Commitments to Renewing Life

For people

Promoting diversity, equity and inclusion

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Our progress

81 %

Context

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.

Women's participation in the Brazilian formal labor market has advanced, but they still occupy 27.4% of executive positions (ETHOS, 2024). We understand the importance of having more and more women in charge of decision-making in the company. Based on this definition, we decided to include the positions of functional manager and above in the target. At Suzano, we have the following ranks in their respective hierarchical order: Functional Manager, Executive Manager, Functional Director, Executive Director, and President.

We believe that increasing the number of women in leadership promotes gender equality since we will have effective female participation in decision-making.

Informations
Scope

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

We consider women from the perspective of gender identity, i.e., 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/2019)¹.
ambition

Achieve 30% of women in leadership positions (functional management and above) - 15.8% to 30% by 2025

Results in 2024

We saw a meaningful acceleration in the Commitment's result in 2024, reaching 27.3% of women in leadership positions, after an increase of 2.4 percentage points compared to 2023. Among the year's highlights was 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 (66% women) 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 hiring and promoting women to functional management positions and above.

This Commitment is part of the variable remuneration for leaders, which corroborates the strategic importance of the issue within the company. Results are calculated 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.

KPI Tracking
201920202021202220232024
% % % % % %

Percentage of women in leadership

15.80%

19.10%

22.50%

23.60%

24.90%

27.30%

Our plans for 2025

In 2025, we will continue the D+ program, focusing on career development for female and black employees and initiatives that value intersectionality among participants. We will also continue to drive the strategic management of the theme, with the deployment of collective goals for the Vice-Presidencies and the expansion of rituals with internal key stakeholders, strengthening intentional practices and the monitoring of KPIs in the processes of admission, development, and retention of women in Suzano's leadership, expanding the vision to the entire journey of female employees at Suzano.

  1. At Suzano, information on diversity, equity, and inclusion is collected in an integrated and digital manner, allowing for real-time monitoring of results.

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Our progress

29.2 %

Context

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.

Informations
Scope

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.

baseline
18.7% African descent people in leadership positions (functional management and above) (year: dec/2019²).
ambition

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

Results in 2024

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.

KPI Tracking
2019³20202021202220232024
% % % % % %

Percentage of Black people in the leadership

18.70%

18.30%

19.70%

20.90%

20.40%

22.00%

Our plans for 2025

In 2025, we will continue the D+ program, focusing on career development for female and Black employees and initiatives that value intersectionality among participants. We will also continue to drive the strategic management of the topic, with the deployment of collective goals for the Vice-Presidencies and the expansion of rituals with internal key stakeholders, strengthening intentional practices and the monitoring of KPIs in the processes of admission, development, and retention of women in Suzano's leadership, broadening the vision for the entire journey of people working at Suzano.

  1. The terminology used by the Brazilian Institute of Geography and Statistics (IBGE) defines the Black population as all people who self-declare as Black or brown.
  2. At Suzano, information on diversity and inclusion is collected in an integrated and digital manner, allowing for real-time monitoring of results.
  3. In the interests of greater transparency and to adequately address actions related to race and ethnicity at Suzano, we have chosen not to consider the international offices in this list. As a result, the target baseline became 18.7% of Black people in leadership positions in Brazil in December 2019.

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Our progress

0 %

Context

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.

Informations
Scope

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.

baseline
79% inclusive environment, according to the survey methodology (2020)³
ambition

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

Results in 2024

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. 
                                                               

KPI Tracking
20202021202220232024
% % % % %

Percentage of LGBTQIAPN+ inclusive environment

79.00%

82.40%

85.00%

82.00%

76.80%

Our plans for 2025

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.

  1. The historical series and baseline of the monitoring indicator were revised according to a new measurement method. This method now considers only the individual perception of the minority group (in this case, LGBTQIAPN+ people) and no longer the perception of the company as a whole, thus prioritizing the experience of the public most directly affected by the issue.

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Our progress

85 %

Context

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).

Informations
Scope

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.

baseline
39.2% accessibility (2020)¹.
ambition

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

Results in 2024

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.

KPI Tracking
20202021202220232024
% % % % %

Percentage of accessibility

39.20%

51.90%

62.70%

73.06%

84.97%

Our plans for 2025

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.

  1. In the Mapping Review carried out in March 2022, we identified that the scope of work included areas with restricted access (operational areas). As a result, we removed these areas from the scope, keeping only the common areas open to all, as stipulated by NBR 9050. The figures for 2020 and 2021 have been revised.
  2. The 2020 and 2021 figures have been revised. We revised the indicator's metrics, adjusting the scope following NBR 9050. In this way, restricted (operational) areas were removed from the scope, and only common areas, which were free for everyone to move around, were kept.

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Our progress

0 %

Context

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.

Informations
Scope

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.

baseline
87.4% inclusive environment (2020)
ambition

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

Results in 2024

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. 
 

KPI Tracking
20202021202220232024
% % % % %

Percentage of inclusive environment

87,4

88,6

88,4

85.00%

78.50%

Our plans for 2025

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. 

  1. The historical series and baseline of the monitoring indicator were revised according to a new measurement method. This method now considers only the individual perception of the minority group (in this case, people with disabilities) and no longer the perception of the company as a whole, thus prioritizing the experience of the public most directly affected by the issue.

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