At Suzano, we believe that cultivating diversity strengthens people and the business, reaffirming our culture driver: it's only good for us if it's good for the world. Consequently, we established the Commitments to Renew Life (CPRV), a strategic framework comprising 15 public targets to generate social and environmental impact while promoting the sustainable growth of our business.

Out of the 15 goals, 5 were dedicated to our commitment to diversity, equity, and inclusion (DE&I) by 2025.

• Achieve 30% of women in functional management positions and above;
• Achieve 30% Black people¹ in functional management positions and above;
• Ensure a 100% inclusive environment² for LGBTQIAPN+³ people;
• Ensure a 100% inclusive environment for people with disabilities;
• Ensure a 100% accessible⁴ environment for people with disabilities.

As in previous years, in 2025 the company continued its practice of tying the representation of women and Black people in leadership roles to employee variable pay. To turn goals and commitments into tangible results, it carried out the following actions throughout the year:

D+ Program is an affirmative development initiative targeting women and Black people in leadership roles. In 2025, it benefited 123 of the company's talents through an Action Learning-based journey that emphasized practical learning through real projects. These projects aim to address business challenges and improve leadership skills. The program featured workshops, mentoring, discussion circles with Suzano leaders, training Pitch Day, and culminated in a final project presentation to a panel from the company's board of directors.

Inclusive Leadership is an awareness-raising initiative integrated into the Leadership School, featuring the workshop “Leadership Dialogues - Culture of Respect and Inclusion" led by a specialized consultant. These meetings encouraged discussion and reflection on ethics, diversity, respect, and inclusion, influencing approximately 120 leaders across sectors such as Paper and Packaging, Industrial Pulp, Forestry, and Consumer Goods at locations including Aracruz, Central Office, Jacareí, Limeira, Mogi das Cruzes, and Suzano. Additionally, in 2025, the mandatory training was updated to ensure all new hires receive instruction on our diversity practices and their role in supporting this agenda.

In terms of Talent Attraction, entry-level programs demonstrated notable progress in gender diversity. The Trainee program approved 76% women, while Internships (Higher Education and Technical) and Young Executives each had approximately 50%. Racial equity also showed positive results, with around 47% of Black people approved for Internships and 39% for Traineeships. These figures reflect the company's dedication to fostering a more diverse and representative workforce.

In Talent Attraction, we emphasize the teams' deliberate efforts to boost women's representation in leadership roles. By 2025, women accounted for 41% of new hires in management and higher positions, exceeding previous years' figures - 40% in 2024 and 33% in 2023.

In Talent Management, we now recommend including at least one member of a minority group in succession discussions. During the last performance cycle, we improved gender and race representation among high performers, with increases of 10 p.p. for women and 12 p.p. for Black people compared to previous cycles. Our 2026 target is to develop these talent pools for key roles further. Additionally, this year saw a notable increase in women filling functional management positions: they made up 41% of promotions to these roles, up from 36% in 2024 and 25% in 2023.

Suzano continues its efforts to support People with Disabilities by investing in infrastructure and refining internal processes. For instance, we identified the roles with the highest hiring rates to find opportunities for improved adaptation and accessibility. We also developed a guide to clarify the roles and responsibilities of the Health, Safety, and People, and Management teams, including professionals with disabilities, and to highlight principles such as reasonable adaptation and residual capacity, in line with Law 13.146/2015 (Brazilian Inclusion Law). Furthermore, we launched awareness campaigns in collaboration with a neurodiversity-focused consultancy, promoting reflection, dialogue, and sharing of experiences about autism among employees and key departments such as People and Management, Legal, and Health and Safety.

Also notable are the efforts to raise awareness and train key influencers to address gender discrimination. The 'Confronting Toxic Masculinities' agenda, guided by a subject matter expert, aimed to foster dialogue and provide training for employees in Ribas do Rio Pardo (MS) on how to support victims of gender violence. This initiative underscores Suzano's dedication to fighting violence against girls and women, while promoting gender equality.

Also noteworthy is Plural, a distinctive entity with diverse voices, aiming to gather demands and enhance affinity networks through internal collaborator engagement. It consists of affinity groups (Gas in Portuguese) that are free to act in response to local challenges. Additionally, it includes a committee of executive and representative leaders tasked with discussing and deciding on issues related to advancing the company's Diversity, Equity, and Inclusion agenda quarterly.

We conducted the annual monitoring and auditing of the CPRV indicators, including diversity, in collaboration with an external consultancy. Additionally, we emphasize the strategic management of diversity targets and KPIs, utilizing Power BI tools to track indicators, diagnose issues, and develop action plans. Targets are updated monthly for both Suzano's overall perspective and each vice-presidency, enabling us to identify key challenges and opportunities across different businesses and locations. The results are shared monthly with senior management and reviewed by the People and Management teams and their leaders, facilitating the joint, collaborative development of action plans.

Negative impacts

Suzano acknowledges the structural challenges facing the forestry sector and how they affect equal opportunities for minority groups, particularly women, Black people and people with disabilities, both within its operations and throughout the value chain. The historically lower representation of women in the industry, coupled with gender stereotypes related to operational roles and STEM (Science, Technology, Engineering, and Mathematics) fields, as well as working in remote areas, create extra hurdles for attracting and retaining female talent.

Regarding the racial agenda, while Black people represent around 50% of the staff, the company acknowledges that racial under-representation in leadership remains a significant issue to address. Likewise, the complexity of operations creates further barriers to full accessibility for people with disabilities.

In response to these impacts, Suzano has established public targets and taken deliberate actions across the People and Management journey - including training, recruitment, and retention. The company also invests in infrastructure, reviews internal processes, and continuously promotes awareness to foster a culture of respect and inclusion for everyone. 

Transparency in Challenges and Progress

In 2025, Suzano focused its strategy on navigating a highly competitive environment, requiring the entire workforce to work together continuously in prioritizing initiatives, reallocating resources, and restructuring the organization.

Despite the challenging circumstances, women in functional management roles and above now make up 30.18%, marking an increase of over 14 p.p. since our 2019 commitment. In concrete terms, this has grown from 59 to 166 women in leadership over six years. This achievement highlights steady progress driven by a focus on gender equity and creating more opportunities to attract and develop female talent.

On the other hand, we didn't meet the target for Black people in management roles and higher. Being honest about this result is crucial to protecting the integrity of our commitments to society, employees, shareholders, and partners. Although we have increased from 18.33% to 23.45%, we haven't yet achieved our goal of 30%. Still, we are committed to valuing diversity and fostering inclusion in our processes and practices. The oversight of this agenda remains active, focusing on long-term structural actions.

Regarding our inclusive environment goals, we achieved notable progress in 2025. The Engagement Survey recorded a 90% favorability rating, up 6 p.p. from 2024 and 2 p.p. from 2023. Additionally, perceptions of inclusion improved for women, Black individuals, people with disabilities, those aged 55 and over, and LGBTQIAPN+. With scores exceeding 84%, the company remains in the excellence zone across all minority groups, based on the survey methodology.

These results indicate that we are advancing in creating an environment where everyone feels respected and included. We will remain proactive and engaged in ongoing efforts to sustain this achievement, but we will not set new specific public quantitative targets for an inclusive environment.

Suzano continues to focus on learning and enhancing practices that support authentic and sustainable change. It emphasizes that the DE&I agenda is an ongoing aspect of people management and a fundamental part of safeguarding Human Rights - essential for business success and the positive impact we aim to create globally.

Strategic Partnerships - Value Chain

In 2025, Suzano was involved in the following associations for value chain and external engagement:

• Business and LGBTI+ Rights Forum: Suzano has committed to this business movement to enhance management practices, fight LGBTQIAPN+phobia, and collaborate with other companies to create a positive impact on the business environment and society.
• Movimento Mulher 360 (Women's Movement 360): a leading resource for the economic empowerment of women, targeting companies, social organizations, and society. Its goal is to help build a more gender-equal country and support the economic growth of Brazilian women through a comprehensive 360-degree approach. This involves promoting, systematizing, and sharing progress in business policies and practices, as well as engaging the Brazilian corporate community and society at large.
• Forest Women's Network: a movement that promotes dialogue on gender issues within the forestry sector and society at large. It offers volunteer opportunities to foster fairer, more collaborative, and respectful workplaces.

To promote safety across the company, we implement a Diversity, Equity, and Inclusion Policy, a Human Rights Policy, and a Code of Ethics and Conduct. Any behaviors that violate these policies can be reported to the Ethics and Ombudsman department, which handles complaints confidentially, anonymously, and with safeguards against retaliation. Additionally, we provide the Complaints Channel, a mechanism accessible to both internal and external stakeholders, for contractors and independent complaints.

Notes:

1. Black people: terminology employed by the Brazilian Institute of Geography and Statistics (IBGE), including individuals who self-identify as blacks or pardos.
2. 100% Guarantee of an Inclusive Environment: A study by Globescan found that 97.31% of the survey sample results fall within the 95% confidence interval, indicating they can represent a fully inclusive environment.
3. At Suzano, we use the acronym LGBTQIAPN+ to represent lesbian, gay, bisexual, trans, queer, intersex, asexual, pansexual, non-binary people, and the '+' symbol for all other sexual orientations, identities, and gender expressions.
4. Accessible Environment: According to a 2020 survey by Iigual Consultancy, our offices and industrial units in Brazil meet this standard, based on reasonable adjustments aligned with NBR9050. Progress is evaluated annually following structural updates and renovations.