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. 

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*. 

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. 

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.

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.

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. 

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

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.

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.

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.

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.

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.

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.

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). 

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. 

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

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.

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.