Diversity actions, EquityInclusion and Belonging (DEIP) have become increasingly important in Brazil, driven by growing awareness of the importance of fairness and representation. But what can we expect from these initiatives? What are the challenges and prospects for the future?
For DEIP initiatives to be effective and relevant, it is essential that they are based on concrete data. Gathering and analyzing information on team composition, organizational culture and the impact of programs makes it possible to identify gaps, measure progress and adjust strategies to achieve significant results.
Using data not only strengthens decision-making, but also promotes transparency and accountability. By tracking metrics such as representativeness, pay equity and organizational climate, companies can demonstrate their commitment to DEIP and build a consistent culture of inclusion that impacts everyone with whom it relates.
In addition, data analysis makes it possible to identify trends and emerging challenges, enabling the creation of innovative solutions and the adaptation of strategies to the ever-changing needs of society.
Current scenario in Brazil:
- Progress: In recent years, we have seen an increase in the number of companies investing in DEIP programs, such as the creation of diversity committees, the implementation of more inclusive recruitment and selection policies and the promotion of training courses on diversity and combating prejudice.
- Challenges: Despite progress, Brazil still faces significant challenges in promoting diversity and inclusion. IBGE data reveals that racial and gender inequality persists in the job market, with women and black people receiving lower salaries and occupying fewer leadership positions. In addition, discrimination and prejudice continue to be a reality for many people from majority groups who are invisible in spaces of power.
Global scenario:
- Transversality and Strategy:
- Engaged global leaders seek to integrate DEIP into business strategies, recognizing its impact on people, innovation, performance and reputation.
- The approach has evolved from isolated programs to the proposal of systemic inclusion in all areas of the organization, from recruitment and development to products and services.
- Advances in the United States:
- In the United States, there is a movement of companies that have set aside some affirmative programs and are now focusing on inclusion and belonging as key pillars for solidifying inclusive cultures.
- Europe and the CSRD:
- The European Union is boosting the transparency and corporate responsibility of DEIP through the Corporate Sustainability Reporting Directive (CSRD).
- CSRD (Corporate Sustainability Reporting Directive):
- It is legislation that requires large companies to disclose detailed information about their environmental, social and governance (ESG) impacts.
- The CSRD includes specific requirements on diversity, equity and inclusion and goes along the lines of directing companies to monitor and report on their progress.
- The aim is to increase transparency, value effective actions and allow investors and other stakeholders to make decisions with more information.
- Challenges: Political changes have encouraged the development of affirmative action in organizations and universities, for example, especially in the United States. This situation impacts the access of diverse profiles to work and education environments.
What can we expect from DEIP actions in Brazil?
- Medium-term results measured by data: DEIP actions - medium-term investment with well-founded results - need to be linked to business metrics and measuring the success of actions is fundamental to moving forward with more robust and effective actions. It is important for companies and governments to have integrated planning, constant strategy and collective mobilization to make consistent progress.
- Cultural change: Promoting diversity and inclusion is not limited to one-off actions, but requires a profound cultural change in companies and society. We need to deconstruct prejudices and stereotypes and promote respect and appreciation for differences.
- Commitment and investment: DEIP actions require commitment and continuous investment on the part of companies and governments. Financial, human and technological resources must be allocated to implement effective programs and monitor their results.
Perspectives and Trends in DEIP for the Future
The Diversity, Equity, Inclusion and Belonging (DEIP) landscape is constantly evolving, driven by social, technological and demographic changes. For companies seeking to remain relevant and competitive, it's essential to keep up with these changes. trends and adapt their strategies.
- Data Mapping and Indicator Review:
- Data analysis and the review of DEIP indicators are crucial to understanding the real impact of initiatives on companies. This makes it possible to identify areas for improvement and optimize strategies to achieve more effective results.
- Data collection must be carried out ethically and transparently, guaranteeing the privacy of collaborators and the confidentiality of information.
- The indicators must be relevant, measurable and aligned with the company's people development and business objectives. Their definition should cover aspects such as representativeness, pay equity, organizational climate and employee satisfaction.
- Career Acceleration Programs:
- Career acceleration programs are powerful tools for promoting fairness and the professional development of majority groups that have been made invisible in spaces of power.
- These programs should offer opportunities for mentoring, training and skills development, preparing employees to take on leadership positions.
- It is important to ensure that programs are inclusive and accessible to everyone, regardless of origin, identity or disability.
- Companies need to create work environments that value the career and knowledge of professionals over 50, offering opportunities for development and flexibility.
- The combination of different generations in the workplace promotes the exchange of perspectives and experiences, boosting innovation and creativity.
- Emphasis on Belonging and possible reduction of Affirmative Action:
- A trend observed in other countries is the growing focus on belonging, to connect with psychological safety and sustainability practices.
- This movement could lead to a possible reduction in affirmative action, with companies seeking broader and more inclusive solutions to promote diversity and equity.
- There needs to be a conscious debate on the subject, and we need to understand that affirmative action is still extremely necessary for groups of majorities that have been made invisible in spaces of power.
- Technology as an ally: Technology can be an important ally in the promotion of diversity and inclusion, such as through the use of fairer recruitment and selection tools and the creation of online platforms to connect majorities that have been made invisible in spaces of power to employment and development opportunities. All this with people from different backgrounds and contexts involved in the creation and implementation.
- Focus on intersectionality: It is essential that DEIP actions consider intersectionality, i.e. the interaction between different characteristics such as race, gender, sexual orientation, generations and disabilities.
Conclusion:
The Diversity, Equity, Inclusion and Belonging (DEIP) journey in Brazil and around the world, as we have seen, is multifaceted, with various factors influencing the dynamics, such as social, economic and political. The remarkable advances, driven by growing awareness in recent years, contrast with the persistent challenges of effective engagement, a context that calls for continuous and strategic action.
Data analysis has emerged as an indispensable tool for making assertive decisions, allowing organizations to monitor progress, identify gaps and adjust their DEIP strategies effectively. Transparency and accountability, driven by data collection and analysis, strengthen the corporate commitment to building an inclusive and equitable culture.
It is essential to recognize that the DEIP trajectory is continuous and requires constant adaptation, with a focus on people and their intersectional expressions. Companies and governments must pay attention to social, technological and demographic changes, seeking innovative and collaborative solutions to promote diversity and inclusion in all spheres of society, as well as belonging and community exchanges.
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