Suzano's strategy of hiring local workers helps support social and economic development in the regions where it operates. Historical data indicates a consistent hiring rate of approximately 40%, with even higher percentages in operations with many employees.
For this indicator, “local workforce” means individuals employed in the state where they were born at the time of hiring, while "senior management” includes positions at the functional management level and higher.
The tables below provide the following data:
- Percentage of senior management hired locally;
- Percentage of senior management hired locally, by relevant operating unit.
Percentage of senior management hired locally, by relevant operating unit ¹,²
| 2023 | 2024 | 2025 | |
|---|---|---|---|
| % | % | % | |
|
Head office (São Paulo-SP) |
62,64% |
58,97% |
61,00% |
|
UNF Bahia |
n/a |
n/a |
n/a |
|
UNF Espírito Santo |
38,14% |
37,69% |
0 |
|
UNF Maranhão |
n/a |
n/a |
n/a |
|
UNF Mato Grosso do Sul |
20,24% |
11,00% |
0 |
|
UNF Minas Gerais |
n/a |
n/a |
n/a |
|
UNF Rio Grande do Sul |
n/a |
n/a |
n/a |
|
UNF São Paulo |
23,44% |
21,05% |
n/a |
|
UNI Aracruz (ES) |
47,47% |
54,15% |
n/a |
|
UNI Belém (PA) |
n/a |
100,00% |
0 |
|
UNI Cachoeiro de Itapemirim (ES) |
n/a |
75,00% |
n/a |
|
UNI Fortaleza (CE) |
n/a |
0,00% |
n/a |
|
UNI Imperatriz (MA) |
6,47% |
11,02% |
0 |
|
UNI Jacareí (SP) |
65,70% |
65,86% |
0 |
|
UNI Limeira (SP) |
73,00% |
71,25% |
50 |
|
UNI Mogi das Cruzes (SP) |
n/a |
43,75% |
n/a |
|
UNI Mucuri (BA) |
11,51% |
17,27% |
0 |
|
UNI Ribas do Rio Pardo (MS) |
39,22% |
23,11% |
0 |
|
UNI Rio Verde (SP) |
100,00% |
100,00% |
n/a |
|
UNI Suzano (SP) |
66,67% |
74,58% |
50,00% |
|
UNI Três Lagoas (MS) |
4,41% |
7,66% |
n/a |
|
Overall average |
43,00% |
45,00% |
37,00% |
- Relevant operating units include industrial units (UNIs), forestry units (UNFs), and the head office, making up 95% of Suzano’s workforce. Data for some units may not be available during certain periods when no senior management positions were vacant at those sites. Reporting of data by unit started in 2023, so it is not available for 2022.
- "Local workforce" for this indicator refers to individuals working in the state where they were born at the time of hiring. For senior management, this includes positions at the functional management level and above.
- In 2025, the methodology was revised to calculate the ratio by dividing the number of senior management members (functional management and above) hired locally in that year (based on birthplace) by the number of senior management positions filled in that location. As a result, figures from previous years differ from the 2025 data due to the new calculation method. GRI 2-4.
Percentage of senior management hired locally
| 2020 | 2021 | 2022 | 2023 | 2024 | 2025 | |
|---|---|---|---|---|---|---|
| % | % | % | % | % | % | |
|
Percentage |
51,00% |
50,00% |
47,89% |
45,27% |
44,38% |
36,58% |