Human Capital

Related indicators

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  • GRI 202-2

  Employment of local labor by Suzano by employment category and region

  • #Employment of Local Labor

  Context:

  For this indicator, local labor is defined as an individual who, at the time of hiring, works in the State of birth. In addition, calculation of this indicator considers only employees hired during the year.

  Change view:

  tabela

  • wdt_ID	Percentage of local hiring at Suzano by employment category and region¹	2019² North	2019² Northeast	2019² Midwest	2019² Southeast	2019² South	2020³ North	2020³ Northeast	2020³ Midwest	2020³ Southeast	2020³ South
    1	Operational	11%	60%	48%	72%	100%	35%	67%	45%	67%	100%
    2	Administration	0%	54%	34%	78%	100%	42%	43%	39%	74%	100%
    3	Supervisors	0%	33%	n/a	50%	n/a	0%	0%	30%	64%	n/a
    4	Specialists	n/a	9%	n/a	82%	100%	n/a	n/a	n/a	50%	n/a
    5	Consultants	100%	5%	n/a	71%	50%	100%	6%	0%	62%	n/a
    6	Coordinators	n/a	0%	20%	60%	0%	100%	33%	0%	60%	n/a
    7	Managers	n/a	0%	0%	54%	n/a	n/a	0%	0%	58%	n/a
    8	Executive Managers	n/a	0%	n/a	50%	n/a	n/a	n/a	n/a	75%	n/a
    9	Directors	n/a	n/a	n/a	0%	n/a	n/a	n/a	n/a	n/a	n/a
    10	Managing Directors	n/a	n/a	n/a	50%	n/a	n/a	n/a	n/a	n/a	n/a

  1. Data do not apply to certain employment categories because no employees were hired in the reporting period. 2. The 2019 data is being revised and will be re-presented in the next reporting cycle. 3. In 2020, Facepa was fully incorporated by Suzano S.A., meaning that, starting this year, its data will be reported as a consolidated part of the company's indicators, and not separately, as was previously done.

  Additional information:

  The percentages of local employment increased in the comparison between 2019 and 2020. This is due to a voluntary initiative by Suzano to expand local hiring, which has proven to be very beneficial both for the company and for the communities in the areas where we operate.

  In the period, there was an increase in new hires/use of internal labor in administrative and operational positions in the North and Northeast regions. In the Midwest, the standards were close to the historical average, supported by the policies in place for training local labor. This is required mainly because of the shortage of skilled local labor, increase in demand for personnel, and the need to replace the staff due to voluntary turnover, mostly driven by the competition with other large projects in the sector.