Let's project the following scenario: September has arrived, the budget review is underway and you, as HR manager, need to justify the mapped costs. The financial leadership looks at the available balance and asks: where to invest to make the best use of resources and strengthen the business?
This is the time to evaluate diversity, equity and inclusion (DEI) initiatives. There is a way: turn the budget balance into inclusive projects that improve risk management, strengthen the culture of inclusion and contribute to more robust ESG reporting.
Inclusion as a business asset
According to McKinsey report (2023), companies that invest in inclusive practices are 35% more likely to improve their innovation and talent retention indicators. This is no coincidence: well-structured inclusion initiatives have a direct impact on governance, reducing risks reputation and strengthen results business.
This is all done on the basis of the budget for DEI actions throughout the year. In September, the budget balance may seem small, but when directed towards inclusion, it represents potential returns in engagement, reputation and sustainability of the company. It's the kind of investment that returns in trust and measurable results.
Where to invest the balance
PlurieBR supports the assertive use of resources, connecting data and indicators to practical deliverables. Here are three pillars that can guide the areas of your company:
Diagnosis with concrete data
Use tools like our Diversity X-rayThe report, which goes beyond a demographic census, helps turn perceptions into numbers. With reports by area and leadership profile, it is possible to transparently show where the risks and opportunities lie.
Training and awareness-raising focused on results
Training inclusive leadership and training programs can be targeted at the areas that need it most. This has a direct impact on the organizational climate and the perception of belonging.
Internal communication and engagement
Investing in actions that reinforce an inclusive culture, such as DEI policies and strengthening whistleblowing channels, improves trust and reduces labor risks.
Connecting inclusion and the budget cycle
By showing that each investment can be monitored by indicators such as engagement, retention and perception of fairness, we can consider inclusion as part of the planning for this year and for 2026, based on the financial surveys.
As it reinforces Laura Salles, CEO of PlurieBR:
"When companies treat inclusion indicators with the same rigor as any other business KPI, they build budgets that are more robust, consistent and resistant to cuts."
> Read also: How to make a good inclusion budget and show the value of the investment.
Thus, the September budget review can be a time for strategic decisionsand connected to business and customer priorities.
Do you want to understand how to transform the budget balance into practical inclusion results? Talk to the experts at PlurieBR and discover the most efficient path for your company.