Imagine a company in which the inclusion project began with enthusiasm, but failed to generate any measurable impact. Why is that? Lack of transparency about priorities, goals e success indicators. And when the budget is shared with other areas, how do you convince the leadership?
With data, it is possible to have consistent arguments to show the financial return of DEI actions. This favors risk managementand even more so at this time of planning for 2026 and reviewing projects according to the budgetand connects to culture of inclusion with business results.
In this article, you'll find solutions and practical examples to help you prioritize DEI activities in the second semester.
Action plan
The way forward is to act with strategy e measuring impact right away. This way, by the end of the year, your company will have concrete data to report. resultsjustify investments and increase ROI of inclusion. Let's take a look at some important milestones for the coming months.
Data mapping and diagnosis
The first step is to know where you are. PlurieBR offers methodologies for collecting and analyzing indicators of inclusion, allowing for a more accurate picture of where you are. a complete diagnosis of your culture and people. This includes:
- Diversity Census structured to map internal representation and harassment risks;
- Evaluation of policies, practices and barriers;
- Comparison with market benchmarks to position your company.
Strategic partnership: with the ProferaPlurieBR connects data and actions, transforming the Diversity Census in a continuous improvement plan, aligned with ESG targets and the legislation in force.
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Alignment with current and future legislation
Inclusion projects need to be aligned with legal obligations, such as the LGPD in the use of data and the reports sustainability. In addition, there are bills in progress that reinforce the importance of inclusive policies and pay equity reports, for example.
Why prioritize it now?
- Avoid legal risks and fines;
- It strengthens the company's image in the eyes of investors and customers;
- It ensures that inclusion actions have a normative and strategic basis.
Connecting inclusion and business results
By starting now, you can end the year in the lead inclusion indicatorssuch as:
- Reducing turnover in social groups;
- Increased belonging and engagement;
- Greater capacity for innovation in diverse teams.
These results reinforce that inclusive culture is an investment with a proven return.
Practical example
Imagine your company starts a Inclusion Census combined with the action plan, with the planning basic below.
August: complete mapping of employee profiles and perceptions;
September-October: implementing policy adjustments and training;
November: new round of metrics to measure progress;
December: presentation of a report with ROI data, benchmark comparisons and a target plan for 2026.
This structure can change the perception of the leadership and ensure that the next DEI budget is defended on the basis of results and evidence.
Prioritizing now is gaining a competitive edge
Companies that structure inclusion projects with a focus on inclusive culture, risk management e ROI of inclusion come out on top. They strengthen business results, people relations and value chain and brand reputation.
Talk to the experts at PlurieBR and find out how to turn the second semester into an accelerator for your DEI strategy.