Challenge faced
Historically, SMC Automação has had important traces of diversity in its structure, especially in the top leadership - with the presence of people 50+, LGBTQIAP+ and with disabilities. Even so, the company recognized that it was time to transform this diversity into structured and consistent actions, strengthening the culture of belonging and expanding its impact in all areas of the organization.
Why PlurieBR?
The choice of PlurieBR came from the desire to go beyond perception and work with concrete data, transforming indicators into applicable strategies.
With the support of Diversity X-rayThis, combined with segmented analyses by area and leadership profile, gave SMC a transparent and objective reading of the internal reality. The entire cycle, which ran from November 4 to December 16, 2024, enabled decisions to be made based on evidence rather than assumptions.
Engagement and culture indicators
Some results reinforce SMC Automação's commitment to building a safe, welcoming and inclusive environment:
- 59% of people say they know and feel safe with the company's complaints channel.
- 72% perceive the leadership as welcoming and respectful of markers such as race, gender, sexual orientation, disability, age and belief.
These indicators show fertile ground for further strengthening the diversity program, based on the trust already built internally.
Highlights in relation to the sector
One of SMC's differentials is precisely the diversity in leadership. This aspect - still uncommon in the sector - represents a concrete opportunity to inspire, influence and consolidate more inclusive practices throughout the organization.
The active presence of leaders with diverse backgrounds contributes directly to a more empathetic environment aligned with social change.
How PlurieBR has contributed
With the support of the PlurieBR platform, SMC Automação:
- It has mapped its diversity with segmented data in real time.
- It obtained diagnoses by area and by hierarchical level.
- He had access to benchmarks that put his reality in the industrial sector into context.
- It received practical and applicable recommendations to boost its inclusion strategy.
"Since 2024, the PlurieBR platform has supported us with real-time data and analysis on SMC's DEIP indicators, allowing us to accurately monitor progress and identify areas for improvement. In addition, it allows us to compare SMC's DEIP indicators with the market and offers plural conversations that help us build a more inclusive and engaged work environment," says Simone Rodrigues Martins, Senior HR Analyst at SMC.
Conclusion and next steps
The SMC has made important progress, especially in strengthening active listening and recognizing leaders as agents of inclusive culture.
The next steps include:
- Expand internal communication about the diversity program.
- Encourage the active participation of minority groups.
- Consolidate policies that guarantee equity in talent development.
SMC's trajectory inspires us! Talk to PlurieBR experts and find out how to turn inclusion data into concrete results for your business.