and/or Black people people. Furthermore, all leadership has diversity, equity, and inclusion goals that include increasing the representation of women in leadership positions.  

KPI Tracking
KPI Follow-up:2019²2020³2021
% % %

Percentage of women in leadership

15.80%

19.10%

22.50%

Our plans for 2022

In 2022, we will launch the ELOS D+ program to accelerate women's careers and expand actions to increase the number of female résumés in our talent pool. We will also continue with the goal of shortlisting women for internal and external processes for leadership positions. To work at other levels and to favor the preparation of the leaders of the future, we aim to increase the representation of women in the general staff and increase the number of women in initial leadership positions. 

1. At Suzano, the information on diversity and inclusion is gathered in an integrated and digital manner, allowing for real-time monitoring of the results.
2. We had published 16% in the previous cycle, that is, the rounded value. From 2022 on we will publish the result to one decimal place.  
3. We had published 19% in the previous cycle, that is, the rounded value. From 2022 on we will publish the result to one decimal place.  

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Our progress

8.8 %

Context

For us, working on diversity, equity and inclusion is not only a duty but a business strategy. In a diverse and inclusive environment, employees feel more involved, creativity and contributions spread, and, at the same time, the attraction and retention rates of new talent increase. We respect human rights and value diversity, without discrimination of any kind based on race, color, political conviction, gender, religion, sexual orientation, age, place of birth, disability, and others.

Due to slavery in Brazil's colonial period, there was a process of marginalization of the Black people population and, as a consequence, an abyss of inequality opened in access to quality education, basic sanitation, a minimum income, and health care. This scenario is reflected in the labor market to this day, which can be seen in data such as the rate of only 4.7% of executive positions being held by Black people people, even though they represent more than half of the Brazilian population (ETHOS, 2016).

We believe that the increase of Black people people in leadership positions promotes racial inclusion at decision-making levels, seeking to bring more representation and racial equity. 

Informations
Scope

Black people people in leadership positions, which include functional managers, executive managers, directors, and executive officers, in Brazil. 
We use the same terminology as the Brazilian Institute of Geography and Statistics (IBGE), including all people self-declared as Black people and pardos*. 

baseline
18.7% Black people in leadership positions (functional management and above) (year: dec/2019¹).
ambition
Achieve 30% Black people people in leadership positions (functional management and above) - from 18.7% to 30% by 2025.
Results in 2021

In 2021 we reached 19.7% of Black people people in leadership positions (functional management and above), an evolution of 1.4 percentage points about the result in 2020. We had significant advances through the career acceleration and mentoring programs, as well as a higher number of admissions due to the establishment of a more diverse, shortlist in the selection processes, which must contain 50% women and/or Black people candidates. Furthermore, all leadership has diversity, equity, and inclusion goals that include increasing the representation of Black people in leadership positions. 

KPI Tracking
KPI Follow-up:2019²2020³2021
% % %

Percentage of African descent in leadership (%)

18.70%

18.30%

19.70%

Our plans for 2022

In 2022 we will launch the ELOS D+ program for career acceleration and we will expand actions to increase the number of résumés of Black people professionals in our talent bank. We will also continue with the goal of having Black people people on the shortlist for internal and external processes for leadership positions. To work at other levels and to favor the preparation of future leaders, we aim to increase the representation of Black people people in initial leadership positions.

  1. At Suzano, the information on diversity and inclusion is gathered in an integrated and digital manner, allowing for real-time monitoring of the results.
  2. For greater transparency and to adequately address the actions related to race/ethnicity at Suzano, we chose not to consider the international offices in this relationship. Thus, the baseline target is now 18.7% of Black people in leadership positions in Brazil by December 2019.
  3. We had published 21% in the previous cycle and are correcting the figure to 18.3%, considering the scope of only operations in Brazil.
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Our progress

15.8 %

Context

For us, working on diversity, equity and inclusion is not only a duty but a business strategy. In a diverse and inclusive environment, employees feel more involved, creativity and contributions spread and, at the same time, the attraction and retention rates of new talents increase. We respect human rights and value diversity, without discrimination of any kind based on race, color, political conviction, gender, religion, sexual orientation, age, place of birth, disability, and others.

We consider an inclusive environment one in which all people can feel welcomed, respected, and safe to be who they are, regardless of individual characteristics. By respecting this individuality, we understand that it is essencial to have an inclusive environment for LGBTQIAP+ people.

Informations
Scope

The measurement of the inclusive environment is done using a perception survey, which considers the responses of the employees to Suzano's internal practices to promote this culture, along with personal experiences in the work environment. 

baseline
92.4% inclusive environment, according to the survey methodology (2020¹).
ambition

Ensure 100% inclusive environment for LGBTQIAP+² people - from 92.4% to 100% by 2025.

Results in 2021

In 2021, we had an evolution in the perception of an inclusive environment for LGBTQIAP+ people at Suzano reaching a result of 93.6%, an increase of 1.2 percentage points. The results were driven by strategic iniciatives designed based on the results of the previous year's survey, considering education and awareness-raising on the theme during the year, active listening, welcoming, and mobilization in Suzano's units, the increase in the hiring of LGBTQIAP+ people in the gateway programs and also the LGBTQIAP+ Pride month program, which impacted more than seven thousand people, internal and external.

KPI Tracking
KPI Follow-up:20202021
% %

Percentage of LGBTQIAP+ inclusive environment

92.40%

93.60%

Our plans for 2022

In 2022, we will invest in actions that promote better experiences for self-declared LGBTQIAP+ people. For this to happen, we will use the results of the current survey to structure working groups to address the main themes of the survey that we still need to evolve.

  1. At Suzano, the information on diversity and inclusion is gathered in an integrated and digital manner, allowing for real-time monitoring of the results.
  2. At Suzano, we chose to use the acronym LGBTQIAP+, which includes lesbian, gay, bisexual, transgender, queer, intersex, asexual, pansexual, and "+", symbolizing all other sexual orientations, identities, and gender expressions.
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Our progress

23.8 %

Context

For us, working on diversity, equity and inclusion¹ is not only a duty but a business strategy. In a diverse and inclusive environment, employees feel more involved, creativity and contributions spread and, at the same time, the attraction and retention rates of new talents increase. We respect human rights and value diversity, without discrimination of any kind based on race, color, political conviction, gender, religion, sexual orientation, age, place of birth, disability, and others.

We consider accessibility to be the right that ensures that people with disabilities can live independently and exercise their citizenship, whether in urban, school, professional, or leisure spaces. We believe that guaranteeing this right to our employees is essential to promote inclusion.

Informations
Scope

Analysis of adherence of the common spaces of the Suzano Units about NBR 9050, of the Brazilian Association of Technical Standards (ABNT), a Brazilian regulatory standard that defines the aspects of accessibility that must be observed in buildings, with the definition of specific technical criteria for circulation areas, boarding and alighting, door widths, the height of accessories, furniture, signage, and types of flooring, and others. Through adherence analysis, the percentage of accessible spaces is determined.

baseline
38.2% accessibility (2020¹).
ambition
Ensure 100% accessibility in common areas of the Suzano Units for people with disabilities - from 38.2% to 100% by 2025.
Results in 2021

In 2021, we advanced in the schedule of adaptation works that had been identified in the previous measurement, reaching an advance of 14.7 percentage points. We highlight the works carried out in our administrative offices of Together and Mixed, an open office concept, without dividing sectors or areas into a single administrative complex, promoting inclusion and synergy between areas and processes.

KPI Tracking
KPI Follow-up:20202021
% %

Percentage of accessibility (%)

38.20%

52.90%

Our plans for 2022

Based on the data survey, carried out in 2021, we will make analyses, and establish and monitor action plans, considering the particularities and priorities of each unit. Our action will be through interventions and/or necessary renovations in the common areas of our operations.

  1. Correction of the figure reported in 2020: instead of 38.4%, we had 38.2% accessibility for people with disabilities.
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Our progress

14.6 %

Context

For us, working on diversity, equity and inclusion¹ is not only a duty but a business strategy. In a diverse and inclusive environment, employees feel more involved, creativity and contributions spread and, at the same time, the attraction and retention rates of new talents increase. We respect human rights and value diversity, without discrimination of any kind based on race, color, political conviction, gender, religion, sexual orientation, age, place of birth, disability, and others.


We consider an inclusive environment to be one in which all people can feel welcomed, respected, and safe to be who they are, regardless of individual characteristics. By respecting this individuality, we understand that it is essential to have an inclusive environment for people with disabilities (PWD). 

Informations
Scope

The measurement of the inclusive environment is done by a perception survey, which considers the responses of the employees to Suzano's internal practices to promote this culture, as well as personal experiences in the work environment. 

baseline
91.8% inclusive environment (2020).
ambition

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

Results in 2021

In 2021, the perception of an inclusive environment for people with disabilities (PWDs) at Suzano improved, reaching 93%. The results were driven by strategic actions designed based on the results of the previous year's survey, considering the delivery of the talent mapping, with more than 1,000 PWDs, the training of 78 PWDs for our operational training programs, the launch of the PWD severance governance to ensure the replacement of PWD talent, lives, and events related to the celebration of the potentials and essences of PWDs, besides local awareness and mobilization actions.

KPI Tracking
KPI Follow-up:20202021
% %

Percentage of inclusive environment (%)

91.80%

93.00%

Our plans for 2022

In 2022, we will invest in actions to raise awareness, educate, develop and attract people. Our efforts will be shared in action fronts formed not only by the leadership of the movement but also by ambassadors representing various locations, with the experiences of Suzano people with disabilities at the center of the decision-making process.

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