For us, promoting the diversity, equity, and inclusion agenda is an ethical imperative and a business strategy. A diverse and inclusive environment generates engagement, creativity, innovation, and attracting and retaining new talent. In this sense, in line with our culture driver, "it's only good for us if it's good for the world," we reiterate our commitment to working towards an environment of inclusion and belonging, which values and welcomes diversity of race, gender, disability, sexual orientation, age, culture, religion, etc.

As a result of enslavement during Brazil's colonial period, the Black population was marginalized. As a result, there is an abyss of inequality regarding access to quality education, basic sanitation, minimum income, and health. This scenario is still reflected in the labor market today. Despite the progress made in recent years, the challenge can still be seen in data such as the rate of only 13.8% of executive positions held by Black people, even though they represent more than half of the Brazilian population (ETHOS, 2024).

According to the UN Global Compact, leadership means all positions up to three levels below the CEO. Based on this definition, we decided to include the positions of functional manager and above in the target. At Suzano, we have the following levels in their respective hierarchical order: Functional Management, Executive Management, Functional Board, Executive Board, and Presidency.

We believe that increasing the number of Black people in leadership positions promotes racial inclusion at decision-making levels, which brings greater representativeness and racial equity to the company.

Black people in leadership positions, including functional managers, executive managers, directors, and executive directors working in Brazil.

We use the same terminology as the Brazilian Institute of Geography and Statistics (IBGE), which defines the Black population as all self-declared black and pardo people.

Achieve 30% of Black people in leadership positions (functional management and above) - from 18.7% to 30% by 2025

By 2024, we will have 22% Black people in leadership positions, an increase of 1.6 percentage points compared to 2023. Among the highlights is the D+ Program, which seeks to develop women and Black people for leadership positions in the organization. In 2024, around 217 of the company's talents (44% Black) were impacted by a development journey that included mentoring sessions, assessments, workshops, and exposure to internal opportunities. It is also essential to highlight the intentionality of the movement of Black people to functional management positions and above.

The results of the Commitment are measured on a regular basis, both from Suzano's perspective and from the perspective of each Vice Presidency. In this way, we identify the main challenges and opportunities, considering the singularities of each business and location where the company operates.

In 2025, we will continue the D+ program, focusing on career development for women and Black employees, as well as initiatives that value the intersectionality among participants. In addition, we will strengthen strategic management practices by cascading collective goals to executive boards and expanding rituals with key internal stakeholders. These efforts aim to reinforce intentional practices and the monitoring of KPIs in the recruitment, development, and retention processes of Black leaders at Suzano, broadening the perspective to encompass the entire journey of female employees within the company.

For us, promoting the diversity, equity, and inclusion agenda is an ethical imperative and a business strategy. A diverse and inclusive environment generates engagement, creativity, innovation, and attracting and retaining new talent. In this sense, in line with our culture driver, "it's only good for us if it's good for the world", we reiterate our commitment to working towards an environment of inclusion and belonging, which values and welcomes diversity of race, gender, disability, sexual orientation, age, culture, religion, etc.

We consider an inclusive environment to be one in which everyone can feel free, respected, and safe to be who they really are, regardless of individual characteristics. In this sense, we reaffirm our commitment to promoting an inclusive environment for LGBTQIAPN+ people.

The inclusive environment is measured through the company's engagement survey, which takes into account, among other things, employees' responses to Suzano's internal practices to promote an inclusive culture and personal experiences in the workplace.

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

The commitment to a 100% inclusive environment for LGBTQIAPN+ people underwent a methodological change in 2023, integrating the previous survey into the Engagement Survey. As a result, we considerably expanded the base of respondents and began to consider only the responses of minoritized groups, bringing greater representativeness to the results obtained.

In 2024, as part of the quest to improve the survey, the methodology underwent an additional significant change by including mechanisms to delve deeper into the motivators behind the responses and open fields for comments, which expanded the spaces for respondents to express their opinions.  

During the year, the survey saw greater engagement from the general public, increasing from 85% to 88% in employee participation. The operational workforce stood out, with an increase of 7 percentage points in their participation compared to the previous cycle. It is also essential to highlight the engagement of minority groups, which accounted for more than 42% of the involvement in this survey edition. LGBTQIAPN+ people accounted for 4.5% of respondents (a result in line with the company's demographics, which proves the effective participation of this group). In this context, we recorded 76.8% favorability towards an inclusive environment according to the smaller group of LGBTQIAPN+ people. Despite the drop compared to the previous year's survey, the result remained above 75%, which is considered a zone of excellence by the current methodology. For comparison purposes, the overall favorability index for an inclusive environment in the Engagement Survey, in the perception of Suzano as a whole, was 83.6%.

Throughout 2024, various actions were implemented to strengthen awareness and combat discrimination. We adopted a strategy of regionalizing the DEI agenda, strengthening local action by affinity groups, as well as an action plan aligned with the challenges of each unit.

Specifically, about LGBTQIAPN+ people, we are continuing to implement inclusive toilets in our units, especially in Aracruz. In addition, we revised the Social Loan Policy to grant lower rates than those practiced by conventional financial institutions to promote well-being and support in emergency circumstances for employees. Among the situations covered by the policy are
o Documentation for rectifying name and gender: fees and legal expenses associated with changing name and gender on official documents;
o Hormone therapy: hormone medication, proven by a medical report, which the Health Plan does not cover;
o Fertility treatment: medical procedures such as in vitro fertilization (IVF) and artificial insemination, egg freezing, and hormonal drugs related to fertility (not covered by the Health Plan) for the employee and partner when a medical report and proof of union/marriage prove infertility. 
                                                               

For 2025, we reaffirm our commitment to promoting a more inclusive environment, strengthening processes and actions to raise awareness, engagement, and education for all people. We will act in the locations and areas of the company that prove to be the most challenging and continue to intensify initiatives to encourage trust in our whistleblowing channel, which we understand to be an ongoing process. Given the continuous evolution of this issue in society, we recognize that achieving a fully inclusive environment - as envisaged in our long-term public commitments - is an aspiration.

For us, working on diversity, equity, and inclusion is an ethical imperative and a business strategy. In a diverse and inclusive environment, employees feel more involved, creativity and contributions proliferate, and the attractiveness and retention rates of new talent increase. We respect human rights and value diversity without discrimination of any kind, whether based on race, color, political conviction, gender, religion, sexual orientation, age, place of birth, disability, etc.

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

Analysis of the adherence of the common spaces of Suzano's units about the Brazilian regulatory standard NBR 9050 of the Brazilian Association of Technical Standards (ABNT for its Portuguese acronym), which defines the accessibility aspects that must be observed in buildings, with the definition of specific technical criteria for circulation areas, boarding and disembarking, door widths, accessory heights, furniture, signage, and floor types, among others. The percentage of accessible spaces is determined through the adherence analysis.

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

We saw a significant increase in the Commitment's results over the course of the year, with 85% of facilities complying with the Brazilian accessibility standard, an increase of 11.9% from the previous year.

The work was carried out at several of the company's units. All the items in the scope were carried out as planned, including ramps, handrails, guardrails, canopy adaptation, tactile and visual signage, printing pool adaptation, creation of parking spaces for the disabled, painting, and adaptation of doors and doormats, among others, in the administrative and support buildings, such as the Medical Department, entrances, and parking lots.

In 2025,, we will continue to carry out the work to achieve 100% accessibility by the end of the year, thus completing the target set. The scopes will be defined according to each unit's main needs, with a focus on improving the accessibility of the common areas.

For us, promoting the diversity, equity, and inclusion agenda is an ethical imperative and a business strategy. A diverse and inclusive environment generates engagement, creativity, innovation, and attracting and retaining new talent. In this sense, in line with our culture driver, "it's only good for us if it's good for the world", we reiterate our commitment to working towards an environment of inclusion and belonging, which values and welcomes diversity of race, gender, disability, sexual orientation, age, culture, religion, etc.

We consider an inclusive environment to be one in which everyone can feel free, respected, and safe to be who they are, regardless of individual characteristics. In this sense, we reaffirm our commitment to promoting an inclusive environment for people with disabilities.

The inclusive environment is measured through the company's engagement survey, which takes into account, among other things, employees' responses to Suzano's internal practices to promote an inclusive culture and personal experiences in the workplace.

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

The commitment to a 100% inclusive environment for people with disabilities underwent a methodological change in 2023, integrating the survey previously carried out into the Engagement Survey. As a result, we considerably expanded the base of respondents and began to consider only the responses of the minoritized groups, bringing greater representativeness to the results obtained.

In 2024, as part of the quest to improve the survey, the methodology underwent an additional significant change. It included mechanisms to delve deeper into the motivators behind the responses and open fields for comments, which expanded the spaces for respondents to express their opinions.  

During the year, the survey saw greater engagement from the general public, increasing from 85% to 88% in employee participation. The operational workforce stood out, with an increase of 7 percentage points in their participation compared to the previous cycle. It is also essential to highlight the engagement of minority groups, which accounted for more than 42% of the involvement in this survey edition. People with disabilities accounted for 4.3% of respondents (a result in line with the company's demographics, which proves the effective participation of this group). In this context, we recorded 83.3% favourability towards an inclusive environment according to the smallest group of people with disabilities. Despite the drop compared to the previous year's survey, the result remained above 75%, which is considered a zone of excellence by the current methodology. For comparison purposes, the overall favorability index for an inclusive environment in the Engagement Survey, in the perception of Suzano as a whole, was 83.6%.

Throughout 2024, various actions were implemented to raise awareness and combat discrimination. We adopted a strategy of regionalizing the diversity, equity and inclusion (DE&I) agenda, strengthening local action by affinity groups, as well as an action plan aligned with the challenges of each unit.

Specifically, about the group of people with disabilities, we implemented a project to identify the main opportunities for improvement in attracting talent, hiring, and onboarding, with the support of an external consultancy specializing in the subject. The project also supported us in building a manual to establish guidelines and strengthen integration between the People and Management and Health and Safety areas throughout the hiring process. This content reinforces our commitment to valuing residual capacity and promoting adaptations that expand the opportunities for including people with disabilities in Suzano's operations.

Another important highlight was the Somar program, a partnership between Suzano and the National Industrial Learning Service (Senai for its Portuguese acronym). It aims to train women and people with disabilities to work in entry-level positions in industrial and forestry operations. In 2024, classes were held in Espírito Santo (Aracruz), Maranhão (Açailândia and Imperatriz), Mato Grosso do Sul (Ribas do Rio Pardo and Três Lagoas), Pará (Belém) and São Paulo (Vale do Paraíba). There are 48 people in the training process, and 58 are already trained, with a 65% success rate. 
 

For 2025, we reaffirm our commitment to promoting a more inclusive environment, strengthening processes and actions to raise awareness, engagement, and education for all people. We will act in the locations and areas of the company that prove to be the most challenging and continue to intensify initiatives to encourage trust in our whistleblowing channel, which we understand to be an ongoing process. Given the continuous evolution of this issue in society, we recognize that achieving a fully inclusive environment - as envisaged in our long-term public commitments - is an aspiration.