Long-Term Goals

Given the complexity of the existing challenges and opportunities, Suzano built its Sustainability Strategy in a collaborative manner, considering the numerous visions of its stakeholders. We are committed to expanding our role in the value chain and in society through our long-term goals, that guide our path over the next ten years, a period that the United Nations (UN) calls the Decade of Action.

Diversity and Inclusion

Ensure 100% accessibility and achieve a 100% inclusive environment for people with disabilities (PWDs)

Context

For us, promoting diversity¹ and inclusion is more than a duty, it is a business strategy. In a diverse and inclusive environment, employees feel more involved, creativity and contributions flourish, and, at the same time, the attraction and retention rates for new talent increase.

Accessibility is the right that ensures that people with disabilities can live independently and exercise their citizenship, whether in urban, school, professional, or leisure spaces. An inclusive environment is one where everyone can feel welcome, respected, and safe to be who they really are, regardless of individual characteristics.

 


Scope:

Ensure accessibility and an inclusive environment for people with disabilities.

Baseline:

38.4% accessibility (2020) and 91.8% inclusive environment (2020).

Horizon:

Ensure 100% accessibility and achieve a 100% inclusive environment for people with disabilities by 2025.


Results in 2020:

We defined the baselines of accessibility2 and inclusive environment using as a basis, respectively, the concept of reasonable adjustments and the Brazilian NBR9050 standard; and the employees’ perception of inclusion, measured through a new survey methodology developed to extend consultation to all affinity groups. With this, we set a new baseline for the 91.8% goal of a perceived inclusive environment, according to the survey results.

 

KPI Tracking:

2020
Percentage of accessibility (%) 38.4%
Percentage of inclusive environment (%) 91.8%

Our plans for 2021:

Our goal is to achieve 50.72% accessibility and 93.80% inclusive environment. To this end, we will intensify our actions to improve accessibility, taking into consideration studies and analyses about the need to adapt the existing spaces, using technical standards as a starting point.3. We will also work on attracting and hiring people with disabilities in all our locations and hierarchical levels and on developing governance to monitor their progress in the company.

 

¹ Information about diversity and inclusion at Suzano is collected in an integrated and digital manner, allowing for real time monitoring of the results.
² Considers offices and industrial units throughout the Brazilian territory.
³ We use NBR 9050, from the Brazilian Association of Technical Standards (ABNT), a regulatory standard that defines the accessibility aspects that must be observed in buildings through accessibility parameters, defining specific technical criteria for circulation areas, boarding and deboarding, door widths, accessory heights, furniture, signage, floor types, among others.

Have 30% of women in leadership positions (functional managers and above)

Context

For us, promoting diversity¹ and inclusion is more than a duty, it is a business strategy. In a diverse and inclusive environment, employees feel more involved, creativity and contributions flourish, and, at the same time, the attraction and retention rates for new talent increase.

 


Scope:

Women in leadership positions, including functional managers, executive managers, directors, and managing directors.

Baseline:

16% of women in leadership positions (2019).

Horizon:

Have 30% of women in leadership positions by 2025.


Results in 2020:

We achieved the goals set for 2020 of increasing the number of women in the organization and in supervisory positions and above by 10%. This result helped us reach 19% women in leadership positions, which represents a 63.3% advance in relation to the baseline for the goal.

 

KPI Tracking:

2019 2020
Percentage of women in leadership positions (%) 16% 19%

Our plans for 2021:

Our goal is to reach 21% women in leadership positions, which will represent a 70% advance over the baseline. To make this happen, a mentoring program will be put in place to accelerate women’s careers. Also planned is the creation of a governance structure to support the career advancement of women in the company.

 

¹ Information about diversity and inclusion at Suzano is collected in an integrated and digital manner, allowing for real time monitoring of the results.

Have 30% of Black¹ employees in leadership positions (functional managers and above)

Context

For us, promoting diversity² and inclusion is more than a duty, it is a business strategy. In a diverse and inclusive environment, employees feel more involved, creativity and contributions flourish, and, at the same time, the attraction and retention rates for new talent increase.

More than 50% of Suzano’s employees are Black, and our challenge is to develop them so that they can increasingly reach leadership positions.

 


Scope:

Black employees in leadership positions, including functional managers, executive managers, directors, and managing directors.

Baseline:

22% black employees in leadership positions (year: 2019³).

Horizon:

Have 30% of Black employees in leadership positions by 2025.


Results in 2020:

Our goal in 2020 was to increase the number of Black employees in non-operational positions by 6% to expand their possibilities for career growth. As a result, we achieved a 3% increase in the number of Black employees in non-operational positions, which did not generate significant contributions to the long-term goal. In this way, we ended the year with 21% of Black employees in leadership positions.

 

KPI Tracking:

Baseline (2019) 2020
Percentage of Blacks employees in leadership positions (%) 22%³ 21%

Our plans for 2021:

Our goal is to have 23% of black employees in leadership positions, which will represent an advance of 76.6% in relation to the baseline for the goal (2020). To make this happen, we will develop new education and training fronts that include the qualification of Black employees aiming at digital inclusion and racial literacy⁴ for the Executive Board. Mentoring sessions are also planned to support the career advancement of Black employees in the company.

 

¹ Terminology used by the Brazilian Institute of Geography and Statistics (IBGE), including Blacks and Browns.
² Information about diversity and inclusion at Suzano is collected in an integrated and digital manner, allowing for real time monitoring of the results.
³ In order to better evaluate the career advancement of Black employees, we chose to include functional management as a leadership position. Thus, the baseline for the goal shifted to 22% of Black employees in leadership positions in 2019.
⁴ The purpose of racial literacy is to train and educate on combating racism, and to reflect and establish actions in relation to structural racism.

Achieve 100% inclusive environment for LGBTI+¹

Context

For us, promoting diversity² and inclusion is more than a duty, it is a business strategy. In a diverse and inclusive environment, employees feel more involved, creativity and contributions flourish, and, at the same time, the attraction and retention rates for new talent increase.

An inclusive environment is one where everyone can feel welcome, respected, and safe to be who they really are, regardless of individual characteristics.

 


Scope:

Measure the extent to which Suzano is inclusive to people from different backgrounds.

Baseline:

92.4% inclusive environment, according to a new survey methodology (2020).

Horizon:

Achieve 100% inclusive environment for LGBTI+² people by 2025..


Results in 2020:

We revised the methodology that measures an inclusive environment in order to expand its scope, which now considers all of Suzano’s affinity groups. With this, we set a new baseline for the 92.4% goal of a perceived inclusive environment, according to the survey results. We also expanded our communication and engagement actions related to this topic, seeking to give internal and external visibility to the LGBTI+ audience.

 

KPI Tracking:

2020
Percentage of inclusive environment for LGBTI+ 92.4%

Our plans for 2021:

Our goal is to achieve 93.8% inclusive environment. To make this happen, efforts will be put into making the self-declaration of LGBTI+ people more attractive and educational. In addition, a new reporting flow receiving complaints will be developed to more effectively address issues raised by our LGBTI+ employees within the company³.

 

¹ At Suzano, we chose to use the acronym LGBTI+, which stands for lesbians, gays, bisexuals, transsexuals, intersexuals, and “+” symbolizing all other sexual orientations, gender identities and expressions.
² Information about diversity and inclusion at Suzano is collected in an integrated and digital manner, allowing for real time monitoring of the results.
³ The aforementioned actions for LGBTI+ people will be replicated for the other affinity groups.