How to plan for inclusion in 2026: data, targets and strategic deliverables

Have you started thinking about planning your inclusion projects for 2026?

If the answer is "not yet", calm down. You're not alone. This stage requires preparation, strategy and, above all, space for Diversity, Equity and Inclusion (DEI) to enter and remain on your company's agenda.

In this article, we'll show you how you can set up an inclusion structure based on data, realistic targets and deliverables that make sense, both for the culture and for business results.

To start now is to ensure protagonism

August is here and that means the start of the second semester. This is the best time to open the conversation with the leadership about budgetgoals and 2026 prioritiesAfter all, what's in planning since now it has a better chance of becoming a project.

By including defined objectives in the annual plan, you position your area as part of the structure that generates business value. This helps to bring the Finance, Legal and Sustainability areas closer to the mapped practices.

DEI with integrated planning is an investment to implement an inclusive culture, with a return in innovationreputation and belonging of people.

First step: look at the data

Before proposing targets or actions, you need to understand your company's reality.
And this is possible with data.

But what data to collect?

• How many people from minority groups are in leadership positions?
  
• What is the promotion and retention rate by profile (genderrace, disabilitygeneration, sexual orientation)?
  
• How is the perception of inclusion in staff surveys?
  
• Does the company have an accessible structure, both in physical and digital spaces?
  
• Are there any records (or signs) of harassment, discrimination, microaggressions?
  

This information shows where you are today and where you need to go.

With this, you can argue with the leadership objectively and highlight the risk management culture.

Goals that make sense (and a difference)

Now that you know the scenario, it's time to set realistic and impactful goals.

An inclusion goal doesn't need to be grandiose, but it does need to be measurable, relevant and time-bound.

Examples:

• Increase the representation of black women in coordination positions;
  
• Increasing people's sense of belonging LGBTQIA+ in the teams;
  
• Implement inclusion training with 100% leadership by May;
  
• Ensure accessibility in all the company's internal channels by July.
  

Each goal needs to be accompanied by resources, people responsible and expected deliverables.

This process makes it easier to keep track of tasks and progress until they are completed. results.

Planning is risk management

Good inclusion planning helps your company avoid crop riskslegal, reputational and financial.
And more than that: it generates value.

Shall we look at a real example?

A human resources company has been ordered to pay R$ 5,000 for discriminating against a 45-year-old candidate who submitted a CV for a vacancy (g1 SC).

With well-structured inclusive policies, and objectives of age diversityFor example, this situation could have been avoided.

On the other hand, companies with culture of inclusion robust:

• They attract diverse talent more easily;
  
• Retain those who are already there and avoid the cost of turnover;
  
• They make more complete and innovative decisions;
  
• They deliver better for customers with different profiles.

Culture of inclusion with business results

After data e goalsthen comes the practical part: what will your company deliver in DEI in 2026?

Some points that strengthen the culture and show results:

• Implement a development program for black leaders;
  
• Review the recruitment process to reduce bias;
  
• Create quarterly reports with inclusion indicators;
  
• Put DEI in the company's ESG reports;
  
• Develop mentoring for people in the team.
  

Well-structured deliveries show that you, in HR, consider the whole: culture, people and results.

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And now, how to start?

If you've come this far and are wondering "where do I start?", here's a brief step-by-step guide:

5 steps to set up your IED planning 2026:

1. Gather data on the company's inclusion, culture and risks;
   
2. Talk to the leadership and partner areas (such as Finance and Legal);
   
3. Set objective goals that focus on impact, not quantity;
   
4. List strategic deliverables, with a timetable, stages and those responsible;
   
5. Monitor the indicators, carry out tests and communicate frequently.

Inclusive culture is a business strategy

Planning DEI is about delivering value to the business.

It's about protecting your company from risks, strengthening your reputation, increasing team productivity and generating ROI of belonging.

Inclusive companies are more sustainable, more innovative and, yes, more profitable.

Want to take your planning to the next level?

Talk to the PlurieBR team. Count on us on this journey.