Economic Disclosures (GRI 200)

Main financial information and economic indicators.

  • Confirmed cases of corruption and actions taken

    Related Material Themes:

    Change view:

    • wdt_ID Cases of corruption 2019
      1 Total number of confirmed cases of corruption 21
      2 Total number of confirmed cases in which employees were dismissed or received disciplinary action for corruption 18
      3 Total number of confirmed cases in which contracts with business partners were terminated or not renewed due to corruption-related violations 1

    Additional information:

    Suzano did not register any cases of public corruption in 2019, and the 21 complaints reported deal with private corruption, involving the following topics: misappropriation, conflict of interest, receipt of undue rewards, bribery and inappropriate conduct. We also inform that none of the cases deemed well-founded had any material impact on the company’s financial statements or information.

  • Description of significant indirect economic impacts

    Related Material Themes:

    Context:

    Suzano’s activities generate significant indirect economic impacts on society related to changes in the productivity of organizations, sectors or the economy as a whole and to strengthening the skills and knowledge of a professional community or of individuals in the geographies where the company operates.

    As an example, in the first case, we can mention the Responsible Network Program (a tool for sharing social and environmental investments between different parts of society), which serves civil society organizations assisted by the engagement and income generation programs conducted by the company.

    Through this program:

     

    • we contribute to establishing connections between associations and partner cooperatives with organizations interested in forming partnerships to invest in social projects and/or to purchase products and/or services;
    • we train the internal teams of the groups supported in the design and implementation of funding processes, so that they can increase the number of partners and reduce their dependence on the company;
    • we support associations and cooperatives to establish processes that allow them to present, clearly and with evidence, the results of their activities to potential funders so that they can transform their realities;
    • we offer technical guidance and prepare the groups according to their different areas of activity, so they can access the tax incentive policies, apply projects in public notices and structure proposals for spontaneous partnerships.

     

    For the second case (strengthening the skills and knowledge of a professional community or of individuals in a given geography), we have in place two main programs responsible for generating a significant positive impact. They are: PDRT and Colmeias.

     

    • PDRT: the focus of the Program is on supporting agricultural and livestock activities through quality Technical Assistance and Rural Extension service (Ater – Assistência Técnica e Extensão Rural) (technical teams) and investments in equipment and supplies. It acts concurrently in the areas of families, in their organizations (associations) and in their region.
    • Colmeias: the focus of the program is on supporting beekeepers and associations /cooperatives, carried out by technical teams that offer quality Technical Assistance and Rural Extension service.
  • Development and impact of investments in infrastructure and services offered

    Related Material Themes:

    Change view:

    • wdt_ID Project/activity¹ State/unit Cost of each investment (R$)² Current or expected impacts on local communities and economies, including positive and negative impacts when important Perceived impact with supported infrastructure investments and services
      1 Decent Schools in Maranhão - construction of four schools and libraries Maranhão 2,905,384.99 Improving the quality of education in the rural area of the State of Maranhão Benefit to families in rural communities where previously there was no adequate educational infrastructure
      2 Imperatriz sanitary landfill - support to the development of EIS/EIR Maranhão 216,570.00 Construction of the solid waste sanitary landfill in the municipality of Imperatriz (Maranhão state) Conservation of the environment, planning for public waste collection and minimizing the risks of contaminating the soil and groundwater
      3 Sponsorship for the renovation of the postgraduate building (Master of Laws) of the Federal University of Maranhão (UFMA) Maranhão 60,000.00 Adaptation of the academic space for the continuity of UFMA's graduate classes Promotion of teaching, research and extension of public university
      4 Support for renovating the building of the headquarters of the 3rd Company of the 9th Police Battalion, based in the village of Bela Vista, in the municipality of São Miguel do Tocantins Tocantins 50,000.00 Improvement of public security services in the State of Tocantins Adequate and decent spaces for civil servants and for serving the population
      5 Investments in public road improvements Bahia 1,375,713.12 Improvement in the quality of the road network and reduction in the risk of accidents Improvement in the conditions of the road network and increased traffic safety
      6 Investments in public road improvements Espírito Santo 61,208.45 Improvement in the quality of the road network and reduction in the risk of accidents Improvement in the conditions of the road network and increased traffic safety
      7 Maintenance and opening of Boca da Barra – Barra do Riacho Espírito Santo 315,917.97 Maintenance of the access way to the sea for artisanal fishermen's boats Maintenance of fishing activities by artisanal fishermen in the community, ensuring income generation
      8 Support to various requests from communities related to infrastructure (improvement of access ways; construction and improvements in facilities) Espírito Santo 74,915.23 Improvement in the quality of the road network and of community equipment Improvement in the conditions of people and of the local community in terms of accessibility and structure
      9 Support for the retaining wall work of the breakwater - Putiri Beach – Aracruz Espírito Santo 1,572.10 Improvement in the conditions of people and of the local community in terms of accessibility and structure Improvement in the conditions of people and of the local community in terms of accessibility and structure
      10 Investments in public road improvements Mato Grosso do Sul 46,800.00 Improvement in the quality of the road network and reduction in the risk of accidents Improvement in the conditions of the road network and increased traffic safety

    1. All investments had been completed by December 31, 2019, with the exception of the support for the renovation of the police headquarters building in São Miguel do Tocantins.
    2. All investments were made in cash, except for:
    – Support for the retaining wall work of the breakwater in Aracruz – donation of eucalyptus logs;
    – Support for several requests from communities related to the improvement of access ways and public roads in São Paulo – donation of eucalyptus logs, asphalt mixture and rocks;
    – Support for the improvements at the headquarters of the Municipal Police of Americana (São Paulo state) – donation of eucalyptus logs

  • Direct economic value distributed (%)

    Related Material Themes:

    Change view:

    • wdt_ID Economic value distributed 2019 (%)
      1 Operating costs 57
      2 Employee wages and benefits 8
      3 Payments to providers of capital 29
      4 Payments to government 6
      5 Total 100
  • Direct economic value generated and distributed, in R$ and US$

    Related Material Themes:

    Change view:

    • wdt_ID Direct economic value generated 2019 (R$)¹ 2019 (US$)¹
      1 GENERATED
      2 Revenues 30,896,356.00 7,518,093.25
      3 Economic value distributed
      4 DISTRIBUTED
      5 Operating costs 15,368,942.00 3,739,765.91
      6 Employee wages and benefits 2,067,669.00 503,131.45
      7 Payments to providers of capital² 7,728,778.00 1,880,664.30
      8 Payments to government 1,632,205.00 397,168.82
      9 Total³ 26,797,594.00 6,520,730.48
      10 ECONOMIC VALUE RETAINED

    1. Data are presented on an accrual basis and the information made available refers only to the parent company and consolidated. The dollar amounts (US$) were converted based on the average exchange rate on 12/31/2019.
    2. Includes remuneration of third-party capital (accrued interest, foreign exchange variations (liabilities), rents and others) and retained earnings (losses) for the year.
    3. The Value Added Statement (VAS) does not include the opening by investments in community and, for this reason, this category is not included here.

  • Employee communication about anti-corruption policies and procedures, by employment category

    Related Material Themes:

    Change view:

    • wdt_ID Employee communication about anti-corruption policies and procedures, by employment category - 2019¹ Total number Percentage
      1 Administrative 2,724 100%
      2 Board Members 18 100%
      3 Consultants 551 100%
      4 Coordinators 360 100%
      5 Directors 19 100%
      6 Managing Directors 12 100%
      7 Specialists 916 100%
      8 Executive Managers 93 100%
      9 Functional Managers 289 100%
      10 Operational 8,461 100%

    1. The numbers do not include employees on leave or apprentices during the reporting period.

    Additional information:

    With regard to the communication on anti-corruption policies and procedures for Board Members, the body responsible for approving the anti-corruption guidelines is the Board of Directors itself. In this regard, our Board Members approved the Company’s Anti-Corruption Policy unanimously and without reservations, demonstrating their involvement and knowledge and highlighting their review of the Policy terms.

    In addition, the means of communication available and used to disseminate the Anti-Corruption Policy guidelines were:

     

    • Notices: within the company, the Internal Communication area centralizes the sending of information considered relevant to the company and makes it available via its own email layouts;
    • TV: our administrative units have some TV sets that are left on during working hours. They disclose topics of relevance to the company, such as the anti-corruption guidelines and the launch of new training related to this topic;
    • Videos: exclusively regarding the Code of Conduct and Anti-Corruption Law, we make available videos prepared by the same agency that developed our training courses. These materials are also available in our internal communication channel;
    • Rádio Florestal (Forestry Radio): In order to reach our forestry audience that does not use a computer as a working material, we started recording our main content and some excerpts from our mandatory training on our Forestry Radio, in order to also disseminate this topic at the front of our operations;
    • Bulletin board: in lounge/relaxation areas, we usually leave a bulletin board with printed notices. The People and Management and Communication teams update it weekly with the main news released that week, including our internal anti-corruption measures;
    • Advanced onboarding: all new employees, on their first day at the Company, go through an “advanced onboarding” process, in which they participate in lectures and attend some presentations on various topics of importance to the company, including our training in the Code of Conduct and Anti-Corruption Law;
    • Advanced onboarding for interns: all of our interns, during their internship period, receive corporate training on the main topics of interest to the company. One such training is Compliance, which addresses the principles of our Code of Conduct and guidelines on the Anti-Corruption Law (both nationally and internationally);
    • Refund: for each request for refund in the tool we use for this purpose, employees must state that they are familiar and agree with the ethical principles in our Code of Conduct and with the guidelines in our Anti-Corruption Law.

     

  • Employee communication and training about anti-corruption policies and procedures

    Related Material Themes:

    Change view:

    • wdt_ID Employee communication and training about anti-corruption policies and procedures - 2019¹ Total number Percentage
      1 Communications 13,742 100
      2 Training 11,380 83

    1. The numbers do not include employees on leave or apprentices during the reporting period.

    Additional information:

    Anti-corruption training, as well as the Code of Conduct, is refreshed every two years and made available to the company in a mandatory format. The goal is to keep all employees updated and committed to the guidelines and expected behaviors in relation to this topic. Thus, on September 13, 2019, a new version of the referred training was made available.

    Approximately six months after the course restarted, we have already registered 83% completion, i.e., only 17% remains for full completion, with a period of more than one year for the end of the cycle. It is worth mentioning that, in the last training cycle, until it was restarted, we had registered 90% completion.

    The following are the means of communication available and used to disseminate the Anti-Corruption Policy guidelines:

     

    • Notices: within the company, the Internal Communication area centralizes the sending of information considered relevant to the company and makes it available via its own email layouts;
    • TV: our administrative units have TV sets that are left on during employees’ working hours. They disclose topics of relevance to the company, such as the anti-corruption guidelines and the launch of new training related to this topic;
    • Videos: exclusively regarding the Code of Conduct and Anti-Corruption Law, we make available videos prepared by the same agency that developed our training courses. These materials are also available in our internal communication channel;
    • Rádio Florestal (Forestry Radio): In order to reach our forestry audience that does not use a computer as a working material, we started recording our main content and some excerpts from our mandatory training on our Forestry Radio, in order to also disseminate this topic at the front of our operations;
    • Bulletin board: in lounge/relaxation areas, we usually leave a bulletin board with printed notices. The People and Management and Communication teams update it weekly with the main news released that week, including our internal anti-corruption measures;
    • Advanced onboarding: all new employees, on their first day with the company, go through an “advanced onboarding” process, in which they participate in lectures and attend presentations on various topics of importance to the company, including our training in Code of Conduct and Anti-Corruption Law ;
    • Advanced onboarding for interns: all of our interns, during their internship period, receive corporate training on the main topics of interest to the company. One such training is Compliance, which addresses the principles of our Code of Conduct and guidelines on the Anti-Corruption Law (both nationally and internationally);
    • Refund: for each request for refund in the tool we use for this purpose, employees must state that they are familiar and agree with the ethical principles in our Code of Conduct and with the guidelines in our Anti-Corruption Law.

     

    Also, with regard to third-party communication and training on anti-corruption policies and procedures, the company uses three different means to reach its suppliers, namely:

     

    • Reading and acceptance of the company’s principles at the beginning of the hiring/registration process;
    • Acceptance of the Anti-Corruption Policy through a formal legal contract and/or via purchase orders for products or services;
    • Finally, as a third measure, in 2019, we sent the company’s Code of Conduct to all of our active suppliers.
  • Employee communication and training about anti-corruption policies and procedures, by region

    Related Material Themes:

    Change view:

    • wdt_ID Employee communication and training about anti-corruption policies and procedures, by region - 2019¹ Total number Percentage
      1 North 936 100%
      2 Northeast 4,149 100%
      3 Midwest 1,757 100%
      4 Southeast 6,537 100%
      5 South 82 100%
      6 Abroad 281 100%
      7 Total 13,742 100%

    1. The numbers do not include employees on leave or apprentices during the reporting period.

    Additional information:

    The means of communication available and used to disseminate the Anti-Corruption Policy guidelines were:

     

    • Notices: within the company, the Internal Communication area centralizes the sending of information considered relevant to the company and makes it available via its own email layouts;
    • TV: our administrative units have some TV sets that are left on during working hours. They disclose topics of relevance to the company, such as the anti-corruption guidelines and the launch of new training related to this topic;
    • Videos: exclusively regarding the Code of Conduct and Anti-Corruption Law, we make available videos prepared by the same agency that developed our training courses. These materials are also available in our internal communication channel;
    • Rádio Florestal (Forestry Radio): In order to reach our forestry audience that does not use a computer as a working material, we started recording our main content and some excerpts from our mandatory training on our Forestry Radio, in order to also disseminate this topic at the front of our operations;
    • Bulletin board: in lounge/relaxation areas, we usually leave a bulletin board with printed notices. The People and Management and Communication teams update it weekly with the main news released that week, including our internal anti-corruption measures;
    • Advanced onboarding: all new employees, on their first day at the Company, go through an “advanced onboarding” process, in which they participate in lectures and attend presentations on various topics of importance to the company, including our training in the Code of Conduct and Anti-Corruption Law ;
    • Advanced onboarding for interns: all of our interns, during their internship period, receive corporate training on the main topics of interest to the company. One such training is Compliance, which addresses the principles of our Code of Conduct and guidelines on the Anti-Corruption Law (both nationally and internationally);
    • Refund: for each request for refund in the tool we use for this purpose, employees must state that they are familiar and agree with the ethical principles in our Code of Conduct and with the guidelines in our Anti-Corruption Law.

     

  • Employee training about anti-corruption policies and procedures, by region

    Related Material Themes:

    Change view:

    • wdt_ID Employee training about anti-corruption policies and procedures, by region - 2019¹ Total number Percentage
      1 North 791 85%
      2 Northeast 3,164 76%
      3 Midwest 1,213 69%
      4 Southeast 5,955 91%
      5 South 74 90%
      6 Abroad 183 65%
      7 Total 11,380 83%

    1. The numbers do not include employees on leave or apprentices during the reporting period.

  • Employees hired by Facepa from the local community, by employment category and region

    Related Material Themes:

    Change view:

    • wdt_ID Percentage of employees hired by Facepa from the local community, by employment category and region - 2019¹ North Northeast
      1 Operational 75% n/a
      2 Administrative 75% 0%
      3 Supervisors n/a 100%
      4 Specialists n/a 100%
      5 Consultants n/a n/a
      6 Coordinators n/a n/a
      7 Managers 0% n/a
      8 Executive Managers n/a n/a
      9 Directors n/a n/a
      10 Managing Directors n/a n/a

    1. Local labor is understood as the individuals who, at the time of hiring, work in their State of birth. Furthermore, the calculation of this indicator considered only employees hired in 2019. These data do not apply for some employment categories since there were no new hires in the reporting period.

  • Employees hired by Suzano from the local community, by employment category and region

    Related Material Themes:

    Change view:

    • wdt_ID Employees hired by Suzano from the local community, by employment category and region1 - 2019¹ North Northeast Midwest Southeast South
      1 Operational 11% 60% 48% 72% 100%
      2 Administrative 0% 54% 34% 78% 100%
      3 Supervisors 0% 33% n/a 50% n/a
      4 Specialists n/a 9% n/a 82% 100%
      5 Consultants 100% 5% n/a 71% 50%
      6 Coordinators n/a 0% 20% 60% 0%
      7 Managers n/a 0% 0% 54% n/a
      8 Executive Managers n/a 0% n/a 50% n/a
      9 Directors n/a n/a n/a 0% n/a
      10 Managing Directors n/a n/a n/a 50% n/a

    1. Local labor is understood as the individuals who, at the time of hiring, work in their State of birth. Furthermore, the calculation of this indicator considered only employees hired in 2019. These data do not apply for some employment categories since there were no new hires in the reporting period.

  • Employees hired from the local community, by employment category

    Related Material Themes:

    Change view:

    • wdt_ID Percentage of employees hired from the local community, by employment category - 2019¹ Suzano Facepa Ecofuturo
      1 Operational 56% 75% n/a
      2 Administrative 63% 69% n/a
      3 Supervisors 40% 100% n/a
      4 Specialists 65% 100% n/a
      5 Consultants 54% n/a n/a
      6 Coordinators 48% n/a n/a
      7 Managers 44% 0% n/a
      8 Executive Managers 44% n/a n/a
      9 Directors 0% n/a n/a
      10 Managing Directors 50% n/a n/a

    1. Local labor is understood as the individuals who, at the time of hiring, worked in their State of birth. Furthermore, the calculation of this indicator considered only employees hired in 2019. These data do not apply for some employment categories since there were no new hires in the reporting period, as in the case of Ecofuturo, which did not hire employees in 2019.

  • Proportion of spending on local suppliers

    Related Material Themes:

    Change view:

    • wdt_ID Percentage of the purchasing budget spent on suppliers local to the states of our significant operations¹ 2019 (%)
      1 Maranhão 52
      2 São Paulo 78
      3 Bahia 43
      4 Espírito Santo 58
      5 Mato Grosso do Sul 45
      6 Piauí 56
      7 Tocantins 63
      8 Pará 31
      9 Minas Gerais 87

    1. Local suppliers are those whose headquarters or branch is located in the same state where Suzano operates. This indicator considered production and forestry units, ports, and distribution centers.

    For more details on supplier development programs, see the indicator “Supplier management”.

  • Ratios of standard entry level wage compared to local minimum wage

    Related Material Themes:

    Change view:

    • wdt_ID Ratios of standard entry level wage paid by the organization compared to local minimum wage, by unit 2019
      1 Imperatriz 147
      2 Limeira 107
      3 Mucuri 107
      4 Suzano/Rio Verde 100
      5 Aracruz 117
      6 Jacareí 112
      7 Três Lagoas 122
      8 Headquarters 100
      9 Belém 100
      10 Fortaleza 100

    Additional information:

    As they are subject to local collective bargaining, wages are fixed locally (per unit). Each unit has a wage floor that results from union agreements.

    Wage floors (the lowest salary established in union agreements) are the result of annual agreements and which, in addition to the negotiation factor, take into account the market, the complexity of the activity and regional issues

  • Total spending on suppliers by region

    Related Material Themes:

    Change view:

    • wdt_ID Total spending on suppliers per regions of significant operations, in R$ millions 2019
      1 Maranhão 1,600
      2 São Paulo 5,000
      3 Bahia 2,700
      4 Espírito Santo 1,800
      5 Mato Grosso do Sul 3,300
      6 Piauí 7
      7 Tocantins 186
      8 Pará 102
      9 Minas Gerais 208
      10 Others 2,000

    Total number of suppliers handled: 10,255 (head office and branch).

  • Training about anti-corruption policies and procedures, by employment category

    Related Material Themes:

    Change view:

    • wdt_ID Training about anti-corruption policies and procedures, by employment category - 2019¹ Total number Percentage
      1 Administrative 2,431 89%
      2 Board Members 18 n/d
      3 Consultants 512 93%
      4 Coordinators 316 88%
      5 Directors 10 53%
      6 Managing Directors 9 75%
      7 Specialists 817 89%
      8 Executive Managers 79 85%
      9 Functional Managers 239 83%
      10 Operational 6.700 79%

    1. The numbers do not include employees on leave or apprentices during the reporting period.

    Additional information:

    The body responsible for approving the anti-corruption guidelines is the Board of Directors. In this regard, at a meeting held on July 22, 2019, which was attended by all Directors, the company’s Anti-Corruption Policy was approved unanimously and without reservations, demonstrating their involvement and knowledge and highlighting their review of the Policy terms.

    In addition, anti-corruption training, as well as the Code of Conduct, is refreshed every two years and made available to the company in a mandatory format. Thus, approximately six months after the course restarted, we have already registered 83% completion, i.e., only 17% remains for full completion, with a period of more than one year for the end of the cycle. It is worth mentioning that, in the last training cycle, until it was restarted, we had registered 90% completion.