Suzano's safety, health, quality of life and facilities actions are guided by the preservation of our employees' lives, as well as by the positive impact on society. The areas are structured in such a way as to encompass all of the company's units, with actions that impact its own employees and service providers, as well as their families.

It is understood that the evolution of organizational culture, in which appropriate, safe, and positive processes happen naturally, is a movement that needs to be sustainable, interconnected, and monitored. Thus, there are several approaches, such as digitalizing health and safety tools and monitoring via dashboards in Power BI, a management support platform. In 2022 alone, we had an increase of 169,000 applications of safety tools with the teams during the execution of activities in the operations.

Added to this, in a broad context, is the improvement in the work environment, which corroborates the engagement and sense of belonging of all the people who work in our units. In 2022, we continued to improve the work environments through the Juntos & Misturados (Together & Mixed) program, which aims to enhance and improve the comfort and quality of the environments for our employees, allowing greater agility in the exchange of information, generating greater proximity and quality in relationships. This initiative standardizes workstations, removing the requirement for fixed workstations, creates wraparound rest areas, themed meeting rooms, and adapts spaces to be accessible to everyone.

We seek an approach that allows active professional participation in the health and safety actions planned and carried out. Therefore, all Suzano operating units have structured safety committees, divided into smaller subcommittees, that discuss, analyze and implement actions related to health and safety and actions taken by the Internal Commission for Accident Prevention (CIPA in Portuguese acronym). The committees' responsibilities include active participation in meetings, setting goals and objectives, and dealing with issues at the strategic (Management Committee), operational (Cell Committee), and specific (Technical or Thematic Committee) levels. The committees' meetings take place according to a pre-defined calendar in the units. Also, aiming at the working conditions with ongoing improvement in the sector, we have formal agreements with unions with specific approaches for each region where we operate. 

In the following, we will go into more detail about actions with more specific targeting. 


  1. Behavior & Culture

In 2022, we maintained a strong direction for Behavioral & Cultural actions with our Caring Program, with all levels of hierarchy involved. Our industrial and forestry units all followed customized cultural transformation plans to guide the evolution in the maturity of the safety culture, besides carrying out various campaigns, events, and technical and behavioral training. Actions for continuous improvement in our processes and procedures with a behavioral bias are constant and bring effective and sustainable results because they accompany the gradual evolution of maturity in safety and are directly associated with the areas of Health, Quality of Life, and Ergonomics. 

We promote actions that focus on preventive behavior and learning from what happened (lessons learned) to recognize how the results were achieved.

We also work with the "Cuidar em todo lugar Program" (Caring Everywhere Program) with actions that involve family members and friends of our employees, reinforcing the message that safety is a value everywhere.

There were 401 actions developed via the cultural transformation plan, which indicates a high engagement of the units in the realization of initiatives focused on safety culture and the program's success. Added to other initiatives, we achieved a 12% advance in safety culture compared to the previous year. This result was measured using a diagnosis and calibration of the culture with the Hearts And Minds methodology and its 23 dimensions. 

The actions count on wide dissemination in the company's internal channels to provide alignment, recognition, and engagement of everyone involved in our operations.

  1. BomSenso (5S)

Our BomSenso Program (methodology based on the 5S program) covered all the industrial units, with a 17% increase in the number of areas included in the program over the previous year. We also started the implementation in all forest units, consolidating the indicators in Power BI according to the stages of the program (Timeline/Audits of Progress, Radar, and Certification). To ensure the quality of the program, audits and visits for methodological alignment were carried out.

This Program reinforces routine management actions and the alignment that all people are protagonists when it comes to safety. 

  1. Process Security (SEPRO in Portuguese acronym)

Along with Suzano's actions, in 2022, we will begin to implement Process Safety management (SEPRO) through the Process Safety Culture Dissemination and critical analysis for the development of SEPRO event indicators. This was another important step in our safety culture and integrated view of analyses, processes and procedures, which increasingly results in a positive culture for life.

  1. Monitoring Results and Safety Indicator (SI)

One of the ways we monitor the actions and results is from the Safety Indicator (SI), which adds a management analysis of what was predicted x accomplished, which we call the Safety Management Indicator (SMI), and the quality analysis of the actions, which is the Safety Quality Indicator (SQI).
With SI added to the actions and controls already mentioned, we work with the continuous improvement of processes and the safety culture, in line with Suzano's occupational safety policy. 

As an example, these are the tools evaluated in the SMI (quantitative): management of recorded deviations, the execution of the Safety in the Area Program, the performance of employee training, and the performance of inspections, among others. In SQI the measurement is made through detailed and qualitative evaluation of tools such as the Green Signal, Daily Safety Dialogue, Area Safety, and occurrence management, among others.

Additionally, we have a corporate portal that makes available for consultation the security data per unit. Furthermore, we disseminate information through internal communication channels, such as the intranet and e-mails referring to the theme.

  1. Integral Health Management and Quality of Life Promotion

Occupational health management at Suzano, in all units, is covered by a Safety, Health and Quality of Life Management System, based on the guidelines of ISO 45001:2018, ISO 9000, Labor Regulatory Standards (especially NRs 07, 09, 15, 17, 31 and 32), on the concept of the PDCA cycle (Plan - Do - Check - Act or Adjust) and on good national and international market practices. 

Suzano has a Health and Quality of Life area composed of 319 people, including doctors, nursing staff, psychologists, ergonomists, nutritionists, and quality of life analysts, focused on Quality of Life actions (health promotion and prevention of diseases) for the employees and their dependents, in the company's factories, forestry units, offices, and distribution centers. Moreover, it has a specific Health and Quality of Life program, with a team 100% dedicated to its activities, called the Faz Bem Program, which aims to develop actions to promote health and quality of life for employees and their families (primarily legal dependents, including adults and children). 

The Program makes available, among other benefits: 24/7 support (via toll-free number) in the areas of psychology, legal, social, physical, financial, nutritional, and pet support; an online therapy platform for all employees, which covers various sub-specialties of psychology (therapy, career development, family counseling, etc.); personalized and group pregnancy monitoring, by hiring an obstetric nurse; breastfeeding rooms (called "Breastfeeding Corner"), implemented in our units with the highest number of female employees. 

Suzano's initiatives regarding Health and Quality of Life also include: 

  • Management of medical absenteeism by International Statistical Classification of Diseases and Health Problems (ICD) M (musculoskeletal and connective tissue diseases), to monitor illnesses of a musculoskeletal nature; 
  • Management of medical absenteeism by ICD F (mental and behavioral disorders), to monitor illnesses of a psychic nature; 
  • Management of leaves of absence from Social Security, with investigation of occupational nexus whenever indicated; 
  • Application of ergonomics and mental health census linked to the periodic exams, with results governance through the composition of indicators and multidisciplinary team meetings (Health and Quality of Life teams);
  • Reception of employees (integral health care), providing the necessary treatment and/or referral to their health condition, aiming at the control or cure of their health conditions;
  • Implementation of ergonomic improvements and adaptations in production processes at industrial and forestry units, with continuous workstation analysis and the performance of workplace exercises at these locations; 
  • Maintenance and support of the existing Ergonomics Committees, highlighting ergonomic improvements resulting from the work of each of them; 
  • Carrying out a corporate vaccination campaign against H1N1 Influenza in April, in the drive-thru system.

Programs and Actions that also deserve to be highlighted:

  • Sob Medida (Under Size) Program, in which, with the support of nutritionists, psychologists, and physical educators, during a period of 90 days, teams of overweight employees compete among themselves and among units. The team that loses the most weight (adding up the individual weight loss of each member) in the final period is awarded. The area also promotes virtual meetings to take preventive care of employees' mental, nutritional, physical and financial health, providing frequent interactive moments with specialized professionals;
  • Gympass, which is a health promotion benefit made available corporatively, extensive to the legal dependents, and covering on-site and online activities, using a cell phone application. We also accompany and stimulate running and walking groups, which count their performance results in specific applications and revert them into donations in partnership with the Voluntariar Program;
  • Suzano Faz Bem Application, in which all the benefits of Health, Quality of Life, and HR (People & Management) are concentrated and easily accessible to everyone. The resource includes orientation, training, mindfulness sessions, meditation sessions, nutritional tips, e-books on ergonomics, etc.

5.1 - Actions against Coronavirus 

During 2022, the management of the new Coronavirus pandemic continued, with the commitment to provide the maximum in terms of care and prevention for our employees, with emphasis on those people belonging to the risk group, implementing the guidelines established by the World Health Organization and the Ministry of Health. 

  • All cases of illness (suspected or confirmed), as well as those of hospitalization, were followed up by the medical and nursing teams. 
  • The outpatient clinics in our largest units continued to be available for care 24/7. ​


The following information is available in the tables below:

  • Suzano Safety Indicators;
  • Occupational Health and Safety Management System.

Suzano Safety Indicators

% % % %

Safety Management Indicator (SMI)





Safety Quality Indicator (SQI)





Safety Indicator (SI - average of SMI and SQI)





About the Occupational Health and Safety Management System¹

overall number % overall number % overall number % overall number %

Employees covered by the system









Employees covered by an internally audited system









Employees covered by a system audited or certified by an external party









  1. All units are certified, except Belém (PA), Maracanaú (CE) and Cachoeiro do Itapemirim (ES).