The tables below present data for the teams from Suzano, the Ecofuturo Institute, and Facepa. In 2020, Facepa was fully incorporated into the company, and as a result, its data is now reported in a consolidated manner alongside the company's indicators. Additionally, in 2021, Suzano incorporated FuturaGene.
In 2022, the reports for 2020 and 2021 were revised to reflect data reported on a consolidated basis. In 2023, Kimberly-Clark acquired its tissue business in Brazil. Then, in 2024, the company acquired two Pactiv Evergreen plants in the United States, although the indicator data does not yet incorporate these operations.
The tables are segmented as follows:
- Voluntary turnover rate by gender;
- Voluntary turnover rate by age group;
- Voluntary turnover rate by region;
- Voluntary turnover rate of Black people;
- Voluntary turnover rate of people with disabilities;
- Turnover rate of leadership professionals by level.
Voluntary turnover rate by gender¹ ²
| 2020 | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|
| % | % | % | % | % | |
|
Male |
3,50% |
4,10% |
4,17% |
4,45% |
4,17% |
|
Female |
3,50% |
6,00% |
7,57% |
6,20% |
5,57% |
|
Total |
3,50% |
4,40% |
4,77% |
4,78% |
4,46% |
- We acknowledge that gender identities extend beyond male and female, including non-binary individuals and others. However, for reporting purposes, we adhere to the classifications established by system information restrictions.
- The increase in the voluntary turnover rate during this period was primarily due to a competitive workforce environment driven by various projects in the sector. In 2021, following the unusual circumstances of the Covid-19 pandemic and intensified actions by market competitors, there was a notable rise in voluntary departures. This issue has prompted several initiatives aimed at improving our ability to retain professionals. These initiatives include conducting a qualitative assessment of the reasons for employee departures and monitoring the potential risk of losing professionals through a risk matrix. In 2023 and 2024, the number of voluntary departures remained stable on average.
Voluntary turnover rate by age group¹
| 2020 | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|
| % | % | % | % | % | |
|
Under 30 |
4,40% |
5,93% |
7,35% |
7,09% |
7,03% |
|
Between 30 and 50 years old |
3,60% |
4,40% |
4,56% |
4,66% |
4,10% |
|
Over 50 years old |
1,60% |
1,92% |
1,41% |
1,38% |
1,97% |
|
Total |
3,50% |
4,40% |
4,77% |
4,78% |
4,46% |
- The rise in the voluntary turnover rate in 2021 was attributed to a competitive workforce environment driven by industry projects. In 2022, there was an increase in voluntary departures across nearly all age groups, primarily due to actions taken by competitors in the market. In 2023 and 2024, the rates of voluntary departures remained stable.
Voluntary turnover rate by region¹
| 2020 | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|
| % | % | % | % | % | |
|
Central West |
7,70% |
8,50% |
8,84% |
9,69% |
9,73% |
|
North East |
3,00% |
2,80% |
2,44% |
2,89% |
2,17% |
|
North |
3,30% |
2,90% |
3,79% |
3,14% |
3,55% |
|
South East |
2,70% |
4,50% |
4,87% |
3,83% |
3,12% |
|
South |
3,70% |
0,00% |
1,30% |
5,26% |
6,41% |
|
Abroad |
0,00% |
0,00% |
0,00% |
0,00% |
0,00% |
|
Total |
3,50% |
4,40% |
4,84% |
4,78% |
4,54% |
- The increase in the voluntary turnover rate in 2021 was attributed to a competitive labor market driven by ongoing projects in the sector. The most notable departures during 2021 and 2022 were concentrated in the Central West regions, home to many of these projects, and have faced intensified competition from other market players. In 2023, exit rates remained standard, with a slight decrease in the Southeast and an increase in the South. In 2024, turnover rates followed a similar trend to the previous year, with a slight decline in the Southeast and an increase in the South. The Southeast, a range, showing
Voluntary turnover rate of Black people¹
| 2020 | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|
| % | % | % | % | % | |
|
Black people (black and pardas) |
3,10% |
3,70% |
4,43% |
4,93% |
4,11% |
- The turnover rate for Black employees was determined by taking the number of dismissals within this group and dividing it by the total number of days during the specified period. In 2021 and 2022, the turnover among Black employees was influenced more by new hires than by departures. As a result, a positive balance led to increased representation of Black individuals among all male and female employees. Black employees in the company
Voluntary turnover rate of people with disabilities
| 2020 | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|
| % | % | % | % | % | |
|
People with disabilities |
1,57% |
3,94% |
2,01% |
3,78% |
5,01% |
Turnover rate of leadership professionals by level¹
| 2020 | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|
| % | % | % | % | % | |
|
Strategic management |
9,09% |
15,38% |
21,05% |
13,95% |
8,93% |
|
Operational management |
16,59% |
10,95% |
15,28% |
12,78% |
12,49% |
|
Tactical management |
11,95% |
11,26% |
9,48% |
8,38% |
10,14% |
|
Total |
14,64% |
12,53% |
13,38% |
11,27% |
11,59% |
- The levels of leadership are categorized into three types: operational management (supervision and coordination), tactical management (functional and executive managers), and strategic management (directors, executive directors, vice presidents, and presidents).