How to plan DEIP in 2025: A complete guide to budgeting for diversity, equity, inclusion and belonging

As the end of the year approaches, preparations for 2025 have already begun. One of the main stages in this period is the budget planning of the corporate areas. In the case of the Diversity, Equity, Inclusion and Belonging (DEIP) area, strategic planning is becoming increasingly important to ensure the continuous and sustainable progress of initiatives within organizations. Regardless of whether the DEI&P area is part of HR or an independent department, defining a clear strategy for 2025 is fundamental to promoting real transformations in corporate culture.

Even with a limited budget, it is possible to develop impact actions that help foster an inclusive and equitable culture. The priority is to ensure that the actions are transversal, reaching all levels of the company, promoting cultural and behavioral changes that are reflected in the long term.

We've put together a guide with suggestions on what can be done in different budget ranges so that you can plan your DEIP initiatives for next year, always in line with the specific needs and challenges of each organization.

1. Zero budget

Even if the area does not have a budget, it is possible to develop valuable initiatives in line with the principles of diversity and inclusion. Here are some suggestions for actions that can be carried out without major financial costs:

• Creation of an annual calendar of diversity actionsMap out relevant dates in the field of diversity, such as International Women's Day, Black Awareness Day or LGBTQIA+ Pride Month. These dates offer opportunities to start discussions and possible actions within the company. PlurieBR's annual calendar, for example, can be a useful tool for this mapping.
• Anti-harassment trainingCompanies with a CIPA (Internal Accident Prevention Commission) are obliged to carry out training on moral and sexual harassment at least once a year. This training can be adapted to include discussions on diversity and inclusion, raising awareness and encouraging a culture of respect in the workplace.

2. Budget of up to 80 thousand reais

With a budget of up to R$ 80,000, it is possible to carry out some strategic actions that directly impact the organizational climate and prepare the company for more robust initiatives in the future:

• Diversity census: One diversity census offers valuable insights into the demographic make-up of your company, as well as measuring the level of maturity of the diversity journey. This can include data on gender, race, sexual orientation, people with disabilities, among other factors, allowing you to identify gaps and opportunities for inclusion. PlurieBR offers the Diversity X-Ray, a detailed mapping of employee demographics, DEIP maturity and sense of belonging. In addition, you receive a perception survey, complete census and analysis by department.
• Development of diversity targets and action planThe creation of clear and measurable goals is fundamental to the evolution and success of any DEIP strategy. If the budget allows, hiring a specialized consultancy can help define a structured action plan aligned with organizational goals.
• Awareness sessionPromote an awareness-raising session that addresses diversity as an organizational value, demonstrating the positive impact of inclusive practices for all employees.

3. Budget of 80,000 to 200,000 reais

With a more robust budget, in the range of R$ 80,000 to R$ 200,000, it is possible to deepen the initiatives and engage the leadership and the team around an inclusive culture:

• Leadership development and awarenessThe leadership of an organization is a key player in ensuring that DEIP practices are disseminated throughout the organization. Holding specific workshops or training for people in management positions can help ensure alignment with the principles of diversity and equity.
• Building the diversity and inclusion policyDeveloping a formal diversity policy helps guide the company's practices, establishing clear guidelines on hiring, retaining and promoting diverse talent.
• Data mapping and correlation with business indicatorsIn addition to mapping demographic data, it is important to analyze key indicators such as the rate of hiring, retention and promotion of employees belonging to under-represented groups.

4. Budget of 200,000 to 500,000 reais

With a budget of between R$ 200,000 and R$ 500,000, the company can develop actions with greater impact and involve the entire organization in a process of cultural transformation:

• Create a year-round awareness-raising schedulePromote sessions for all employees on unconscious biases, the role of the ally and diversity literacy, covering pillars such as gender, race, LGBTQIA+, people with disabilities and age diversity.
• Development of committees and affinity groupsThe creation of committees or affinity groups is an effective way of engaging employees in building a more inclusive environment, as well as promoting internal and external actions aimed at diversity.
• Support materials and bookletsDevelop educational materials, such as booklets, to help raise employees' awareness of the different aspects of diversity and inclusion.
• Support for affirmative selection processesImplementing selection processes that prioritize the inclusion of under-represented groups can accelerate diversity within the organization.

5. Budget over 500 thousand reais

Companies with a budget of more than R$ 500,000 can implement structured, high-impact programs aimed at transforming not only the internal environment, but also influencing the business ecosystem and its supply chains:

• Career development programsImplement programs focused on the career development of employees belonging to under-represented groups, such as women, black people, LGBTQIA+, people with disabilities and others.
• Diversity policy for the value chainDevelop a value chain diversity policy and carry out a DEIP assessment to ensure that its business partners are also aligned with the principles of diversity and inclusion.
• Inclusive talent poolCreate a talent pool made up of diverse candidates and carry out inclusive selection processes with the help of specialized consultancies.
  

Regardless of the budget available, we have seen that it is possible to implement transformative initiatives that contribute to an increasingly inclusive and equitable organizational culture. Use this guide as a starting point or support for structuring an strategic planning effective and in line with the best market practices.

It will require a careful analysis of the company's needs, as well as a commitment to concrete actions that can generate long-term results. Call on PlurieBR to help you design your DEIP strategy. We have tailor-made solutions for your organization.