Commitment to Renewing Life

For people

Promote diversity, equity and inclusion

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Our progress

54.9 %

Context

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.

In the Brazilian labor market, women occupy 13.6% of executive positions and represent 45% of the workforce in more precarious positions or functions without equal rights (ETHOS, 2016). 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 women in leadership positions promotes gender equity 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, that is, 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% women in leadership positions (functional management and above) - 15.8% to 30% by 2025.
Results in 2022

By 2022, we reached 23.6% women in leadership positions (functional management and above), which represents an advance of 7.8 percentage points in the achievement of the commitment and 4.9 percentage points over the previous year. We had significant advances through the career acceleration programs for 164 women focusing 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. Furthermore, all leadership has diversity, equity, and inclusion goals that include increasing the representation of women in leadership positions.  

KPI Tracking
KPI Follow-up:2019202020212022
% % % %

Percentage of women in leadership (%)

15.80%

19.10%

22.50%

23.64%

Our plans for 2023

In 2023, we will revitalize the ELOS D+ program, which aims to accelerate women's careers with a focus on mentoring and getting closer to the board, by reviewing the modules. In addition, we will expand our actions to increase the number of female resumes in our talent bank. We will also create challenge goals per department focusing on areas with the lowest percentages of women in leadership. We will continue to target women in 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.

We aim to increase women's representation in the general staff and to increase the number of women in initial leadership positions. For this reason, we will work on the other hierarchical levels to favor the training of future leaders.

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

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Our progress

19.5 %

Context

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.

Informations
Scope

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. 

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

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

Results in 2022

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.

KPI Tracking
KPI Follow-up:2019³202020212022
% % % %

Percentage of African descent in leadership (%)

18.70%

18.30%

19.70%

20.92%

Our plans for 2023

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.

  1. The terminology used by the Brazilian Institute of Geography and Statistics (IBGE, in Portuguese acronym), defines the Black population as all people self-declared as black and parda. 
  2. At Suzano, the information on diversity and inclusion is gathered digitally in an integrated manner, allowing the results to be monitored in real-time.
  3. For the sake of greater transparency and to adequately address the actions related to race and ethnicity at Suzano, we chose not to consider the international offices in this relationship. Thus, the baseline target is 18.7% of Black people in leadership positions in Brazil by December 2019.

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Our progress

23.7 %

Context

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.

Informations
Scope
The measurement of the inclusive environment is done using a perception survey, which considers the responses of the employees to Suzano's internal practices to promote this culture, along with personal experiences in the work environment.
baseline
92.4% inclusive environment, according to the survey methodology (2020)¹.
ambition

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

Results in 2022

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). 

KPI Tracking
KPI Follow-up:202020212022
% % %

Percentage of LGBTQIAP+ inclusive environment

92.40%

93.60%

94.20%

Our plans for 2023

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.

  1. At Suzano, information on diversity and inclusion is collected digitally and in an integrated manner, allowing real-time monitoring of results.
  2. At Suzano, we opted to use the acronym LGBTQIAP+, which includes lesbian, gay, bisexual, transgender, queer, intersex, asexual, pansexual and "+", symbolizing all other sexual orientations, identities, and expressions of gender.

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Our progress

38.6 %

Context

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.

Informations
Scope

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.

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 2022

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.

KPI Tracking
KPI Follow-up:2020²2021²2022
% % %

Percentage of accessibility (%)

39.20%

51.90%

62.70%

Our plans for 2023

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.

  1. In the Mapping Review made in March 2022, we identified that the scope of action included restricted access areas. Thus, we removed these locations from the scope, keeping only the common areas, as stipulated by NBR 9050. With this, we adjusted the values for 2020 and 2021.
  2. The values for 2020 and 2021 were revised. We revised the indicator metric, adjusting the scope according to NBR 9050. Thus, the restricted areas (operational areas) were removed from the scope and only the common areas, which are of free circulation for all people, were kept. 

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Our progress

24.4 %

Context

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).

Informations
Scope

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.

baseline
91.8% inclusive environment (2020).
ambition
Ensure 100% inclusive environment for people with disabilities - from 91.8% to 100% by 2025.
Results in 2022

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.

KPI Tracking
KPI Follow-up:202020212022
% % %

Percentage of inclusive environment (%)

91.80%

93.00%

93.80%

Our plans for 2023

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.

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