The planning of DEIP (Diversity, Equity, Inclusion and Belonging) is an essential element for companies seeking not only to meet social and regulatory demands, but also to strengthen their values and culture. With 2025 approaching, the time is right to review strategies and implement effective actions that reflect the company's commitment to these values.
Recent research indicates that companies that invest in DEIP achieve superior results:
- 83% of collaborators prefer to work for companies with a strong commitment to diversity and inclusion, according to Deloitte.
- Organizations with ethnic diversity in leadership positions have 36% more chances to outperform the competitionaccording to a McKinsey study.
With data like this in mind, let's explore how to build an effective plan for DEIP in 2025.
How to start diversity planning?
To begin DEIP planning, the first step is to understand the company's current stage of maturity. This includes gathering data, mapping the organization's profile and analyzing the actions already taken. With this information, it is possible to identify gaps and opportunities in order to create a solid foundation and implement effective strategies.
If you are in this process, we have a DEI&P Practices and Processes Maturity Survey for free on the PlurieBR website. This tool will help you assess your company's starting point and plan the next steps more assertively.
- Internal data collection:
- Carry out a Diversity Censususing tools such as Map of CalorThis allows internal demographic data to be compared with national statistics provided by the IBGE.
- Identify gaps in representation and engagement.
- More than carrying out a one-off census, it is essential to ensure that regular and up-to-date data collection. This makes it possible to monitor the progress of initiatives and adjust strategies as necessary.
- Review of previous actions:
- Evaluate awareness campaigns, training and other initiatives implemented. What were the results? There was an impact on inclusion indicators, belongingengagement and retention of talent?
- In addition to awareness-raising actions, analyze broader practices such as recruitment policies, promotions, salary adjustments and specific mentoring initiatives for under-represented groups.
- Defining clear objectives:
- Align the goals of DEIP with the company's overall strategy, prioritizing areas such as recruitment, leadership development and creating an inclusive culture.
Tip: Companies like PlurieBR offer specialized support to carry out diagnoses and build customized action plans.
What challenges can be faced in this planning?
Although the benefits of investing in DEIP are evident, there are challenges that can make it difficult to implement an effective plan. Among the main obstacles are:
1. Lack of leadership commitment
The support of leaders is essential for initiatives to be perceived as strategic. Without this support, actions can lose impact and resources.
2. Resistance to change
Transforming an organizational culture takes time and patience. Cultural barriers and unconscious prejudices are challenges that need to be tackled with ongoing awareness programs.
3. Budget constraints
Companies with limited resources can prioritize specific, low-cost actions, such as online training and internal campaigns. However, it is important to emphasize that investing in DEIP is a strategic action and not a secondary expense.
Tools and best practices for successful planning
By 2025, companies wishing to lead the way on the subject of DEIP must integrate technology, data and innovative practices into their planning.
- Use of specialized DEIP platforms
Tools such as those offered by PlurieBR help to monitor and report diversity indicators in real time, allowing the company to adjust its strategies based on concrete data. - Brand Positioning of the sector
Understand how other companies are performing in DEIP is essential for setting realistic targets. Analyze the market average and be inspired by good practices. - Short- and long-term goals
Define measurable objectives for the next 12 months and strategic actions for the next three years, such as increasing leadership representation or improving belonging rates.
Success stories: companies that have transformed their DEIP practices
Companies that prioritize DEIP are already reaping remarkable results:
- Natura: It has incorporated inclusion strategies throughout the value chain, from hiring diverse suppliers to inclusive marketing campaigns.
- B3: The Brazilian Stock Exchange has been a pioneer in initiatives aimed at DEIP in the financial sector. The company has adopted affirmative policies to increase the representation of women and black people in leadership positions. It also promotes internal awareness actions and educational programs aimed at including diverse professionals. Recently, B3 has also started to encourage inclusive practices among its listed companies, reinforcing its commitment to the ESG agenda and expanding the impact of its actions in the financial market.
These examples show how well-structured planning can transform not only internal results, but also the brand's perception in the market.
Conclusion
DEIP's planning for 2025 must go beyond one-off initiatives, seeking to create a robust strategy aligned with the company's overall objectives. The main steps include:
- Continuous data-based diagnostics;
- Setting clear and measurable goals;
- Investment in specialized tools and companies, such as PlurieBR;
- Awareness-raising plan and learning paths that promote a culture of inclusion;
- Structured management of affinity groups and diversity committees, ensuring focus and impact in actions;
- Development of under-represented groups to increase representation in leadership;
- Cross-checking data that impacts the business, such as turnover rates and promotions, with an eye on diversity.
Companies that treat DEIP as a strategic pillar are more likely to attract talent, improve performance and strengthen their reputation in the market. After all, inclusion isn't just a value, it's also a competitive advantage