For Suzano, working on diversity, equity and inclusion (DE&I) is not only a duty, but also a business strategy. In a diverse and inclusive environment, people feel more involved, innovative, collaborative, engaged, and belonging, and the attraction and retention rates of new talent increase significantly. It is for these and other reasons that the topic is an important part of our Culture Guidelines.

We know that embedding diversity, equity and inclusion in an organization requires changing the way it is and the way it does business. This process, which is a real journey, only works if there is a strong and solid culture at its base. At Suzano, the work around DE&I began voluntarily and organically with the commitment of a group of employees who began discussing gender in 2016. Two years after its creation, in 2018, the movement has gained more strength, giving rise to two more affinity groups (AGs): Black people¹, which debates racial and ethnic inclusion, and LGBTQIAP+ (lesbian, gay, bisexual, trans, queer, intersex, asexual, pansexual)². As a result, our movement was renamed Plural. In 2019, two more AGs emerged: Generations and People with Disabilities, making a total of five fronts of action.

In the same year, with the creation of the new Suzano, the Plural program was institutionalized in an effort to strengthen inclusion in the company. To this end, it has AGs, sponsors [two executives per AG], leaders (two to three people per AG) and several employees who participate voluntarily to bring the movement to life in the environments where Suzano operates, fostering an environment of respect and welcome where all people can feel free and safe to be who they are.

An important front of action is the training offered on the UniverSuzano platform, an online training hub available to all the company's teams. Since 2019, the platform has offered training on DE&I, such as unconscious bias, inclusive leadership, the importance of this topic in the corporate environment, and the role of HR in this journey.

We know that we have opportunities, so we seek to understand our barriers and biases, learn about best practices, forge alliances and partnerships so that we can get better every day, and ultimately target our investments in DE&I. We believe that investing in an increasingly diverse, equitable, and inclusive Suzano has at least three axes:

• Social, understanding that promoting solid iniciatives to value diversity and promote inclusion, generating opportunities for all people to occupy relevant spaces in society, is an ethical imperative in our business. 
• Strategic, because more diverse teams have a greater capacity for creativity, innovation, and productivity.
• Cultural, from the perspective that ensuring an environment of psychological safety, where everyone feels included, welcome, and belonging, is fundamental to attracting, retaining, and engaging people. 

It was from this context that the Commitments to Renew Life included targets for DE&I, guiding our journey towards progress in this area until 2025. They are:

• Reach 30% women in leadership positions (functional managers and above); 
• Reach 30% Black people in leadership positions (functional managers and above); 
• Ensure 100% accessibility³ and achieve a 100% inclusive⁴ environment for people with disabilities; 
• Reach a 100% inclusive environment for LGBTQIAP+ people.

Additionally, Suzano is committed to short-term goals to promote the diversity, equity, and inclusion agenda. For 2023, the targets have been defined as follows: 

• Women in supervisory positions and above: increase representation by 2.10 percentage points (p.p.);
• Black people in managerial positions and above: increase representation by 2.25 percentage points;
• People with disabilities in the general workforce: increase representation by 0.75 p.p.;

For the path we have taken, we have already received two recognitions: the Women on Board (WOB) seal, which recognizes companies that have women on their boards of directors or advisory boards, and the WEPs Award (Women's Empowerment Principles), organized by UN Women, in which Suzano was recognized in the Bronze category among large companies.

Suzano has teamed up with partners with solid experience in the field of DE&I to strengthen its governance and apply the best diagnostic and management tools. Among the partnerships that are in line with both our Commitments to Renew Life and our organizational values, the following stand out: 

• Business and LGBTI+ Rights Forum: Suzano is a signatory of this business movement to improve our management practices, combat LGBTQIAP+phobia, and act with other companies to impact the business environment and society positively; 
• Business Initiative for Racial Equality: a movement comprised by companies and institutions to promote racial inclusion. Aimed at ethnic-racial equality, it focuses on the promotion and career development and preparation of Black professionals for senior leadership; 
• Women's Empowerment Principles: it is a set of considerations that help the business community to incorporate values and practices aimed at gender equality and women's empowerment into their businesses; 
• Equity is a Priority: a movement launched by the Global Compact Brazil Network aims to increase the number of women in senior leadership positions (from senior management upwards). In it, we commit to a target of 30% of women in senior leadership positions by 2025; 
• Women 360 Movement: is a Women's Economic Empowerment Reference Center for companies, social organizations and society. It seeks to collaborate in building a country that is more evolved in terms of gender equality and contributes to the economic empowerment of Brazilian women in a 360-degree vision, by promoting, systematizing, and disseminating advances in business policies and practices, and by engaging the Brazilian business community and society in general; 
• Forest Women's Network: a movement that supports the discussion of gender in the forestry sector and society. It provides opportunities to build fairer, more collaborative, and respectful working environments voluntarily. 

In 2023, Suzano launched D+, a development program aimed at women and black people in the company, whose objective is to promote career acceleration with sponsorship from the immediate leadership. D+ is based on sponsorship and exposure to internal opportunities, with the guarantee of building a development plan. In 2023, more than 300 people were mapped out to take part in this training, the structure of which is based on assessment, mentoring sessions, and an individual development trail. 

Another highlight was Somar, a program in partnership with the National Industrial Learning Service (Senai), aiming to train the industrial and forestry operational workforce in entry-level positions, focusing on people with disabilities from communities close to Suzano's operations. In 2023, classes were held in seven locations, in the states of Bahia (Itabatã and Mucuri), Espírito Santo (Aracruz), Maranhão (Imperatriz), Mato Grosso do Sul (Três Lagoas) and São Paulo (Jacareí and Limeira), impacting more than a hundred participants.

On the talent attraction front, it's important to highlight the intentional and affirmative approach of programs such as Young Executives and Trainees, which in 2023 registered 73% and 74% women, respectively, among those approved. These results back up the company's commitment to reach 30% of women in functional management positions and above by 2025.  

2023 also marked the launch of Reflorescer, a project aimed at welcoming Suzano employees, focusing on people aged 55 and over. Its first edition was held at the Aracruz (ES) unit, consisting of three modules: self-knowledge, health and well-being, and support for financial management, impacting around 60 people. 

Also noteworthy during this period was Diversidade Presente, aimed at promoting a culture of diversity in the company's operations, through literacy and awareness-raising activities for local leaders. In 2023, around 90 people were impacted by the content and actions carried out by the project's pilot in the Cerrado.

Another highlight is the Compras Inclusivas program, whose main objective is to promote diversity, equity, and inclusion in our supply chain. Currently, efforts are focused on promoting opportunities in the gender equity agenda, with a focus on expanding the hiring of women-led companies. As part of the initiatives for 2023, we launched Semear Delas, whose purpose is to foster the development and training of women in the regions where Suzano operates, intending to expand income-generation opportunities through female entrepreneurship. This year, we launched the first class in Maranhão, and currently, more than 30 women from the Imperatriz region are enrolled and taking part in the schedule of activities. The class is expected to end in the first quarter of 2024. The Inclusive Purchasing program recently won the Inbrasc Award in the ESG category.

To protect everyone in the company, we have a Diversity & Inclusion (D&I) Policy and a Code of Ethics and Conduct. If any conduct goes against what is expressed in these documents, we have People & Management and Ombudsman teams prepared to receive and deal with complaints of any kind, as well as guaranteeing confidentiality and non-retaliation against the people involved. To this end, we have an external and independent call center, called the Ombudsman Channel, which is accessible to the company's internal and external public.

Notes:

1. Black people: terminology used by the Brazilian Institute of Geography and Statistics (IBGE), including self-declared black and brown people;
2. At Suzano, we opted to use the acronym LGBTQIAP+, which includes lesbian, gay, bisexual, trans, queer, intersex, asexual, pansexual people and "+" symbolizing all other sexual orientations, identities and gender expressions;
3. Accessible environment: according to a survey carried out by the iigual consultancy in 2020, our offices and industrial units in Brazil fall within this concept, based on reasonable adjustments and NBR9050 and progress measured annually after structural adjustments and renovations;
4. 100% guarantee of an inclusive environment: according to a study by the consultancy Globescan, when analyzing the survey sample, results from 97.31% are within the 95% confidence interval and can therefore reflect a 100% inclusive environment.