Suzano is against any discrimination inside and outside the workplace. To reinforce this position, our Code of Ethics and Conduct has a specific ethical pillar for this issue: equality and diversity. We seek to treat everyone with whom we interact with respect, dignity and attention, as well as valuing diversity and the inclusion of people and ideas, repudiating discrimination for any reason, be it race, political conviction, gender, religion, sex, sexual orientation, age, place of birth, disability, among others.

Given this scenario, we started the Plural Program. The movement emerged at Suzano in 2016, organically and voluntarily, and was institutionalized in 2019, to foster a culture of valuing diversity and encouraging inclusion. Aligned with the company's sustainability and diversity, equity & inclusion (DE&I) strategies, the group in charge of the Program is co-responsible for promoting non-discrimination in the workplace, among other actions that cover the DE&I theme.

In addition, to ensure proper management of this issue, in December 2019 we launched our Diversity and Inclusion Policy, intending to determine the guidelines governing initiatives related to this issue in all our operations. From this, we hope to ensure that cases of discrimination in the company do not occur and to foster a culture of respect for individuality throughout our value chain. For further information, visit the “Diversity, equity and inclusion management” indicator.

Specifically about harassment in the workplace, Suzano has different practices in place to prevent new cases:

• Policy for dealing with complaints of gender-based violence (bullying, sexual harassment, sexual harassment, and discrimination): implementation of a strict zero-tolerance policy on harassment, with clear guidelines on unacceptable behavior and the consequences for offenders;
• Training and regular communication: periodic communication on issues involving harassment and application of the Code of Ethics and Conduct training for all employees;
• Complaints channel: confidential and accessible channel for male and female employees, service providers, and the general public to report harassment without fear of retaliation;
• Investigation: establishment of clear procedures for the prompt investigation of harassment complaints and the taking of appropriate corrective action;
• Victim support: providing psychological and legal support for victims of harassment, ensuring they receive the support they need to deal with the situation. These actions demonstrate a serious commitment to creating a safe and harassment-free working environment.

The following table shows some data on cases of discrimination at Suzano.