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.

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  • Employment of local labor by Suzano by employment category and region

    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:

    • 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.