Investing in inclusion with a structured budget and transparent targets is essential to guarantee real results. For professionals such as an HR analyst in a company in the financial sector, this challenge involves dialoguing with leaders who demand proof of return and strategic vision.
This article shows you how to put together a diversity, equity and inclusion (DEI) aligned with sustainability, financial and legal demands, and presents examples and data that help defend the investment.
Why combine the DEI budget with strategy?
A well-designed budget shows that inclusion is not cost, it's value. Well-planned initiatives generate financial returns, as well as reducing legal risks and improving reputation. According to a McKinsey & Company researchAccording to a study carried out by a consulting and management firm, companies with ethnic and racial diversity are 39% more likely to have revenues above the average for their sector. In addition, organizations with gender diversity are 39% more likely to achieve above-average results.
How to set up the budget
1. Set concrete objectives
Use goals that can be followed up, such as:
- Increasing the representation of black people with disability in the lead;
- Develop a mentoring program for women 50+;
- Reducing turnover of LGBTQIA+ people.
2. Choose initiatives with impact
Consider:
- Tools for measuring inclusion and belonging;
- Support for internal affinity groups;
- Specialized support to structure the strategy.
3. Calculate time and resources
Based on your number of employees, level of maturity and scope, determine the amount needed for the planning time (usually one year).
What to show the leadership
Inclusion has a real return. And proven.
- Less turnoverAccording to a study by the Boston Consulting Group (BCG), "Inclusion Isn't Just Nice. It's Necessary"By 2023, Brazilian companies committed to inclusion can reduce turnover by up to 40%. Globally, this rate is even higher (50%).
- More innovation: Second BCG studyorganizations with diverse management teams generate 19% more revenue from innovation than those with less diversity.
- Higher engagement: sense of belonging increases productivity by up to 22%, says Gallup survey.
This data helps HR professionals to justify values when making decisions.
Practical exercise
Company with 100 employees - Annual budget DEI*
Shares with estimated investment: Inclusion metrics tool R$ x, Inclusive trainings R$ x, Mentoring and support for affinity groups R$ x, External expert R$ x = Estimated total R$ xxxx.
Where inclusion connects with other areas
- Finance: DEI reduces indirect costs (turnoverand unjustified absences) and can attract funds with ESG criteria.
- Sustainability: inclusion is part of the "S" of ESG and strengthens sustainability reports.
- Legallegal risk management with prevention of discrimination and harassment.
Setting up an IED budget is the first step towards turning intentions into results. This means having concrete basis for negotiating with leadership and show that inclusion is strategy, not just talk, and influences execution. When a company invests intentionally and consistently, the return shows up in its delivery, culture and reputation.
Are you looking for support to structure your area's inclusion budget?
Talk to the PlurieBR and discover how to improve your inclusion indicators to impact business results.