Number and percentage of employees by diversity category
Suzano's diversity, equity and inclusion (DE&I) journey has been moving forward since the company was created in 2019. We understand that, in order to take intentional actions that actually reflect the company's reality, we need to measure numerous indicators that point to the demographics of our workforce. Only in this way will we be able to draw up targeted and effective actions that can leverage the numbers towards the Commitments to Renewing Life that have been defined by the company.
The data presented in this indicator includes information from Suzano, the Ecofuturo Institute and Facepa, which was fully incorporated into the company in 2020 - so its data is now reported in a consolidated manner with the company's indicators. Additionally, FuturaGene was incorporated by Suzano in 2021. For the 2022 cycle, the 2020 and 2021 reports have been revised to report data on a consolidated basis.
You can find the following information in the tables below:
- Total number and percentage of employees by race;
- Percentage of employees by job category and gender;
- Percentage of employees by functional category and age group;
- Percentage of Black employees by job category and gender;
- Percentage of employees with disabilities (PwD) by job category and gender;
- Percentage of LGBTQIAP+ employees by job category;
- Percentage of employees by region and gender;
- Percentage of employees by region and age group;
- Percentage of Black employees by region and gender;
- Percentage of employees with disabilities (PwD) by region and gender;
- Percentage of LGBTQIAP+ employees by region;
- Percentage of members of governance bodies by gender;
- Percentage of Black members of governance bodies by gender;
- Percentage of members of governance bodies with disabilities (PwD) by gender;
- Percentage of members of LGBTQIAP+ governance bodies;
- Percentage of members of governance bodies by age group;
- Percentage of employees by leadership level and race;
- Percentage of employees by leadership level and gender;
- Percentage of employees in STEM and revenue-generating roles by gender.
To learn more about DE&I initiatives, visit this link.
Total number and percentage of employees by race
| 2020 | 2021 | 2022 | 2023 | |||||
|---|---|---|---|---|---|---|---|---|
| número total | % | número total | % | número total | % | número total | % | |
|
White people |
6.401 |
42,70% |
6.775 |
40,60% |
7.212 |
38,90% |
8.218 |
39,84% |
|
Pardos |
6.574 |
43,80% |
7.400 |
44,30% |
8.322 |
44,90% |
9.110 |
44,17% |
|
Black people |
1.477 |
9,90% |
1.724 |
10,30% |
2.095 |
11,30% |
2.311 |
11,20% |
|
Indigenous people |
100 |
0,80% |
116 |
0,70% |
154 |
0,80% |
156 |
0,76% |
|
Yellow people |
317 |
2,10% |
349 |
2,10% |
370 |
2,00% |
394 |
1,91% |
|
Not informed |
134 |
0,70% |
329 |
2,00% |
390 |
2,10% |
438 |
2,12% |
|
Total |
15.003 |
100,00% |
16.693 |
100,00% |
18.543 |
100,00% |
20.627 |
100,00% |
• Translator's note: pardo/a a gender-specific noun which refers to the official category of color and race in Brazil’s census questionnaire to designate non-White/mixed race people.
Percentage of employees by job category and gender¹
| 2020 | 2021² | 2022 | 2023 | |||||
|---|---|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | Male | Female | |
| % | % | % | % | % | % | % | % | |
|
Administrative |
60,21% |
39,79% |
58,55% |
41,45% |
52,47% |
47,53% |
57,75% |
42,25% |
|
Consultant |
73,12% |
26,88% |
72,30% |
27,70% |
70,26% |
29,74% |
65,56% |
34,44% |
|
Coordinator |
70,80% |
29,20% |
69,10% |
30,90% |
66,41% |
33,59% |
64,49% |
35,51% |
|
Director |
94,89% |
5,11% |
92,71% |
7,29% |
85,67% |
14,33% |
81,25% |
18,75% |
|
Executive Director |
91,67% |
8,33% |
98,60% |
8,39% |
89,54% |
10,46% |
90,91% |
9,09% |
|
Specialist |
89,15% |
10,85% |
90,46% |
9,54% |
89,86% |
10,14% |
90,00% |
10,00% |
|
Executive manager |
80,35% |
19,65% |
80,96% |
19,04% |
81,65% |
18,35% |
80,60% |
19,40% |
|
Functional manager |
80,07% |
19,93% |
76,15% |
23,85% |
73,61% |
26,39% |
71,88% |
28,12% |
|
Operational |
93,04% |
6,60% |
92,52% |
7,48% |
91,00% |
9,00% |
88,92% |
11,08% |
|
Chairperson |
100,00% |
0,00% |
100,00% |
0,00% |
100,00% |
0,00% |
100,00% |
0,00% |
|
Supervisor |
90,50% |
9,50% |
88,52% |
11,48% |
84,69% |
15,31% |
81,10% |
18,90% |
|
Total |
84,75% |
15,25% |
83,92% |
16,08% |
82,40% |
17,60% |
80,00% |
20,00% |
- We recognize that there are more gender identities than male and female, such as non-binary people and others. For reporting purposes, however, we follow the classification presented by information restrictions in systems.
- In 2021, the "Board Member" category was deleted and the "Chairperson" category was inserted, making it necessary to correct for previous years.
Percentage of employees by employee category and age group¹
| 2020 | 2021 | 2022 | 2023 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Under 30 | Between 30 and 50 | Over 50 | Under 30 | Between 30 and 50 | Over 50 | Under 30 | Between 30 and 50 | Over 50 | Under 30 | Between 30 and 50 | Over 50 | |
| % | % | % | % | % | % | % | % | % | % | % | % | |
|
Administrative |
32,70% |
58,17% |
9,14% |
33,12% |
58,48% |
8,40% |
33,40% |
58,35% |
8,25% |
31,91% |
60,48% |
7,61% |
|
Consultant |
13,44% |
70,16% |
16,39% |
12,75% |
73,09% |
14,16% |
12,39% |
74,47% |
13,14% |
10,61% |
76,48% |
12,90% |
|
Coordinator |
7,03% |
76,36% |
16,61% |
10,25% |
73,68% |
16,07% |
8,12% |
78,27% |
13,61% |
6,10% |
81,05% |
12,85% |
|
Director |
0,00% |
50,00% |
50,00% |
0,00% |
47,62% |
52,38% |
0,00% |
61,54% |
38,46% |
0,00% |
59,38% |
40,63% |
|
Executive Director |
0,00% |
41,67% |
58,33% |
0,00% |
53,85% |
46,15% |
0,00% |
53,85% |
46,15% |
0,00% |
45,45% |
54,55% |
|
Specialist |
0,00% |
57,00% |
43,75% |
0,00% |
57,38% |
42,62% |
0,00% |
56,72% |
43,28% |
0,00% |
51,43% |
48,57% |
|
Executive manager |
0,00% |
71,43% |
28,57% |
0,00% |
69,23% |
30,77% |
0,00% |
70,40% |
29,60% |
0,00% |
69,40% |
30,60% |
|
Functional manager |
1,68% |
81,14% |
17,17% |
2,46% |
82,15% |
15,38% |
1,40% |
83,19% |
15,41% |
0,98% |
81,66% |
17,36% |
|
Operational |
20,79% |
64,90% |
14,31% |
20,84% |
65,36% |
13,80% |
22,05% |
64,41% |
13,54% |
21,65% |
64,46% |
13,89% |
|
Supervisor |
6,99% |
75,68% |
17,33% |
10,75% |
73,50% |
15,75% |
10,11% |
76,04% |
13,85% |
9,25% |
79,13% |
11,61% |
|
Chairperson |
0,00% |
0,00% |
100,00% |
0,00% |
0,00% |
100,00% |
0,00% |
0,00% |
100,00% |
0,00% |
0,00% |
100,00% |
|
Total |
21,69% |
64,52% |
13,79% |
21,87% |
64,97% |
13,16% |
22,61% |
64,59% |
12,80% |
22,02% |
65,21% |
12,77% |
- In partnership with a company specializing in research methodology, Suzano has developed an instrument to assess our employees' perception of an inclusive environment. Thus, in addition to monitoring the representativeness of multigenerational groups in our organization, we also monitor this index with a generational focus. The most recent study (from February 2020) points to a high favorability, with a result of 87.6%. From this study, we have the results by region, which allows us to propose specific actions that meet the needs of our people and the business.
Percentage of Black employees¹ by job category and gender²
| 2020 | 2021 | 2022 | 2023 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Male | Female | Total | Male | Female | Total | Male | Female | Total | Male | Female | Total | |
| % | % | % | % | % | % | % | % | % | % | % | % | |
|
Administrative |
27,60% |
15,10% |
42,70% |
27,10% |
15,40% |
42,50% |
27,60% |
16,70% |
44,30% |
28,90% |
16,40% |
45,30% |
|
Consultant |
17,90% |
5,40% |
23,30% |
17,00% |
4,40% |
21,40% |
16,10% |
6,20% |
22,30% |
16,00% |
6,70% |
22,70% |
|
Coordinator |
19,80% |
7,30% |
27,20% |
18,30% |
8,90% |
27,10% |
18,60% |
9,70% |
28,30% |
19,20% |
10,20% |
29,40% |
|
Director |
20,00% |
0,00% |
20,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
|
Executive Director |
8,30% |
0,00% |
8,30% |
15,40% |
0,00% |
15,40% |
15,40% |
0,00% |
15,40% |
18,20% |
0,00% |
18,20% |
|
Specialist |
21,10% |
0,00% |
2,10% |
9,80% |
0,00% |
9,80% |
7,50% |
1,50% |
9,00% |
7,10% |
1,40% |
8,60% |
|
Executive manager |
14,30% |
3,00% |
16,30% |
14,50% |
2,60% |
17,10% |
12,80% |
2,40% |
15,20% |
14,90% |
2,20% |
17,10% |
|
Functional manager |
19,90% |
5,40% |
25,30% |
17,50% |
4,30% |
21,80% |
18,80% |
5,00% |
23,80% |
17,10% |
4,40% |
21,50% |
|
Operational |
57,10% |
4,50% |
61,60% |
57,80% |
5,50% |
63,30% |
57,90% |
6,80% |
64,70% |
56,50% |
7,40% |
63,90% |
|
Chairperson |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
|
Supervisor |
33,10% |
4,90% |
38,00% |
38,80% |
5,30% |
44,00% |
41,30% |
6,40% |
47,70% |
39,40% |
8,30% |
47,70% |
|
Total |
46,90% |
6,70% |
53,70% |
47,20% |
7,40% |
54,70% |
47,50% |
8,70% |
56,20% |
46,10% |
9,20% |
55,37% |
- The "black" category includes employees who declare themselves to be Black or Pardos. The data considers the total number of Black people divided by the total number of employees in the category.
- We recognize that there are more gender identities than male and female, such as non-binary people and others. For reporting purposes, however, we follow the classification presented by information restrictions in systems.
Percentage of employees with disabilities (PwD)¹ by job category and gender²
| 2020 | 2021 | 2022 | 2023 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Male | Female | Total | Male | Female | Total | Male | Female | Total | Male | Female | Total | |
| % | % | % | % | % | % | % | % | % | % | % | % | |
|
Administrative |
2,37% |
1,35% |
3,72% |
2,60% |
1,46% |
4,07% |
3,30% |
2,00% |
5,20% |
3,95% |
2,62% |
6,57% |
|
Consultant |
0,82% |
0,33% |
1,15% |
0,57% |
0,28% |
0,85% |
1,10% |
0,10% |
1,20% |
1,15% |
0,10% |
1,25% |
|
Coordinator |
0,64% |
0,00% |
0,64% |
0,55% |
0,00% |
0,55% |
0,50% |
0,30% |
0,80% |
0,87% |
0,44% |
1,31% |
|
Director |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
|
Executive Director |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
|
Specialist |
0,00% |
0,00% |
0,00% |
4,92% |
0,00% |
4,92% |
4,50% |
0,00% |
4,50% |
4,29% |
0,00% |
4,29% |
|
Executive manager |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
0,75% |
0,75% |
|
Functional manager |
0,67% |
0,00% |
0,67% |
0,92% |
0,62% |
1,54% |
1,10% |
0,60% |
1,70% |
1,23% |
0,24% |
1,47% |
|
Operational |
1,83% |
0,21% |
2,04% |
1,98% |
0,25% |
2,23% |
2,10% |
0,30% |
2,40% |
2,81% |
0,41% |
3,22% |
|
Supervisor |
0,61% |
0,00% |
0,61% |
0,75% |
0,00% |
0,75% |
0,40% |
0,00% |
0,40% |
1,18% |
0,20% |
1,38% |
|
Total |
1,80% |
0,43% |
2,23% |
1,96% |
0,49% |
2,44% |
0,60% |
2,20% |
2,80% |
2,84% |
0,86% |
3,70% |
- PwD is the acronym used to refer to people with disabilities. In 2022, Suzano broke its record for hiring people with disabilities, totaling 130 professionals. However, we still have a challenge ahead of us. We have invested BRL 861,000 in actions to train our talent attraction team, set up a CV database, a training program for the PwD workforce, internal awareness and literacy events, an inclusive environment measurement survey, internal training, translation of content into Brazilian sign language (libras, for its acronym in Portuguese), actions to guarantee accessibility for people with disabilities and job mapping. All of these initiatives encourage an increase in the representation of people with disabilities in our organization, and the efforts to boost these numbers will be amplified in 2023.
- We recognize that there are more gender identities than male and female, such as non-binary people and others. For reporting purposes, however, we follow the classification presented by information restrictions in systems.
Percentage of LGBTQIAP+ employees¹ by job category²
| 2020 | 2021 | 2022 | 2023 | |
|---|---|---|---|---|
| % | % | % | % | |
|
Administrative |
6,00% |
6,70% |
6,40% |
6,30% |
|
Consultant |
2,00% |
4,70% |
4,10% |
4,80% |
|
Coordinator |
0,00% |
1,90% |
2,10% |
3,10% |
|
Director |
5,00% |
4,80% |
0,00% |
3,10% |
|
Executive Director |
0,00% |
7,70% |
7,70% |
0,00% |
|
Specialist |
0,00% |
0,00% |
0,00% |
0,00% |
|
Executive manager |
1,00% |
1,70% |
3,20% |
1,50% |
|
Functional manager |
2,70% |
2,20% |
2,20% |
3,20% |
|
Operacional |
4,10% |
4,00% |
3,60% |
3,20% |
|
Chairperson |
0,00% |
0,00% |
0,00% |
0,00% |
|
Supervisor |
4,60% |
5,80% |
5,90% |
6,50% |
|
Total |
4,30% |
4,50% |
4,10% |
4,00% |
- In 2020, Suzano began mapping its LGBTQIAP+ audience, following a voluntary indication of sexual orientation, gender identities, and expression. The acronym LGBTQIAP+ stands for lesbian, gay, bisexual, transgender, queer, intersex, asexual, pansexual, and other non-heterosexual people not covered by the previous letters.
- In 2022, a review and consolidation of the figures reported in previous years was carried out, which indicated significant changes in the previously reported figures. In 2020, the "Administrative" category increased from 3% to 6%; "Director" decreased from 6% to 5%; "Functional Manager" increased from 0% to 1%; "Operational" increased from 1% to 4.1%; and "Supervisor" from 1% to 4.6%, changing the total reported from 2% to 4.3%. In 2021, the only significant change was in the "Executive Manager" category, where the figure changed from 4.3% to 1.7%.
Percentage of employees by region and gender¹
| 2020 | 2021 | 2022 | 2023 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Male | Female | Total | Male | Female | Total | Male | Female | Total | Male | Female | Total | |
| % | % | % | % | % | % | % | % | % | % | % | % | |
|
North |
82,00% |
18,00% |
6,54% |
83,00% |
17,00% |
5,21% |
80,50% |
19,50% |
4,24% |
78,60% |
21,40% |
3,60% |
|
North East |
90,00% |
10,00% |
28,56% |
89,00% |
11,00% |
28,72% |
87,20% |
12,80% |
27,22% |
86,57% |
13,43% |
24,52% |
|
Central West |
86,00% |
14,00% |
13,75% |
82,60% |
17,40% |
16,41% |
81,10% |
18,90% |
19,95% |
80,49% |
19,51% |
22,79% |
|
South East |
83,00% |
17,00% |
48,97% |
80,70% |
19,30% |
47,61% |
79,10% |
20,90% |
46,57% |
77,78% |
22,22% |
47,08% |
|
South |
66,00% |
34,00% |
0,51% |
67,90% |
32,10% |
0,47% |
63,20% |
36,80% |
0,40% |
64,10% |
35,90% |
0,38% |
|
Abroad |
55,00% |
46,00% |
1,67% |
51,20% |
48,80% |
1,58% |
49,20% |
51,40% |
1,62% |
45,56% |
54,44% |
1,64% |
|
Total |
85,00% |
15,00% |
100,00% |
82,80% |
17,20% |
100,00% |
81,20% |
18,80% |
100,00% |
80,00% |
20,00% |
100,00% |
- We recognize that there are more gender identities than male and female, such as non-binary people and others. For reporting purposes, however, we follow the classification presented by information restrictions in systems.
Percentage of employees by region and age group¹
| 2020 | 2021 | 2022 | 2023 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Under 30 | Between 30 and 50 | Over 50 | Under 30 | Between 30 and 50 | Over 50 | Under 30 | Between 30 and 50 | Over 50 | Under 30 | Between 30 and 50 | Over 50 | |
| % | % | % | % | % | % | % | % | % | % | % | % | |
|
North |
20,80% |
65,55% |
13,65% |
19,10% |
66,29% |
14,61% |
15,54% |
68,92% |
15,54% |
13,06% |
71,06% |
15,88% |
|
North East |
22,56% |
67,81% |
9,62% |
22,83% |
67,69% |
9,48% |
22,11% |
68,13% |
9,76% |
21,51% |
67,75% |
10,74% |
|
Central West |
27,27% |
64,92% |
7,81% |
27,66% |
64,49% |
7,85% |
29,57% |
62,64% |
7,79% |
28,47% |
63,72% |
7,81% |
|
South East |
19,64% |
62,50% |
17,86% |
19,68% |
63,53% |
16,79% |
20,66% |
62,91% |
16,43% |
19,96% |
64,12% |
15,92% |
|
South |
15,79% |
73,68% |
10,53% |
13,92% |
73,42% |
12,66% |
14,86% |
72,98% |
12,16% |
19,23% |
69,23% |
11,54% |
|
Abroad |
26,32% |
57,49% |
16,19% |
21,54% |
62,69% |
15,77% |
22,33% |
63,67% |
14,00% |
19,53% |
65,09% |
15,38% |
|
Total |
21,69% |
64,52% |
13,79% |
21,87% |
64,97% |
13,16% |
22,61% |
64,59% |
12,80% |
22,02% |
65,21% |
12,77% |
- In partnership with a company specializing in research methodology, Suzano has developed an instrument to assess the perception of an inclusive environment for our employees. Thus, in addition to monitoring the representativeness of multigenerational groups in our organization, we monitor this index with a generational focus. The most recent study (from February 2020) shows a high favorability, with a result of 87.6%. From this study, we have the results by region, which allows us to propose specific actions that meet the needs of our people and the business.
Percentage of Black employees¹ by region and gender²
| 2020 | 2021 | 2022 | 2023 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Male | Female | Total | Male | Female | Total | Male | Female | Total | Male | Female | Total | |
| % | % | % | % | % | % | % | % | % | % | % | % | |
|
North |
66,70% |
15,20% |
81,90% |
66,70% |
15,30% |
82,00% |
65,10% |
16,60% |
81,70% |
77,70% |
22,30% |
81,02% |
|
North East |
65,90% |
6,60% |
72,50% |
66,80% |
7,60% |
74,50% |
66,40% |
9,10% |
75,50% |
87,10% |
12,90% |
75,89% |
|
Central West |
48,20% |
7,30% |
55,50% |
48,30% |
10,20% |
58,50% |
50,90% |
11,40% |
62,40% |
81,20% |
18,80% |
62,60% |
|
South East |
33,80% |
4,90% |
38,60% |
34,10% |
5,10% |
39,20% |
34,70% |
6,30% |
41,00% |
82,90% |
17,10% |
40,49% |
|
South |
21,10% |
11,80% |
32,90% |
22,80% |
11,40% |
34,20% |
23,00% |
9,50% |
32,50% |
78,30% |
21,70% |
29,49% |
|
Abroad |
29,60% |
24,70% |
54,30% |
20,80% |
18,50% |
39,20% |
15,70% |
15,00% |
30,70% |
48,80% |
51,20% |
24,85% |
|
Total |
46,90% |
6,70% |
53,70% |
46,20% |
7,40% |
54,70% |
47,50% |
8,70% |
56,20% |
46,13% |
9,24% |
55,37% |
- The " Black" category includes employees who declare themselves to be Black or brown. The data considers the total number of Black people divided by the total number of employees in the category. The 4 percentage point increase in the representation of women in the Center-West Region over the last two years can be attributed mainly to efforts to train and develop women in forestry and industrial operations. As a result of recently created opportunities, such as the Cerrado Project, Suzano has structured itself to attract, develop and retain women in the operation, which has generated a significant flow of new vacancies in the region throughout 2021 and 2022.
- We recognize that there are more gender identities than male and female, such as non-binary people and others. For reporting purposes, however, we follow the classification presented by information restrictions in systems.
Percentage of employees with disabilities (PwD)¹ by region and gender²
| 2020 | 2021 | 2022 | 2023 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Male | Female | Total | Male | Female | Total | Male | Female | Total | Male | Female | Total | |
| % | % | % | % | % | % | % | % | % | % | % | % | |