Human rights

  • 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.

  • Grievances/demands received and addressed by the Ombudsman Channel

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    Change view:

    • wdt_ID Grievances/demands received and addressed by the Ombudsman Channel 2019
      1 Total number of grievances/demands identified 669
      2 Number of grievances/demands addressed 669
      3 Number of grievances/demands resolved 629
      4 Number of grievances/demands pending 40
      5 Number of grievances/demands filed prior to the reporting period that were resolved during the reporting period 63

    Additional information:

    The main complaints refer to the inappropriate behavior of managers, fraud, inappropriate behavior of coworkers, physical conditions of the workplace, remuneration, working hours, benefits, labor issues, changes to job description, selection/hiring/termination process, inappropriate treatment of service providers, non-payment, career/promotion, health and safety, and information security.

    Of the 669 complaints received by the Ombudsman Channel, after due analysis and investigation by the eligible professionals, 211 disciplinary measures were applied, namely: improvement of the process/creation of control, feedback, guidance and monitoring, termination for cause, termination without cause, written and oral warning, replacement of contractor and termination of services contract. All complaints are answered through the external ombudsman channel, and whistleblowers receive their answers through their tracking number issued when the complaint is registered.

  • Grievances/demands received and addressed by the Ombudsman Channel, by type

    Related Material Themes:

    Change view:

    • wdt_ID Grievances/demands received and addressed by the Ombudsman Channel, by type 2019
      1 Inappropriate manager behavior 176
      2 Fraud 95
      3 Inappropriate coworker behavior 70
      4 Labor issues 66
      5 Non-payment 55
      6 Inappropriate treatment of and service to the service provider 54
      7 Physical conditions of the workplace 25
      8 Remuneration 25
      9 selection/hiring/termination process 23
      10 Other 21
  • Incidents of discrimination and corrective actions taken

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    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.

  • Management approach on the Code of Conduct and human rights

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    Context:

    One of Suzano’s basic principles is to establish quality relationships with all of its stakeholders, as set forth in the Company’s Code of Conduct. In this sense, since the management of our business involves many people, we seek to ensure that all of our relationships are duly guided by the highest ethical and integrity values.

    The purpose of the Code of Conduct is to commit our directors, officers, administrators, managers, shareholders, employees, contractors, suppliers, customers, people or entities with which relate, stakeholders of Suzano and its subsidiaries and affiliates to the ethical principles that guide our business conduct and disseminate them to our relationship network. This involves permanent respect for human rights, as a fundamental condition to be met by all parties involved in our business.

    The following are some of the topics covered by our Code of Conduct:

    • compliance with laws, internal rules and procedures;
    • confidentiality of information not disclosed to the market;
    • commitment to best corporate governance practices to comply with the regulation, which covers publicly traded companies;
    • anti-corruption practices;
    • receiving gifts and presents;
    • conflicts of interest;
    • harassment of any nature, inappropriate behavior, discrimination, child labor and/or slave labor;
    • professional appreciation;
    • sustainable development;
    • transparency.

    As stated in the document, we are committed to equity, accountability, corporate responsibility and to ensuring human rights in our business and operations. To reinforce this commitment, we develop actions to raise awareness on these issues through communications, training and team meetings. As an example of these activities, in 2019 we prepared a mandatory training on the Anti-Corruption Policy, in video format, and disclosed our Code of Conduct to all employees.

  • Non-discrimination management approach

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    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.

  • 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.

  • Security personnel trained in human rights policies or procedures

    Related Material Themes:

    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.