Diversity, equity, inclusion and belonging (DEIP) in the global corporate environment are undergoing intense transformations. The topic was widely discussed at the "Global Diversity Trends" event, held at B3 and co-organized by PlurieBR and Pulsely, where experts explored the changes and challenges faced in different regions, including the United States, Europe and Latin America (Latam). This article examines the issues of diversity backlash, the impact of new regulations and emerging trends in inclusive practices, offering a current overview and projecting the future of this essential agenda.
What is diversity backlash?
In the current scenario, the "backlash" against diversity - or the backlash against DEIP policies - has been the subject of much debate. In general, the backlash arises as a response to perceived "woke" practices and affirmative policies, especially in contexts where diversity has been intensely promoted in recent years. In the US, for example, affirmative action policies are being reversed in the educational and corporate sectors, which has a direct impact on the representation and opportunities of historically marginalized groups.
Practical impacts of backlash
- Reducing vacancies and opportunities for under-represented groupsThe reversal of affirmative action and inclusive policies in companies and institutions decreases the chances of access to jobs, promotions and other benefits for under-represented groups.
- Effects on organizational cultureThe withdrawal of DEIP policies affects employee engagement and sense of belonging, especially in companies where these values were central.
- Influence on innovation and growth: Research shows that diversity is an engine of innovation. The lack of it can therefore limit companies' long-term competitiveness.
The phenomenon is also reflected in Europe, although on a different scale and intensity. Countries with stricter regulations, such as Germany and France, maintain firm DEIP efforts. However, even there, the diversity agenda faces criticism from sectors that see these initiatives as forced or unnecessary.
Which impact of the current diversity scenario in other countries on Brazil?
The Brazilian market is still in the construction phase of DEIP policies, and the effects of the backlash in other countries could impact both positively and negatively on local initiatives. According to Laura Salles, CEO of PlurieBR, Brazil is far from a complete historical reparation and therefore any global backlash on diversity represents a significant threat to the achievements made so far.
Despite this scenario, there are some positive trends:
- Increased Investment in Diversity in BrazilMany Brazilian companies have increased their budgets for DEIP initiatives, reinforcing that the agenda is becoming a strategic priority.
- Inclusive Culture as a Competitive EdgeLarge companies, such as B3, are integrating diversity into their core values, which serves as an example for other organizations and reinforces the importance of inclusion as a driver of innovation.
Inclusion and Belonging
In addition to diversity, the emphasis today is on inclusion and belonging. This change reflects an evolution in DEIP practices, which, by focusing on inclusion and belonging, become more effective and lasting. Just diversifying the workforce is not enough: we need to ensure that everyone feels valued and can contribute fully.
DEIP professionals
According to a recent LinkedIn survey, in 2016 there were around 5,000 professionals working in the DEIP area. By 2023, that number had jumped to an impressive 250,000 professionals. This growth reflects a significant increase in companies' commitment to inclusion strategies, showing that creating more diverse and welcoming spaces is not just a trend, but a strategic and social necessity.
These professionals have a set of specific skills that include:
- Knowledge of Diversity Policies and LegislationThe ability to understand and implement inclusive practices in compliance with legislation is essential.
- Change Management SkillsChanging organizational cultures requires strong communication and project management skills.
- Analytical Capacity and Use of DataThe ability to use data to measure the impact of initiatives is essential to the success of DEIP policies. In addition, diplomacy and communication skills stand out as key competencies, ensuring that initiatives are conducted in an inclusive and transparent manner.
These professionals have contributed to greater awareness and implementation of diversity and inclusion practices, as well as helping companies to understand how diversity positively impacts productivity and innovation.
Conclusion
The current moment for diversity, equity, inclusion and belonging in the global corporate environment is complex. Although there is a backlash, diversity continues to be seen as a strategic differentiator, especially in Brazil. The growing focus on inclusion and belonging reinforces the need for actions that not only diversify work environments, but also create truly inclusive spaces.
For Brazilian companies, the DEIP path represents a valuable opportunity. With a strategic approach based on data and a real commitment to inclusion, companies can drive innovation, improve their financial performance and promote a positive working environment for all. As Vanessa Reis, Executive Director of Great Place To Work, says, "Diversity of inclusion will permeate our entire lives... it will be constant."