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 proliferate, 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, whether based on race, color, political conviction, gender, religion, sexual orientation, age, place of birth, or disability, among others.

Because of slavery in Brazil's colonial period, there was a process of Black people marginalization. As a consequence, an abyss of inequality opened up in the access to quality education, basic sanitation, a minimum income, and to health care. This scenario is reflected in the labor market until today, which can be verified by data such as the rate of only 4.7% of executive positions being held by black people, even though they represent more than half of the Brazilian population (ETHOS, 2016). 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 in the target the positions of functional manager and above. At Suzano, we have the following ranks in their respective hierarchical order: Functional Manager, Executive Manager, Functional Director, Executive Director, and Chairperson.

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

Black people in leadership positions, which include functional managers, executive managers, directors, and executive officers working in Brazil.

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

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

In 2022, we reached 20.9% of Black people in leadership positions (functional management and above), representing an advance of 2.2 percentage points in the achievement of the commitment and 6.1 percentage points in the previous year. We had significant advances through the career acceleration programs for 109 Black people, focused on the development of soft skills, as well as a higher number of admissions once we established a more diverse shortlist in the selection processes. Moreover, every leadership has diversity, equity, and inclusion goals that include increasing the representation of Black people in leadership positions.

In 2023, we will revitalize the ELOS D+ program, which is designed to accelerate the careers of Black people, with a focus on mentoring and getting closer to the board of directors, by reviewing the modules. Additionally, we will expand our actions to increase the number of resumes of Black people in our talent bank. We will also create challenge goals per department, focusing on areas with lower percentages of Black people in leadership. We will continue with the target of Black people on the shortlist for internal and external processes for leadership positions. Another initiative is Suzano's new potential management model (Sommos Desenvolvimento), which will accelerate our diverse talents.

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 proliferate, 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, whether based on race, color, political conviction, gender, religion, sexual orientation, age, place of birth, or disability, among others.

We consider an inclusive environment one where all people can feel welcomed, respected and safe to be who they really are, regardless of individual characteristics. By respecting this individuality, we understand that it is fundamental to have an inclusive environment for LGBTQIAP+ people.

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

In 2022, we reached a 94.2% favorability in the inclusive environment for the LGBTQIAP+ public, representing an increase of 1.8 percentage points compared to the baseline and 0.6 percentage points compared to the previous year. The results were driven by strategic actions designed based on the results of the survey from the previous year, considering education and awareness raising on the topic, active listening, welcoming, and mobilization at Suzano's units, in addition to hiring LGBTQIAP+ people in gateway programs and holding programming focused on LGBTQIAP+ Pride month (June). 

We will continue to structure action plans and initiatives focused on the main opportunities highlighted in the survey, especially on the experience fronts of this audience.

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 proliferate, 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, whether based on race, color, political conviction, gender, religion, sexual orientation, age, place of birth, or disability, among others.

We consider accessibility 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 to the common spaces at Suzano units about the Brazilian regulatory standard NBR 9050, of the Brazilian Association of Technical Standards (ABNT), which defines the aspects of accessibility that must be observed in buildings, with the definition of specific technical criteria for circulation areas, loading and unloading, door widths, the height of fixtures, furniture, signage, and types of flooring, among others. Through adherence analysis, the percentage of accessible spaces is determined.

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

In 2022, we worked on the metric review of indicator calculation according to NBR 9050, which establishes that accessible areas must be all common areas, i.e., with ample circulation of people. Thus, we adjusted our indicator and removed from the scope the restricted areas, which do not allow the circulation of all people due to security issues. Additionally, we created a way to manage the adequacy works that allow us to follow up more frequently on the achievements.

We ended the year with 62.7% of accessible areas, representing a 39% advance over the baseline. As the main year's deliveries, we can highlight the advances in the Aracruz (ES), Jacareí (SP), and Suzano (SP) units, as well as Neblinas Park (SP), in which the accessibility indicator reached the mark of approximately 40%. Moreover, all the units mentioned above achieved full compliance with the work scope proposed for the year. Among the main works that leveraged this result, we can cite the adaptations in the entrances, administrative buildings of the Juntos & Misturados (open office concept with integration of the different business areas), outpatient clinic, and inclusion of audiovisual alarms, among others.

Based on what was accomplished in 2022, we will continue to analyze the adequacy of the structures to establish and monitor action plans, considering the particularities and priorities of each unit. Our performance will continue to be focused on interventions and/or necessary renovations in the common areas of our operations.

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 proliferate, 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, whether based on race, color, political conviction, gender, religion, sexual orientation, age, place of birth, or disability, among others.

We consider an inclusive environment to be one in which all people can feel welcome, respected, and safe to be who they really 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 inclusive environment is measured using a perception survey, which considers the employees' responses to Suzano's internal practices to promote an inclusive culture, along with their personal experiences in the work environment.

In 2022, we achieved a result of 93.8% favorability in the inclusive environment for the PwD public, representing an increase of 2.0 percentage points compared to the baseline and 0.8 percentage points compared to the previous year. The results were driven by strategic actions, which included training programs for gateway opportunities in our operational base, reinforcement in the landing policy, replacement of PwD talents, and online and face-to-face awareness events, such as conversation wheels at the units.

We will continue to structure action plans and initiatives focused on the main opportunities highlighted in the survey, especially on the experience fronts of this audience.