Imagine a team in a medium-sized Brazilian company in which the leadership coordinates tasks and is also committed to maintaining space for active listening and conversations about different perspectives. This movement, when sustained, generates sense of belonging.
Studies show that around 70% engagement of a team can be attributed to the manager, according to the annual report State of the Global WorkplaceThese figures were published by Gallup, a global consultancy specializing in research into the work environment and organizational behaviour. For an HR analyst or leader, who needs to present results that speak to Finance, for example, these figures translate into a direct impact on reducing turnover e delivery performance.
Corporate education as an engine for development
Belonging is sustained through practice and continuous learning. This is where Corporate Educationtraining, mentoring and programs that enable leaders and teams to recognize biases, promote equity and value age diversityracial, LGBTQIA+, gender and people with disabilities.
One example: a technology company has included leadership modules in its inclusive education on age diversity at work. The result was a new dynamic of intergenerational squads, in which people aged 25 to 55 collaborated on projects. In six months, the satisfaction rate of the teams grew 12%and the rework rate fell by 18%.
This kind of delivery shows top management that inclusion generates real ROIless redundancy costs, more innovation and greater consistency in business results.
Better companies with sustainable businesses
When leadership and corporate education go hand in hand, the company strengthens its inclusive culture management. This translates into more sustainable businesscustomers perceive value, investors trust ESG practices and corporate reputation is consolidated.
It's no coincidence that, according to a McKinsey & Company report entitled Delivering Through Diversity21% of the companies that invest in leadership diversity are more likely to outperform competitors in financial terms.
PlurieBR even has practical solutions, such as the partnership with ProferaThis is a great example of how corporate learning and education programs, with data monitoring, can change the day-to-day lives of teams.
> Where is your company today?
O planning DEI 2026 has already begun in many organizations. In order to design realistic goals with real impact, it is essential to know the starting point.
By participating in the PlurieBR's DEIP Maturity Surveyyour company receives a report with the level of maturity in inclusion, initial perceptions and a action plan for improvement points (below 70%), in line with good practices and legislation.
Find out here your company's level of maturity.
ROI of inclusion is the result of people and finance
Inclusive leadership is a daily reference practice for all staff. Combined with consistent Corporate EducationIt generates results for all sides:
For peoplemore belonging, engagement and development.
For the companyconsistent deliveries, innovation and a strengthened reputation.
For businessproven financial return and sustainability in the market.
This is the basis for HR can defend the DEI budget before Finance and Legal, showing that it is an investment with ROI of inclusion measurable.
Want to understand how to apply inclusive leadership e corporate education to transform the your company's results?
Talk to the experts at PlurieBR and find out how we can support your journey of inclusion and belonging.