Introduction
In recent years, we have seen a growing movement within organizations towards the Diversity, Equity, Inclusion and Belonging (DEIP) agenda. However, more than intentions and discourse, this path requires consistency, commitment and strategy. And it is in this context that data takes center stage.
During the last Plural Conversation At the PlurieBR conference, which I conducted in person, we addressed exactly this point: how data can (and should) be used as essential tools for building an inclusive culture. Not just as a diagnostic tool, but as part of decision-making, people management and leadership development.
Living data, data with purpose
Working with data in DEIP is different from having a diversity census a specific satisfaction survey or a static Excel spreadsheet. When we talk about live data, we're talking about metrics that are up-to-date, cross-referenced, analyzed with an intersectional approach and, above all, connected to people's real experiences.
For example, analyzing only the percentage of women in leadership positions can hide important inequalities. We also need to look at how long it takes these women to be promoted, whether they are concentrated in certain defined areas, whether they have access to the same projects and opportunities as their peers. Only then will the data stop being descriptive and become strategic.
The relationship between data and belonging
When a company commits itself to collecting and analyzing data seriously, it sends a transparent message to its teams: we are paying attention, we want to evolve and you are part of that. This is an important basis for a sense of belonging, which is nourished by listening, visibility and coherence between discourse and practice.
More than that, the data helps to identify where belonging is not yet present. If an area has high turnover rates among black people, for example, we need to understand why. There may be an exclusionary culture, a lack of diverse leadership, or a lack of growth opportunities and structured career plans. Data is a starting point, but it's listening and concrete action that close the loop.
Data and psychological safety: what can't be measured can't be transformed
Psychological security is the possibility of being who you are, making mistakes, speaking up, disagreeing, without fear of punishment or judgment. It is one of the pillars of healthy and innovative work environments. And for it to exist, you have to constantly monitor what's working and what's not.
Tools such as climate surveys, risk mapping and structured interviews help to identify invisible barriers and potential situations of harassment, discrimination or silencing. A company that analyzes its data in this way shows that it cares about people's well-being and preventing harm.
A provocative proposal: data for change
More than knowing whether diversity exists, we need to understand how it moves within the company. Which people are being promoted? Who is resigning? Who is involved in the most strategic projects? What is the average time for a black woman to be promoted compared to a white man, for example?
Re-evaluating the data, making intersectional cross-checks, talking to leaders, involving the business areas - all of this is part of an active attitude of transformation. It means understanding that DEIP is not an isolated HR action, but a business agenda that needs objective indicators, bold targets and collective commitment.
PlurieBR's contribution
On this path, PlurieBR has supported organizations in making their data more useful, strategic and connected to people's real experience. Solutions such as Map of Calor help to visualize areas with greater or lesser representation, facilitating the analysis of barriers and disparities.
With the Diversity X-rayIt is also possible to generate reports on bullying, sexual harassment, prejudice and discrimination, enabling faster and more effective action to be taken. In addition, PlurieBR develops the positioning of brands by showing, with data, their real commitment to a more inclusive culture.
Conclusion
Data alone won't change cultures. But cultures don't change without data. May we continue to provoke, reflect and, above all, act on the basis of evidence, active listening and a commitment to belonging.
In the end, transformation means inclusion. And inclusion is a choice sustained every day by the small and big decisions we make - with data and with humanity - inside and outside organizations.