Social Disclosures (GRI 400)

Indicators on labor practices, human rights, impacts on society and product liability.

Related indicators
  • Average hours of training per employee, by employment category

    Related Material Themes:

    Change view:

    • wdt_ID Average hours of training per employee, by employment category - 2019¹ Suzano Facepa Ecofuturo
      1 Administrative 16.06 3.36 n/a
      2 Board Members 1.50 n/a n/a
      3 Consultants 15.31 n/a 3.56
      4 Coordinators 18.52 15.38 n/a
      5 Directors 130.84 n/a n/a
      6 Managing Directors 37.05 n/a n/a
      7 Specialists 18.77 7.06 34.38
      8 Executive Managers 10.83 n/a n/a
      9 Functional Managers 15.89 8.31 1.56
      10 Operational 51.97 4.04 4.12

    1. Some employment categories do not apply to Facepa and Ecofuturo because there are no employees in these positions. Data considers only full-time employees.

  • Average hours of training per employee, by gender

    Related Material Themes:

    Change view:

    • wdt_ID Average hours of training per employee, by gender - 2019¹ Suzano Facepa Ecofuturo
      1 Men 45.12 4.60 6.47
      2 Women 20.10 3.50 28.68
      3 Total 41.47 4.36 13.48

    1. Data considers only full-time employees.

  • Employee training on human rights policies or procedures

    Related Material Themes:

    Change view:

    • wdt_ID Employee training on human rights 2019
      1 Total number of hours devoted to training on Human Rights 377,520
      2 Total number of employees trained on Human Rights¹ 12,584
      3 Percentage of employees trained on Human Rights 92%

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

  • Health and safety numbers for company employees and contractors

    Related Material Themes:

    Change view:

    • wdt_ID Health and safety numbers for company employees and contractors 2019
      1 Number of fatalities as a result of work-related injuries 1
      2 Number of lost time injuries 44
      3 Number of cases of recordable work-related injuries 195

    Additional information:

    Of the injuries recorded (with and without lost time), 51% were cuts/wounds, cuts/contusions; 21% fractures; 6% burns; and 22% other. Concerning injured limbs, 34% were fingers; 13% face; 10% hands; 7% head; 6% feet; and 30% other.

    Unfortunately, in 2019 we recorded a fatality among one of our logistics service providers at our Forestry unit in Maranhão, outside our facilities. In view of this fatality, Suzano provided all the necessary support to those involved in the case and carried out a comprehensive analysis in all its units to disseminate the lessons learned from this event. It is worth mentioning that all accidents and incidents recorded at Suzano are extensively analyzed and investigated by our Occupational Health and Safety team. The company has safety procedures in place that meet best market practices and are constantly reviewed and perfected. Year after year, our management model has been managing to reduce accidents in operations. Fatalities are unacceptable, and we work to put an end to these occurrences.

  • Health and safety numbers for company employees and contractors, by Department

    Related Material Themes:

    Change view:

    • wdt_ID Health and safety numbers for company employees and contractors - 2019 Forestry Department Pulp Department Paper Department Consumer Goods Department
      1 Number of fatalities as a result of work-related injuries 1 0 0 0
      2 Number of lost time injuries 14 11 13 1
      3 Number of cases of recordable work-related injuries 74 62 35 11

    Additional information:

    Of the injuries recorded (with and without lost time) involving contractors, 55% were cuts/wounds, cuts/contusions; 18% fractures; 5% superficial/abrasion; and 22% other. Concerning injured limbs, 31% were fingers; 18% face; 8% head; 8% feet; 7% hands, and 28% other.

    Unfortunately, in 2019 we recorded a fatality among one of our logistics service providers at our Forestry unit in Maranhão, outside our facilities. In view of this fatality, Suzano provided all the necessary support to those involved in the case and carried out a comprehensive analysis in all its units to disseminate the lessons learned from this event. It is worth mentioning that all accidents and incidents recorded at Suzano are extensively analyzed and investigated by a multidisciplinary team led by our Occupational Health and Safety team. The company has safety procedures in place that meet best market practices and are constantly reviewed and perfected. Year after year, our management model has been managing to reduce accidents in operations. Fatalities are unacceptable, and we work to put an end to these occurrences.

  • Health and safety numbers for contractors

    Related Material Themes:

    Change view:

    • wdt_ID Health and safety numbers for contractors 2019
      1 Number of fatalities as a result of work-related injuries 1
      2 Number of lost time injuries 24
      3 Number of cases of recordable work-related injuries 115

    Additional information:

    Of the injuries recorded (with and without lost time) involving contractors, 55% were cuts/wounds, cuts/contusions; 18% fractures; 5% superficial/abrasion; and 22% other. Concerning injured limbs, 31% were fingers; 18% face; 8% head; 8% feet; 7% hands, and 28% other.

    Unfortunately, in 2019 we recorded a fatality among one of our logistics service providers at our Forestry unit in Maranhão, outside our facilities. In view of this fatality, Suzano provided all the necessary support to those involved in the case and carried out a comprehensive analysis in all its units to disseminate the lessons learned from this event. It is worth mentioning that all accidents and incidents recorded at Suzano are extensively analyzed and investigated by a multidisciplinary team led by our Occupational Health and Safety team. The company has safety procedures in place that meet best market practices and are constantly reviewed and perfected. Year after year, our management model has been managing to reduce accidents in operations. Fatalities are unacceptable, and we work to put an end to these occurrences.

  • Health and safety rates for company employees and contractors

    Related Material Themes:

    Change view:

    • wdt_ID Health and safety rates for company employees and contractors Results - 2019³ Target goal - 2019³ Target goal - 2020
      1 Severity rate 104 24 24
      2 Lost time frequency rate (LTI)¹ 0.49 0.68 0.44
      3 Consolidated frequency rate² 2.18 2.54 1.96

    1. Rate calculation: LTI x 1,000,000/hours worked.

    2. Rate calculation: (LTI + MTI) x 1,000,000/hours worked.

    3. In 2019, 89,377,275 hours were worked.

    Additional information:

    The consolidated frequency rate (LTI + MTI / Company employees and Contractors) in 2019 decreased by 22% compared to 2018, a result of the investments that the units have made in safety, of the involvement of the leadership, which is increasingly active in this regard, of the search for preventive actions, and of the procedures and tools implemented in the company. Among company employees, specifically, the lost time frequency rate was 0.73. The only goal that was not achieved was the severity rate, due to the recorded fatality.

    Suzano’s mapping of hazards and risks takes place through procedures, risk determination matrices (MDR) and preliminary risk analyzes (APR), determining the necessary actions for elimination and control. Much of the risk is in manual activities, in which workers need their limbs to perform tasks. Actions are performed in all units to eliminate and control risks, including engineering projects, modernization of equipment, ergonomics and adoption of administrative measures.

  • Health and safety rates for company employees and contractors, by Department

    Related Material Themes:

    Change view:

    • wdt_ID Health and safety rates for company employees and contractors - 2019³ Forestry Department Pulp Department Paper Department Consumer Goods Department
      1 Severity rate 150 40 53 67
      2 Lost time frequency rate¹ 0.30 0.54 1.20 0.33
      3 Consolidated frequency rate² 1.61 3.03 3.22 3.66

    1. Rate calculation: LTI x 1,000,000/hours worked.

    2. Rate calculation: (LTI + MTI) x 1,000,000/hours worked.

    3. In 2019, 89,377,275 hours were worked.

  • Health and safety rates for contractors

    Related Material Themes:

    Change view:

    • wdt_ID Health and safety rate for contractors Results - 2019³ Target goal - 2019³ Target goal - 2020
      1 Severity rate 128 24 24
      2 Lost time frequency rate¹ 0.39 0.68 0.44
      3 Consolidated frequency rate² 1.86 2.54 1.96

    1. Rate calculation: LTI x 1,000,000/hours worked.

    2. Rate calculation: (LTI + MTI) x 1,000,000/hours worked.

    3. In 2019, 61,830,927 hours were worked.

  • Incidents of discrimination and corrective actions taken

    Related Material Themes:

    Change view:

    • wdt_ID Incidents of discrimination 2019
      1 Number of incidents received 1
      2 Number of incidents for which a remediation plan is being implemented 0
      3 Number of incidents for which a remediation plan has been implemented, with results reviewed through routine internal management review processes 0
      4 Number of incidents resolved 1

    Additional information:

    We received a report of alleged discrimination in the company in 2019. However, after investigation, the report was deemed unfounded and the incident of discrimination was not confirmed.

  • Incidents of violations involving rights of indigenous peoples

    Related Material Themes:

    Change view:

    • wdt_ID Indicador 2019
      1 Total number of identified incidents of violation involving rights of indigenous peoples 0
  • Minimum notice period provided to employees prior to the implementation of significant operational changes

    Related Material Themes:

    Change view:

    • wdt_ID Indicator 2019
      1 Minimum notice period provided to employees and their representatives prior to the implementation of significant operational changes 4 weeks

    Additional information:

    Collective agreements have a public nature and are registered and filed on the website of the Labor Relations Department (Ministry of Economy) and can be accessed by those who are interested. There is no minimum period for notification or disclosure. However, the company’s practice is to disclose the agreements immediately after they are signed.

  • Negative social impacts in the supply chain and actions taken

    Related Material Themes:

    Change view:

    • wdt_ID Suppliers identified as having negative social impacts¹ 2019
      1 Number of suppliers assessed 168
      2 Number of suppliers identified as having significant actual and potential negative social impacts. 4
      3 Number of suppliers identified as having significant actual and potential negative social impacts with which improvements were agreed upon as a result of assessment 2
      4 Percentage of suppliers identified as having significant actual and potential negative social impacts with which improvements were agreed upon as a result of assessment 50%
      5 Number of suppliers identified as having significant actual and potential negative social impacts with which relationships were terminated as a result of assessment 1
      6 Percentage of suppliers identified as having significant actual and potential negative social impacts with which relationships were terminated as a result of assessment 25%

    1. For this indicator, only critical suppliers were considered, i.e., suppliers of inputs and services that can generate significant impacts on quality, process performance, equipment safety and integrity, on the environment and on the health and safety of employees. The information was based on Fibria’s former database. Data from Suzano Papel e Celulose base are being mapped and will be evaluated in 2020.

    Additional information:

    With regard to social assessment, the criterion taken into account was the non-use of local/regional labor by suppliers

  • New suppliers that were screened using social criteria

    Related Material Themes:

    Context:

    At Suzano, the process of registering and certifying new suppliers considers their scope of operation to define the criteria by which they will be analyzed. With regard to social criteria, all suppliers are invariably analyzed and are only registered if they are in accordance with the established criteria. Thus, in 2019, 100% of the new suppliers hired by the company – i.e., 1,953 suppliers – were selected based on these criteria.

    Change view:

    • wdt_ID New suppliers that were screened using social criteria 2019
      1 Total number of new suppliers that were considered for hiring 1,953
      2 Total number of new suppliers that were hired using social criteria 1,953
      3 Percentage of new suppliers that were hired using social criteria (%) 100.00%
  • Non-compliance with laws and regulations in the social and economic area

    Related Material Themes:

    Change view:

    • wdt_ID Significant fines¹ and non-monetary sanctions for non-compliance with laws and/or regulations in the social and economic area 2019
      1 Total monetary value of significant fines paid in the period (R$) R$ 454,523.59
      2 Total monetary value of significant fines that are outstanding (R$) R$ 0.00
      3 Total number of non-monetary sanctions 0
      4 Total number of cases resolved through dispute mechanisms 0

    1. We consider significant fines to be those equal to or greater than US$ 10,000.00.

    Additional information:

    In 2019, we paid two fines related to notices of violation 211661864 and 215049829, due to non-compliance with the legal quota for people with disabilities (PwDs). As a forest-based company with extensive industrial activity, filling this quota is a challenge. Finding qualified PwD labor in all regions where we operate is even more challenging. With this in mind, Suzano relies on an internal movement aimed at valuing diversity and encouraging inclusion in the company: the Plural Program, which has as one of its objectives to fully fill the quota of PwDs in the company in the coming periods.

  • Number hours of training per employee, by employment category

    Related Material Themes:

    Change view:

    • wdt_ID Number hours of training per employee, by employment category - 2019¹ Suzano Facepa Ecofuturo
      1 Administrative 35,019.97 938.16 n/a
      2 Board Members 1.50 n/a n/a
      3 Consultants 5,817.66 n/a 3.56
      4 Coordinators 9,595.28 123.00 n/a
      5 Directors 2,093.50 n/a n/a
      6 Managing Directors 407.50 n/a n/a
      7 Specialists 15,689.23 204.80 206.25
      8 Executive Managers 996.73 n/a n/a
      9 Functional Managers 4,449.22 33.25 1.56
      11 Operational 442,081.52 2,047.25 37.12

    1. Some employment categories do not apply to Facepa and Ecofuturo because there are no employees in these positions. Data considers only full-time employees.

  • Number of hours of training per employee, by gender

    Related Material Themes:

    Change view:

    • wdt_ID Number of hours of training per employee, by gender - 2019¹ Suzano Facepa Ecofuturo
      1 Men 501,763.91 3,073.32 84.05
      2 Women 38,213.16 636.61 172.06
      3 Total 539,977.07 3,709.93 256.11

    1. Data considers only full-time employees.

  • Occupational health and safety management system

    Related Material Themes:

    Context:

    All Suzano units are covered by the Health and Safety Management system based on the guidelines of ISO 45001:2018, OSHAS 18001, ISO 90, Regulatory Labor Standards, on the PDCA cycle concept and on best local and international market practices.

    In this sense, one of the most significant results in safety in 2019 was the 22% reduction in the sum of occurrences with and without lost time, a result of the investments that the units have made in safety, of the involvement of leadership (increasingly active) and of the search for preventive actions, in addition to the procedures and tools implemented in the company aiming at the increasingly effective health and safety management. This places us among the best practices when compared to other companies in our sector.

  • Operations and suppliers at significant risk for incidents of child labor and forced and/or compulsory labor

    Context:

    Suzano has a social and environmental responsibility term that addresses exploitation of child labor and forced or compulsory labor, with the objective of guiding all employees and partners on compliance with the guidelines in our Code of Conduct, which repudiates situations of this nature. Therefore, 100% of the suppliers hired by Suzano must agree to the Terms of Commitment and Legal and Social and Environmental Responsibility Standards adopted by the company and, consequently, to what is stated in the document in this regard.

    In addition, our forest management and its operations follow standards established by the FSC® (Forest Stewardship Council®)¹ and PEFC/CERFLOR (Brazilian Forest Certification Program) certifications, which assess the social conditions of workers in our operations, as well as compliance with legislation related to this topic. Concerning the purchase of wood, suppliers are assessed and monitored in order to identify significant risks regarding the use of slave or child labor, which, if confirmed, makes negotiation impossible.

    In addition, a due diligence system is applied to carry out risk assessments of wood suppliers on the subject, so that the company meets the requirements established by the certifications. Thus, for these assessments, we rely on an internal methodology that includes, among other factors, conducting interviews and providing documentary evidence regarding the legality of the hiring and of the working conditions of the professionals involved in the activities.

    In 2019, we did not identify situations of significant risk of child, forced and/or compulsory labor in Suzano’s or in our suppliers’ operations.

    1. Forest management certificates FSC-C110130, FSC-C118283, FSC-C100704, FSC-C009927, and FSC-C155943; and chain of custody certificate FSC-C010014.
  • Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

    Context:

    Suzano’s Code of Conduct, in the Transparency ethical pillar, addresses how our relationships are conducted in a clear, objective and legitimate way. We are confident about the company’s conduct in promoting an open, loyal and meaningful dialogue with entities representing the employers and workers, based on the principles of freedom of association and respect for the plurality of ideas.

    Also, 100% of the suppliers hired by the Procurement area agree with the Terms of Commitment and Legal and Social and Environmental Responsibility Standards adopted by Suzano, which does not condone situations of this nature.

    In 2019, we did not identify in the operations of the company or of our suppliers any situation in which the right to exercise freedom of association and collective bargaining could have been violated or at risk.

  • Operations with significant potential impacts or actual negative impacts on local communities

    Related Material Themes:

    Context:

    As an essential part of its relationship management process and enforcing the principle that “it is only good for us if it is good for the world,” Suzano monitors the negative social impacts – potential and actual – resulting from its activities in the communities around its operations, and analyzes and implements the most appropriate mitigation measures for each case. The relevance of impacts is defined by applying the Social Impacts Matrix, which weighs factors such as severity, frequency, likelihood and scope of the impacts identified. This weighting is followed by a qualitative analysis and validation of the level of significance of the social impact conducted by the Local Risc of each unit.

     

    The impacts classified as “moderate” or “substantial” are considered significant and are subject to controls such as: documentation of operational criteria; distinct operating procedures; parameters for treatment of suppliers; specific planning, training and awareness requirements; and maintenance of machinery, equipment and/or infrastructure.

     

    The following are the significant negative impacts mapped by State/unit.

     

    São Paulo

    Actual impacts:

    • alteration of the landscape (visual) and loss of reference;
    • change in the productive agenda of the municipalities – change in local production;
    • increased risk of accidents (people and animals);
    • compromised capacity and quality of the road network;
    • isolation of properties and communities;
    • change in the local land structure;
    • nuisance caused by dust;
    • nuisance caused by noise;
    • land appreciation.

     

    Potential impacts:

    • compromised food security;
    • conflict with customary-traditional uses of forest resources (timber and non-timber) in preservation and conservation areas;
    • economic damage caused by product spill-over in neighboring areas;
    • damage to public and private property;
    • disruption in the way of life of local communities;
    • disrespect for non-predatory habits and customs;
    • nuisance caused by product spill-over in neighboring areas;
    • nuisance due to contamination of water bodies;
    • inconveniences caused by reduced traffic quality;
    • interference in communication systems.

     

    Mato Grosso do Sul

    Actual impacts:

    • compromised food security;
    • damage to public and private property;
    • disruption in the way of life of local communities;
    • disrespect for non-predatory habits and customs;
    • nuisance caused by product spill-over in neighboring areas;
    • interference in communication systems.

     

    Potential impacts:

    • compromised food security;
    • damage to public and private property;
    • disruption in the way of life of local communities;
    • disrespect for non-predatory habits and customs;
    • nuisance caused by product spill-over in neighboring areas;
    • interference in communication systems.

     

    Espírito Santo

    Actual impacts:

    • alteration of the landscape (visual) and loss of reference;
    • change in the productive agenda of the municipalities – change in local production;
    • increased risk of accidents (people and animals);
    • compromised capacity and quality of the road network;
    • isolation of properties and communities;
    • change in the local land structure;
    • nuisance caused by dust;
    • nuisance caused by noise;
    • land appreciation.

     

    Potential impacts:

    • compromised food security;
    • damage to public and private property;
    • disruption in the way of life of local communities;
    • disrespect for non-predatory habits and customs;
    • nuisance caused by product spill-over in neighboring areas;
    • interference in communication systems.

     

    Bahia

    Actual impacts:

    • alteration of the landscape (visual) and loss of reference;
    • change in the productive agenda of the municipalities – change in local production;
    • increased risk of accidents (people and animals);
    • compromised capacity and quality of the road network;
    • isolation of properties and communities;
    • change in the local land structure;
    • nuisance caused by dust;
    • nuisance caused by noise;
    • land appreciation.

     

    Potential impacts:

    • compromised food security;
    • damage to public and private property;
    • disruption in the way of life of local communities;
    • disrespect for non-predatory habits and customs;
    • nuisance caused by product spill-over in neighboring areas;
    • interference in communication systems.

     

    Maranhão

    Actual impacts:

    • alteration of the landscape (visual) and loss of reference;
    • change in the productive agenda of the municipalities – change in local production;
    • increased risk of accidents (people and animals);
    • compromised capacity of the road network;
    • unemployment of families living in the properties acquired;
    • nuisance caused by excessive lighting (night harvest);
    • nuisance caused by dust;
    • nuisance caused by noise;
    • isolation of properties and communities;
    • change in the local land structure;
    • reduction of income generation;
    • land appreciation.

     

    Potential impacts:

    • compromised food security;
    • conflict with customary-traditional uses of forest resources (timber and non-timber) in preservation and conservation areas;
    • economic damage caused by product spill-over in neighboring areas;
    • damage to public and private property;
    • disruption in the way of life of local communities;
    • disrespect for non-predatory habits and customs;
    • nuisance caused by product spill-over in neighboring areas;
    • nuisance due to contamination of water bodies;
    • inconveniences caused by reduced traffic quality;
    • interference in communication systems.
  • Percentage of Ecofuturo’s black employees by gender

    Related Material Themes:

    Change view:

    • wdt_ID Percentage of Ecofuturo's black employees by gender - 2019¹ Men Women Total
      1 Administrative n/a n/a n/a
      2 Board Members n/a n/a n/a
      3 Consultants 0% 0% 0%
      4 Coordinators n/a n/a n/a
      5 Directors n/a n/a n/a
      6 Managing Directors n/a n/a n/a
      7 Specialists 0% 60% 50%
      8 Executive Managers n/a n/a n/a
      9 Functional Managers 0% 0% 0%
      10 Operational 44% 0% 44%

    1. The category “blacks” includes employees who self-report as black or brown. “Black” is the terminology used by the Brazilian Statistics Institute (IBGE), this category includes blacks and pardos. Some employment categories do not apply to Ecofuturo because there are no employees who fall into them.

  • Percentage of Ecofuturo’s employees by employment category and age group

    Related Material Themes:

    Change view:

    • wdt_ID Percentage of Ecofuturo's employees by employment category and age group - 2019¹ Under 30 Between 30 and 50 Over 50
      1 Administrative n/a n/a n/a
      2 Board Members n/a n/a n/a
      3 Consultants 0% 100% 0%
      4 Coordinators n/a n/a n/a
      5 Directors n/a n/a n/a
      6 Managing Directors n/a n/a n/a
      7 Specialists 17% 83% 0%
      8 Executive Managers n/a n/a n/a
      9 Functional Managers 0% 0% 100%
      10 Operational 0% 100% 0%

    1. Some employment categories do not apply to Ecofuturo because there are no employees in these categories.

  • Percentage of Ecofuturo’s employees by employment category and gender

    Related Material Themes:

    Change view:

    • wdt_ID Percentage of Ecofuturo's employees by employment category and gender - 2019¹ Men Women
      1 Administrative n/a n/a
      2 Board Members n/a n/a
      3 Consultants 0% 100%
      4 Coordinators n/a n/a
      5 Directors n/a n/a
      6 Managing Directors n/a n/a
      7 Specialists 17% 83%
      8 Executive Managers n/a n/a
      9 Functional Managers 100% 0%
      10 Operational 100% 0%

    1. Some employment categories do not apply to Ecofuturo because there are no employees in these positions.

  • Percentage of Ecofuturo’s PwD employees by gender

    Related Material Themes:

    Change view:

    • wdt_ID Percentage of Ecofuturo's PwD employees by gender - 2019¹ Men Women Total
      1 Administrative n/a n/a n/a
      2 Board Members n/a n/a n/a
      3 Consultants 0% 0% 0%
      4 Coordinators n/a n/a n/a
      5 Directors n/a n/a n/a
      6 Managing Directors n/a n/a n/a
      7 Specialists 0% 0% 0%
      8 Executive Managers n/a n/a n/a
      9 Functional Managers 0% 0% 0%
      10 Operational 0% 0% 0%

    1. PwDs are people with disabilities. Some employment categories do not apply to Ecofuturo because there are no employees in these categories.

  • Percentage of employees receiving regular performance and career development reviews by employment category and gender

    Related Material Themes:

    Context:

    Suzano’s performance evaluation cycle was reformulated in 2019, after the merger between Suzano Papel e Celulose and Fibria. Therefore, this was the first performance and career development review of employees at the new company, assessing the behaviors in connection with the Culture Drivers. 100% of employees were evaluated, from administrative positions to the Functional Department (active in September 2019), with the exception of operational employees, who were not evaluated at that time. The evaluation model for this audience will be revised so that their evaluation for the year 2019 can be made throughout 2020. Executive Directors and Board Members, in turn, are evaluated through other mechanisms, specific to the People Committee. Also, those who left the company until June 2019 did not enter the evaluation cycle. Therefore, with the exception of operational positions, 100% of our employees underwent a formal performance and career development review in relation to 2019.

  • Percentage of Facepa’s black employees by gender

    Related Material Themes:

    Change view:

    • wdt_ID Percentage of Facepa's black employees by gender - 2019¹ Men Women Total
      1 Administrative 66% 67% 66%
      2 Board Members n/a n/a n/a
      3 Consultants n/a n/a n/a
      4 Coordinators 43% 0% 38%
      5 Directors n/a n/a n/a
      6 Managing Directors n/a n/a n/a
      7 Specialists 57% 50% 55%
      8 Executive Managers n/a n/a n/a
      9 Functional Managers 100% 0% 75%
      10 Operational 72% 81% 74%

    1. The category “blacks” includes employees who self-report as black or brown. “Black” is the terminology used by the Brazilian Statistics Institute (IBGE), this category includes blacks and pardos. Some employment categories do not apply to Facepa because there are no employees who fall into them.

  • Percentage of Facepa’s employees by employment category and age group

    Related Material Themes:

    Change view:

    • wdt_ID Percentage of Facepa's employees by employment category and age group - 2019¹ Under 30 Between 30 and 50 Over 50
      1 Administrative 27% 62% 11%
      2 Board Members n/a n/a n/a
      3 Consultants n/a n/a n/a
      4 Coordinators 25% 63% 13%
      5 Directors n/a n/a n/a
      6 Managing Directors n/a n/a n/a
      7 Specialists 21% 72% 7%
      8 Executive Managers n/a n/a n/a
      9 Functional Managers 0% 50% 50%
      10 Operational 20% 64% 17%

    1. Some employment categories do not apply to Facepa because there are no employees in these categories.

  • Percentage of Facepa’s employees by employment category and gender

    Related Material Themes:

    Change view:

    • wdt_ID Percentage of Facepa's employees by employment category and gender - 2019¹ Men Women
      1 Administrative 79% 21%
      2 Board Members n/a n/a
      3 Consultants n/a n/a
      4 Coordinators 88% 13%
      5 Directors n/a n/a
      6 Managing Directors n/a n/a
      7 Specialists 72% 28%
      8 Executive Managers n/a n/a
      9 Functional Managers 75% 25%
      10 Operational 78% 22%

    1. Some employment categories do not apply to Facepa because there are no employees in these positions.

  • Percentage of Facepa’s PwD employees by gender

    Related Material Themes:

    Change view:

    • wdt_ID Percentage of Facepa's PwD employees by gender - 2019¹ Men Women Total
      1 Administrative 5% 2% 4%
      2 Board Members n/a n/a n/a
      3 Consultants n/a n/a n/a
      4 Coordinators 0% 0% 0%
      5 Directors n/a n/a n/a
      6 Managing Directors n/a n/a n/a
      7 Specialists 0% 0% 0%
      8 Executive Managers n/a n/a n/a
      9 Functional Managers 0% 0% 0%
      10 Operational 3% 8% 4%

    1. PwDs are people with disabilities. Some employment categories do not apply to Facepa because there are no employees in these categories.

  • Percentage of operations with implemented local community engagement, impact assessments, and/or local development programs, by State/unit and type of initiative

    Related Material Themes:

    Change view:

    • wdt_ID Type of initiative São Paulo Mato Grosso do Sul Espírito Santo Bahia Maranhão Total
      1 Social impact assessments, including gender impact assessments, based on participatory processes; 100 100 100 100 100 100
      2 Environmental impact assessments and ongoing monitoring 100 100 100 100 100 100
      3 Public disclosure of results of environmental and social impact assessments 100 100 100 100 100 100
      4 Local community development programs based on local communities’ needs 100 100 100 100 100 100
      5 Stakeholder engagement plans based on stakeholder mapping 100 100 100 100 100 100
      6 Broad based local community consultation committees and processes that include vulnerable groups 100 100 100 100 100 100
      7 Works councils, occupational health and safety committees and other worker representation bodies to deal with impacts 100 100 100 100 100 100
      8 Formal local community grievance processes 100 100 100 100 100 100
  • Percentage of Suzano’s black employees by gender

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    • wdt_ID Percentage of Suzano's black employees by gender - 2019¹ Men Women Total
      1 Administrative 55 48 53
      2 Board Members 20 50 25
      3 Consultants 47 38 44
      4 Coordinators 26 25 26
      5 Directors 31 0 31
      6 Managing Directors 20 0 18
      7 Specialists 60 53 56
      8 Executive Managers 23 26 24
      9 Functional Managers 38 41 38
      10 Operational 65 69 65
      11 Supervisors 56 55 56
      12 Total 61 51 59

    1. The category “blacks” includes employees who self-report as black or brown. “Black” is the terminology used by the Brazilian Statistics Institute (IBGE), this category includes blacks and pardos

  • Percentage of Suzano’s employees by employment category and age group

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    • wdt_ID Percentage of Suzano's employees by employment category and age group - 2019 Under 30 Between 30 and 50 Over 50
      1 Administrative 28 63 9
      2 Board Members 0 8 92
      3 Consultants 19 68 13
      4 Coordinators 6 76 18
      5 Directors 0 44 56
      6 Managing Directors 0 73 27
      7 Specialists 48 46 6
      8 Executive Managers 0 70 30
      9 Functional Managers 4 81 15
      10 Operational 22 65 12
      11 Supervisors 9 77 15
      12 Total 23 65 12
  • Percentage of Suzano’s employees by employment category and gender

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    • Percentage of Suzano\'s employees by employment category and gender

      wdt_ID porcentagemdeempregadosdasuzanopor Men Women
      1 Administrative 66 34
      2 Board Members 83 17
      3 Consultants 77 23
      4 Coordinators 74 26
      5 Directors 100 0
      6 Managing Directors 91 9
      7 Specialists 52 48
      8 Executive Managers 79 21
      9 Functional Managers 84 16
      10 Operational 95 5
      porcentagemdeempregadosdasuzanopor Men Women
  • Percentage of Suzano’s PwD employees by gender

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    • wdt_ID Percentage of Suzano's PwD employees by gender - 2019¹ Men Women Total
      1 Administrative 5 4 5
      2 Board Members 0 0 0
      3 Consultants 1 0 1
      4 Coordinators 1 1 1
      5 Directors 0 0 0
      6 Managing Directors 0 0 0
      7 Specialists 1 2 1
      8 Executive Managers 0 0 0
      9 Functional Managers 0 0 0
      10 Operational 2 3 2
      11 Supervisors 1 0 1
      12 Total 2 3 2

    1. PwDs are people with disabilities.

  • Political contributions

    Related Material Themes:

    Context:

    In accordance with Brazilian law and with the company’s Code of Conduct and Anti-Corruption Policy, Suzano does not make contributions of any kind to political parties and agents.

    As provided in section “Rules to Prevent Corruption” of our Anti-Corruption Policy (item “5.5. Suzano’s Political Contributions”), “Any type of financing and/or campaign contribution of any kind by companies, either directly or indirectly, to political parties, agents and/or candidates is strictly prohibited. Thus, any involvement with governmental authorities, if any, will always be carried out in a legitimate, non-financial manner, and will comply with the rules, limits and disclosure established by the applicable legislation. Any political involvement, however, will always be guided by the rules established in Suzano’s Code of Conduct and in this Policy. Suzano does not accept party political initiatives involving the Corporation and/or the workplace. (…)”.

    Change view:

    • wdt_ID Indicator 2019
      1 Total monetary value of contributions made by the organization to political parties and agents in cash and in kind, directly or indirectly 0.00
  • Prevention and mitigation of occupational health and safety impacts directly linked by business relationships

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    Context:

    In 2019, several health and safety synergies were implemented after the company’s merger process, such as the development of the Guide on Occupational Health and Safety Management System and the definition of critical steps for standardization and implementation of safety procedures and guidelines, among other actions. One of the highlights is the incorporation of consequence management programs in all units, namely:

     

    • Segurança na Área Program: the purpose of this program is to disseminate, based on practical experience, moral principles and proper conduct among employees with regard to occupational safety, thus promoting a safer work environment for all;
    • Linha Mestra Program: provides the priority set of safety rules that must be strictly followed at Suzano to protect the safety of employees who operate on its behalf;
    • Family Safety and Recognition Programs: as a complement to the previous one, the purpose of these programs is to recognize employees who adopt preventive actions in the area of safety;

     

    Another important movement was the establishment of a team of Occupational Psychologists, whose goal is to prepare leaders and encourage safe behavior among all Suzano employees, collect data for analysis, offer feedback to people being monitored, and remove barriers to safe behavior. This point, specifically, reinforces the concept that a safety culture based on mutual care and interdependence is effective and successful in preventing and training people in best practices on the subject, as well as in improving the quality of life, employee productivity, organizational climate and the company’s financial results.

  • Rate of new employee hires by age group

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    • wdt_ID Rate of new employee hires by age group - 2019 (%) Suzano Facepa Ecofuturo
      1 Under 30 0.29 0.04 0.00
      2 Between 30 and 50 0.14 0.03 0.00
      3 Over 50 0.03 0.00 0.00
      4 Total 0.16 0.03 0.00
  • Rate of new employee hires by gender

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    Change view:

    • wdt_ID Rate of new employee hires by gender - 2019 Suzano Facepa Ecofuturo
      1 Men 0.15 0.03 0.00
      2 Women 0.21 0.03 0.00
      3 Total 0.16 0.03 0.00
  • Rate of new employee hires by region

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    Change view:

    • wdt_ID Rate of new employee hires by region - 2019 (%)¹ Suzano Facepa Ecofuturo
      1 North 0.55 0.03 n/a
      2 Northeast 0.14 0.02 n/a
      3 Midwest 0.20 n/a n/a
      4 Southeast 0.14 n/a 0.00
      5 South 0.15 n/a n/a
      6 Abroad 0.07 n/a n/a
      7 Total 0.16 0.03 0.00

    1. Facepa operates only in the North and Northeast regions; and Ecofuturo, only in the Southeast region.

  • Ratio of basic salary and remuneration of women to men

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    • wdt_ID Ratio of basic salary and remuneration of women to men - 2019¹ Basic salary (%) Remuneration (%)
      1 Administrative 84 84
      2 Consultants 92 91
      3 Coordinators 95 94
      4 Director (Executive and Functional) 84 85
      5 Specialists 96 96
      6 Executive Managers 97 90
      7 Functional Managers 95 95
      8 Operational 67 67
      9 Supervisors 89 88

    1. For the calculation of remuneration, in addition to the base salary, payments related to overtime, benefits and variable pay of employees were considered. Facepa and Ecofuturo were not considered in the analysis because their information for the entire year of 2019 is not consolidated in Suzano’s systems. In addition, the differences in salaries and remuneration between men and women at Suzano are essentially due to the historical difference between genders in the composition of the company’s workforce – in 2019, men accounted for 85% of the total number of employees. Therefore, since they have more time with the company, in general terms, the salary base and remuneration of men are higher than those of women, who are not as representative in the company.

  • Return to work and retention rates of employees that took parental leave

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    • wdt_ID Return to work and retention rates of employees that took parental leave - 2019 Men Women
      1 Return to work rate¹ 1.00 1.00
      2 Retention rate² 1.00 0.88

    1. Calculated by dividing the total number of employees who actually returned from parental leave in the reporting period (or who are expected to return in 2020, after the Reporting cycle) by the total number of employees who took their leave.
    2. Calculated by dividing the total number of employees who were still working at the company 12 months after their return from parental leave by the total number of employees who returned from leave.

  • Safety Management Indicator (IGS) and Safety Quality Indicator (IQS)

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    Change view:

    • wdt_ID Other safety indicators 2019
      1 IGS (Safety Management Indicator) 89
      2 IQS (Safety Quality Indicator) 90

    Additional information:

    The Safety Indicator (IS) assesses the company’s safety management performance by monitoring the quantity (IGS) and quality (IQS) of management tools, aiming at the continuous search for process improvement and the maturing of the safety culture in the operational areas, in line with the work safety policy of the Suzano Group.

    Among the tools evaluated in the IGS (quantitative) are the management of recorded deviations, the implementation of the Segurança na Área (Safety in the Area) Program, the performance of employee training, and inspections.

    The IQS (quality indicator), on the other hand, is measured by means of a detailed and qualitative assessment tools such as Sinal Verde (Green Light), Diálogo Diário de Segurança (Daily Dialogue on Safety), Segurança na Área (Safety in the Area), management of events and use of checklists for machinery.

  • Security personnel trained in human rights policies or procedures

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    • wdt_ID Indicator 2019
      1 Percentage of security personnel who have received formal training in the organization’s human rights policies or specific procedures and their application to security. 60

    1. Employees of third-party organizations are included in the disclosure.

  • Total number of new employee hires by age group

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    Change view:

    • wdt_ID Total number of new employee hires by age group Suzano Facepa Ecofuturo
      1 Under 30 882 7 0
      2 Between 30 and 50 1,149 17 0
      3 Over 50 46 0 0
      4 Total 2,077 24 0
  • Total number of new employee hires by gender

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    Change view:

    • wdt_ID Total number of new employee hires by gender - 2019 Suzano Facepa Ecofuturo
      1 Men 1,684 18 0
      2 Women 393 6 0
      3 Total 2,077 24 0
  • Total number of new employee hires by region

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    Change view:

    • wdt_ID Total number of new employee hires by region - 2019 Suzano Facepa Ecofuturo
      1 North 176 21 0
      2 Northeast 576 3 0
      3 Midwest 355 0 0
      4 Southeast 942 0 0
      5 South 13 0 0
      6 Abroad 15 0 0
      7 Total 2.077 24 0
  • Total number of terminations by age group

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    • wdt_ID Total number of terminations by age group - 2019 Suzano Facepa Ecofuturo
      1 Under 30 511 35 0
      2 Between 30 and 50 1,652 66 1
      3 Over 50 360 21 0
      4 Total 2,523 122 1
  • Total number of terminations by gender

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    • wdt_ID Total number of terminations by gender - 2019 Suzano Facepa Ecofuturo
      1 Men 2202 101 1
      2 Women 321 21 0
      3 Total 2523 122 1
  • Total number of terminations by region

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    • wdt_ID Total number of terminations by region - 2019 Suzano Facepa Ecofuturo
      1 North 88 111 0
      2 Northeast¹ 813 11 0
      3 Midwest 335 0 0
      4 Southeast¹ 1,251 0 1
      5 South 16 0 0
      6 Abroad 20 0 0
      7 Total 2,523 122 1

    1. Regarding Suzanos’s terminations, the numbers for the Northeast and Southeast regions are mainly due to the decommissioning of forestry operations in these regions in the reporting period. In part, this is a result of the synergy of operations after the merger between Suzano Papel e Celulose and Fibria, and in part due to the drop in pulp prices in 2019, which led to the slowdown in production, with direct impact on operations.

  • Turnover rate by age group

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    Change view:

    • wdt_ID Turnover rate by age group - 2019 (%) Suzano Facepa Ecofuturo
      1 Under 30 17.90 17.60 0.00
      2 Between 30 and 50 19.80 11.60 5.80
      3 Over 50 22.00 15.20 0.00
      4 Total 19.60 13.50 5.20
  • Turnover rate by gender

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    • wdt_ID Turnover rate by gender - 2019 (%)¹ Suzano Facepa Ecofuturo
      1 Men 20.00 14.10 7.60
      2 Women 17.50 11.10 0.00
      3 Total 19.60 13.50 5.20

    1. The turnover rate is calculated as follows: number of terminations in the period/average number of employees in the period.

  • Turnover rate by region

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    Change view:

    • wdt_ID Turnover rate by region - 2019 (%)¹ Suzano Facepa Ecofuturo
      1 North 45.30 15.40 n/a
      2 Northeast 20.10 5.90 n/a
      3 Midwest 19.30 n/a n/a
      4 Southeast 19.00 n/a 5.20
      5 South 17.50 n/a n/a
      6 Abroad 9.60 n/a n/a
      7 Total 19.60 13.50 5.20

    1. Facepa operates only in the North and Northeast regions; and Ecofuturo, only in the Southeast region.

  • Use of parental leave by gender

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    Change view:

    • wdt_ID Use of parental leave by gender 2018 - Men 2018 - Women 2018 - Total 2019 - Men 2019 - Women 2019 - Total
      1 Total number of employees that were entitled to parental leave 297 64 361 418 76 494
      2 Total number of employees that took parental leave 297 64 361 418 76 494
      3 Total number of employees that returned to work in the reporting period after parental leave ended¹ 290 59 349 424 73 497
      4 Total number of employees that returned to work after parental leave ended that were still employed 12 months after their return to work² n/a n/a n/a 262 52 314

    1. The number of employees who returned to work in 2019 is higher than the number of employees who left in the same year, as it also includes employees who took parental leave in 2018 and returned only in 2019.
    2. Since we started operating as Suzano S.A. on January 14, 2019, we do not have a history of how many employees returned to work after parental leave in 2017 and were still employed 12 months after their return to work in 2018, while we were still operating as two different companies (Suzano Papel e Celulose e Fibria).

  • Worker participation, consultation, and communication on occupational health and safety

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    Context:

    Suzano’s operational units have structured safety committees, divided into smaller subcommittees, which participate in discussions, analyses and implementations related to health and safety and actions carried out by the Internal Accident Prevention Commission (CIPA). The responsibilities of the committees include: active participation in meetings, setting goals and objectives, and addressing matters at strategic level (Management Committee), at operational level (Cell Committee) and at specific level (Technical or Theme Committee). Committee meetings take place according to a predefined schedule in the units.

    We also have in place the Segurança na Área (Safety in the Area) Program, a tool that, based on practical experience, seeks to disseminate moral principles and proper conduct among employees with regard to occupational safety, thus promoting a safer work environment for all. Additionally, we have a corporate Portal that provides safety data per unit for consultation, and send internal communications via intranet and emails related to this topic.

    Also, aiming at the continuous improvement of working conditions in the sector, we have formal agreements with unions, with specific approaches for each region where we operate.

  • Workers covered by an occupational health and safety management system

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    • wdt_ID About the occupational health and safety management system 2019
      1 Number of employees and workers covered by such a system 36,547 (company employees + contractors)
      2 Percentage of employees and workers covered by such a system 100%
      3 Number of employees and workers who are covered by such a system that has been internally audited 36,547 (company employees + contractors)
      4 Percentage of employees and workers who are covered by such a system that has been internally audited 100%
      5 Number of employees and workers who are covered by such a system that has been audited or certified by an external party 24,000 (company employees + contractors)
      6 Percentage of employees and workers who are covered by such a system that has been audited or certified by an external party¹ 64%

    1. The industrial units in Jacareí, Três Lagoas and Aracruz have not yet been audited or certified by an external party.