Human Capital

Strengthening of a high-performance culture and well-being of our employees based on integrated and dynamic people management processes that take into account aspects such as meritocracy, career development, knowledge management, diversity, inclusion, quality of life and human rights, among other factors.

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

    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

    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.

  • Diversity management

    Context:

    For Suzano, working on diversity and inclusion is, in addition to being a duty, a business strategy. In a diverse and inclusive environment, employees feel more involved, creativity and contributions proliferate and retention and new talents attraction rates increase significantly. For this and many other reasons, the topic of diversity is part of our Cultural Drivers today.

    In this sense, as part of the necessary measures to build a fully diverse and inclusive environment in our operations, we institutionalized in 2019 the Plural Program, , an internal movement that emerged organically and voluntarily at Suzano in 2016 with the objective of valuing diversity and encouraging inclusion in the company. The Program relies on five affinity groups, having senior executives as sponsors, and has been working to clarify concepts, analyze metrics and propose internal actions in line with the manifesto that states the company’s position regarding this topic. The five groups are: Women, Black¹ (race and ethnicity), Pride (LGBTI+²), People with Disabilities (PwDs) and Generations.

    Additionally, Suzano conducted in 2019 its Diversity Census for the first time, which enables the creation of consistent diversity and inclusion indicators across the company, as well as monitoring and verification of the data over time. Furthermore, to ensure proper management of the topic, Suzano launched its Diversity and Inclusion Policy on December 26, 2019, in order to determine the guidelines that will govern diversity and inclusion initiatives in all the company’s operations. Based on that, we aim to guarantee the following principles:

     

    • have an inclusive environment that favors diversity, as it strengthens us, always seeking to build an environment based on respect for differences, balance and well-being, forming the basis for a harmonious and healthy coexistence between our employees and other stakeholders, enabling everyone to feel included, supported and listened to, regardless of the characteristics that make each one of us unique;
    • repudiate any prejudiced, discriminatory or harassing behavior and react in accordance with the Code of Conduct;
    • have an environment where employees are sure that issues such as origin, age, sexual orientation, gender, ethnicity, religion, family constitution, aesthetics – do not influence their assessment as professionals or affect access to development opportunities.

     

    In December 2019, Suzano also signed the following public commitments to value diversity: Business Initiative for Racial Equality, the Forum of LGBTI+ Companies and Rights, and the Women’s Empowerment, of the United Nations (UN).

    Therefore, following the proposition of promoting diversity and inclusion through actions to expand representativeness and create a culture of respect for individuality throughout our value chain, our goals for 2020 are:

     

    1. to increase by 1 percentage point the number of people with disabilities (PwDs) in the company;
    2. to increase by 10% the total number of women in the company, including in leadership positions;
    3. to increase by 6% the number of blacks in non-operational positions at the company;
    4. to ensure that Suzano has a 70% inclusive environment for the LGBTI+ audience.

    1. Terminology used by the Brazilian Geography and Statistics Institute (IBGE), which includes blacks and pardos.

    2. At Suzano we have chosen LGBTI+ as our umbrella term, which stands for: Lesbian, Gay, Bisexual, Trans, Intersex and + for all other spectrums of sexuality and gender.

  • Employee training on human rights policies or procedures

    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.

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

    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

    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

    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.

  • Health and safety numbers for company employees and contractors

    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

    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

    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

    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

    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

    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

    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.

  • Labor relations management

    Context:

    Suzano follows current legislation and the guidelines established in the Company’s Code of Conduct regarding labor and union relations, committing to maintain respectful relations with employee’s representatives and to comply with the agreements signed.

    The company’s Labor Relations area is monitored by internal and external audits, and the agreements signed are also supervised by public agencies, mainly by the Labor Relations Department and the Federal Revenue Service.

  • Minimum notice period provided to employees prior to the implementation of significant operational changes

    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.

  • Non-discrimination management approach

    Context:

    Suzano is against any type of discrimination inside and outside the work environment and, to reinforce this position, our Code of Conduct has a specific ethical pillar regarding this topic: equality. We treat with respect, dignity and attention all those with whom we interact, whether inside or outside the company. We also value diversity, without discrimination or inequality on grounds of species, race, color, political opinion, gender, religion, sex, sexual orientation, age, place of birth, disability, among other aspects.

    Within this context, we have in place the Plural Program, a movement that emerged organically and voluntarily at Suzano in 2016 and was institutionalized in 2019, aiming to foster a culture of valuing diversity and encouraging inclusion in the company. Aligned with Suzano’s Sustainability and Diversity & Inclusion strategies, the group is co-responsible for promoting non-discrimination in the workplace, among other actions that cover the topic of diversity.

  • Number hours of training per employee, by employment category

    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 Ecofuturo’s employees by employment contract and gender

    Change view:

    • wdt_ID Number of Ecofuturo's employees by employment contract and gender - 2019 Men Women Total
      1 Temporary 0 0 0
      2 Permanent 13 6 19
      3 Total 13 6 19
  • Number of Ecofuturo’s employees by employment contract and region

    Change view:

    • wdt_ID Number of Ecofuturo's employees by employment contract and region Temporary Permanent Total
      1 North 0 0 0
      2 Northeast 0 0 0
      3 Midwest 0 0 0
      4 Southeast 0 19 19
      5 South 0 0 0
      6 Abroad 0 0 0
      7 Total 0 19 19
  • Number of Ecofuturo’s employees by employment type and gender

    Change view:

    • wdt_ID Number of Ecofuturo's employees by employment type and gender - 2019 Men Women Total
      1 Full-time 13 6 19
      2 Part-time 0 0 0
      3 Total 13 6 19
  • Number of employees by age group

    Change view:

    • wdt_ID Number of employees by age group - 2019 Suzano Facepa Ecofuturo
      1 Under 30 3,032 183 1
      2 Between 30 and 50 8,424 540 17
      3 Over 50 1,565 127 1
      4 Total 13,021 850 19
  • Number of employees by employment category

    Change view:

    • wdt_ID Number of employees by employment category - 2019 Suzano Facepa Ecofuturo
      1 Administrative 2,181 279 0
      2 Board Members 1 0 0
      3 Consultants 380 0 1
      4 Coordinators 518 8 0
      5 Directors 16 0 0
      6 Managing Directors 11 0 0
      7 Specialists 836 29 6
      8 Executive Managers 92 0 0
      9 Functional Managers 280 4 1
      10 Operational 8,506 507 9
  • Number of Facepa’s employees by employment contract and gender

    Change view:

    • wdt_ID Number of Facepa's employees by employment contract and gender - 2019 Men Women Total
      1 Temporary 0 0 0
      2 Permanent 668 182 850
      3 Total 668 182 850
  • Number of Facepa’s employees by employment contract and region

    Change view:

    • wdt_ID Number of Facepa's employees by employment contract and region Temporary Permanent Total
      1 North 0 667 667
      2 Northeast 0 183 183
      3 Midwest 0 0 0
      4 Southeast 0 0 0
      5 South 0 0 0
      6 Abroad 0 0 0
      7 Total 0 850 850
  • Number of Facepa’s employees by employment type and gender

    Change view:

    • wdt_ID Number of Facepa's employees by employment type and gender - 2019 Men Women Total
      1 Full-time 668 182 850
      2 Part-time 0 0 0
      3 Total 668 182 850
  • Number of hours of training per employee, by gender

    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.

  • Number of Suzano’s employees by employment contract and gender

    Change view:

    • wdt_ID Number of Suzano's employees by employment contract and gender - 2019 Men Women Total
      1 Temporary 3 6 9
      2 Permanent 11,117 1,895 13,012
      3 Total 11,120 1,901 13,021
  • Number of Suzano’s employees by employment contract and region

    Change view:

    • wdt_ID Number of Suzano's employees by employment contract and region - 2019 Temporary Permanent Total
      1 North 0 318 318
      2 Northeast 0 4,000 4,000
      3 Midwest 1 1,801 1,802
      4 Southeast 8 6,594 6,602
      5 South 0 87 87
      6 Abroad 0 212 212
      7 Total 9 13,012 13,021
  • Number of Suzano’s employees by employment type and gender

    Change view:

    • wdt_ID Number of Suzano's employees by employment type and gender - 2019 Men Women Total
      1 Full-time 11,120 1,901 13,021
      2 Part-time 0 0 0
      3 Total 11,120 1,901 13,021
  • Occupational health and safety management system

    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.

  • Occupational health management

    Context:

    Occupational health management at Suzano, in all units, is covered by a Health and Safety Management System, based on the guidelines of ISO 45001:2018, OSHAS 18001, ISO 9000, Regulatory Labor Standards (with emphasis on Regulatory Labor Standards (NRs) 7, 9, 15, 17, 31 and 32), on the PDCA cycle concept (Plan – Do – Check – Act or Adjust) and on national and international best market practices.

    Our commitment is to a humanized and nurturing health management, in line with best technical practices in this regard. To do so, it is necessary to understand and assist employees in a comprehensive manner, as human beings who have needs, expectations and physical and psychological aspects, among other factors.

    Therefore, in order to ensure proper management regarding this topic, Suzano has a specific health and quality of life program, called Faz Bem, with a team 100% dedicated to its activities, whose purpose is to develop actions to promote health and quality of life for the company’s employees and their families. In this sense, the company’s processes to manage this topic are subject to external and internal audits, and the advances achieved can be seen in the positive results of the Accident Prevention Factor (FAP – Fator Acidentário de Prevenção)—which indicates the history of occupational diseases and accidents in the company—and in the low rates of medical absenteeism, and are linked to the variable pay (performance bonus) of those involved.

    The company also provides health insurance to all employees and legal dependents. Additionally, throughout the year, the Health and Quality of Life department develops vaccination actions and campaigns that include, in addition to employees, their spouses and children.

    Suzano’s health and quality of life initiatives include:

     

    • management of medical absenteeism due to ICD M – osteomuscular and connective tissue diseases – in order to monitor musculoskeletal disorders;
    • management of medical absenteeism due to ICD F – mental and behavioral disorders – in order to monitor illnesses of psychological nature;
    • management of leaves involving Social Security, requiring investigation of occupational connection whenever indicated. The first two goals are shared between occupational physicians and the ergonomics consultant;
    • care assistance for employees, providing the treatment and/or referral necessary to their health condition, aiming at the proper control or cure of their health conditions;
    • implementation of ergonomic improvements/adaptations in production processes in industrial and forestry units, with continuous analysis of the work stations and workplace workout;
    • maintenance and support of the existing Ergonomics Committees, showing ergonomic improvements resulting from the work of each one of them;
    • development of quality of life (QOL) actions for employees and their dependents at the company’s Distribution Centers;
    • development of QOL actions covering employees and dependents of our largest industrial and forestry units.

     

    In addition to the management initiatives already mentioned, we perform other activities within the Suzano’s Quality of Life Program, such as:

     

    • running group: in 2019, there were 25 races with the participation of 2,500 employees, who had sports advice and costs covered by the company;
    • Amigos da Vida (Friends of Life) Campaign: more than 230 volunteers donated blood in 8 initiatives in 2019, benefiting more than 640 people.
    • Suzano race: held in Imperatriz (Maranhão state), Três Lagoas (Mato Grosso do Sul state) and Jacareí (São Paulo state) with the participation of employees and the community. More than 2.5 tons of food were collected in 2019 as registration fees, and donations to the institutions were delivered by the 112 employees of the Voluntariar Program;
    • Safety Program on Children’s Day: 800 children of employees visited Suzano’s units in 2019 and learned about the importance of safety;
    • Program to Support Pregnant Women: throughout the pregnancy and the immediate postpartum period, employees are supported by a multidisciplinary team. They also have a breastfeeding corner to pump and store their milk after returning to work. Twenty-six women benefited in 2019;
    • Disque Viver Bem: support channel with specialized guidance on physical and mental health, financial and legal issues for employees and family members. In 2019, a total of 6,000 people benefited.
  • 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.

  • Percentage of Ecofuturo’s black employees by gender

    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

    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

    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

    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 actively engaged

    Change view:

    • wdt_ID Indicator Men Women
      1 Percentage of employees actively engaged (based on employee engagement surveys) - 2019¹ 89 85

    1. The company did not conduct an engagement survey in 2019. On the other hand, we conducted a survey related to the new culture implemented in the company after the merger between Suzano Papel e Celulose and Fibria: the Cultural Fit Survey, evaluating adherence of our employees to the new Culture Drivers.

  • Percentage of employees covered by collective bargaining agreements

    Change view:

    • wdt_ID Indicator 2019
      1 Percentage of employees covered by collective bargaining agreements 100
  • Percentage of employees receiving regular performance and career development reviews by employment category and gender

    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 employees who received training, by employment category

    Change view:

    • wdt_ID Percentage of employees who received training, by employment category - 2019¹ Suzano Facepa Ecofuturo
      1 Administrative 97% 94% n/a
      2 Board Members 100% n/a n/a
      3 Consultants 97% n/a 100%
      4 Coordinators 93% 100% n/a
      5 Directors 75% n/a n/a
      6 Managing Directors 45% n/a n/a
      7 Specialists 98% 100% 100%
      8 Executive Managers 79% n/a n/a
      9 Functional Managers 91% 100% 100%
      10 Operational 89% 83% 100%

    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.

  • Percentage of employees who received training, by gender

    Change view:

    • wdt_ID Percentage of employees who received training, by gender - 2019¹ Suzano Facepa Ecofuturo
      1 Men 100 89 100
      2 Women 99 82 100

    1. Data considers only full-time employees.

  • Percentage of Facepa’s black employees by gender

    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

    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

    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

    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 Suzano’s black employees by gender

    Change view:

    • 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

    Change view:

    • 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

    Change view:

    • 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

    Change view:

    • 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.

  • Prevention and mitigation of occupational health and safety impacts directly linked by business relationships

    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

    Change view:

    • 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

    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

    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

    Change view:

    • 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.

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

    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

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

    Change view:

    • 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)

    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

    Change view:

    • 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 negotiations expected in the next 12 months

    Change view:

    • wdt_ID Indicator 2019
      1 Total number of negotiations expected in the next 12 months 30
  • Total number of new employee hires by age group

    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

    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

    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 strikes and/or lockouts in the year

    Change view:

    • wdt_ID Indicator 2019
      1 Total number of strikes and/or lockouts in the year 0
  • Total number of terminations by age group

    Change view:

    • 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

    Change view:

    • 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

    Change view:

    • 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.

  • Total spent on full-time employee training, in R$

    Change view:

    • wdt_ID Indicator Suzano Facepa Ecofuturo Total
      1 Total spent on employee training - 2019 (R$)¹ R$ 5,529,336.00 R$ 13,704.49 R$ 18,000.00 R$ 5,561,040.49

    1. Data considers only full-time employees.

  • Training and learning management

    Context:

    With regard to promoting the continuous learning of our employees, Suzano offers a variety of training courses (mandatory or not) on matters that are significantly important for the proper performance of the activities necessary for each function, in addition to developing onboarding activities for newcomers and having subsidy policies for language, undergraduate and graduate courses. Simultaneously, we are committed to training all leaders in knowledge and attributes desired for the continuous and joint development of our people, always having in mind the profile of Suzano’s leaders and our Culture Drivers. On that basis, we seek to disseminate our strategy internally and connect the development of our employees to the reality of the business.

    All demands for training are analyzed and approved by the requestors, their managers, HR business partner and Suzano’s Corporate Education team. After obtaining all the necessary validations, the action is conducted in accordance with the company’s Internal Training Policy, and proof of completion (such as attendance lists, certificates and evaluations) should be submitted to the area responsible for verification. The information obtained is used for internal and/or external audit purposes regarding the effectiveness and veracity of the actions conducted.

    In this sense, to enhance the different skills of its employees and, then, improve the performance of their work, Suzano has in place the following programs:

     

    • Onboarding Program: inserts all new employees into Suzano’s culture. Welcomes new employees and prepares them to start their journey in the company;
    • Você Tem Sede de que? (What do you thirst for?): provides training and development actions, focusing on the administrative personnel and specialists. Employees are invited to take part – they register and participate. In-person and online;
    • Suzano Talks (all audiences): initiative that consists of inviting entrepreneurial people from different areas of activity to chat with our employees on current and disruptive topics, promoting the sharing of ideas and experiences;
    • Safety Training: mandatory training to meet regulatory health and safety standards and ensure a safe work environment for all our employees. In addition to basic training, some of the operational employment categories must undergo other mandatory training courses on this subject for the proper performance of their work;
    • Technical Training: specific training for the respective positions and mainly focused on operational workers. For example: Training in Production Maintenance Technique;
    • Program – Elos: specific training and development action for those considered as high performers and high potential in the company. It is a program where employees will be exposed to development, coaching, online and face-to-face training sessions, to leaders, and will take part in discussion forums, projects, among other actions;
    • Training in First Leadership: Training to prepare Suzano’s leaders regarding the desired skills to perform their leadership role.

     

    The company’s goal is to ensure that 100% of its employees comply with mandatory training and Safety Standards (NRs – regulatory standards). Additionally, the company intends to build a new training and career program for the operational audience (both in forestry and industry), which meets their specific needs.

    Moreover, in line with the public commitments assumed by the company in this regard, we aim to attract, develop and retain more and more talents who today lack opportunities in our society. This ambition reinforces our Culture Drivers in practice and helps us provide a more diverse and inclusive internal environment and build an increasingly fair society.

  • Turnover rate by age group

    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

    Change view:

    • 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

    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

    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

    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

    Change view:

    • 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.