One of the biggest obstacles for HR professionals is to show that inclusion projects represent investment. An HR analyst, for example, deals with this on a day-to-day basis: how to convince leaders and areas such as finance that DEI initiatives bring measurable return in engagement, innovation, reputation and reduced turnover?
At the same time, another question arises: how do you know if your company is advancing competitively? With external diversity indicators and sector comparisons, it is possible to show the level of the organization.
The good news is that there are objective ways of calculate and communicate the ROI of belonging and, at the same time, use external inclusion data to support decisions. These are the main points we are going to go into in depth in this article.
How to calculate the ROI of belonging in your company
Calculate the return of inclusion projects means to show tangible and intangible impacts connected to business resultssuch as:
Reduction of turnover and structuring costs
Teams with inclusive culture tend to have greater sense of belongingwhich reduces turnover. According to a study by the Boston Consulting Group (BCG), "Inclusion Isn't Just Nice. It's Necessary", Brazilian companies committed to inclusion can reduce turnover by up to 40%. Globally, this rate is even higher (50%).
Engagement and productivity
Second Gallup studyIn addition to the economic effect, global employee engagement fell by two points to 21% last year, with the loss of productivity costing the global economy US$ 438 billion. Along with the economic effect, employees who perceive an inclusive environment show greater engagement. Internal surveys, such as the Diversity Census, can measure this evolution and the direct impact on performance.
Innovation and problem-solving
Diverse teams present more perspectives, generating innovation. This can be measured in metrics such as new products and competitive differentiation.
Reputational value and attracting talent
ESG/Sustainability reports reinforce how inclusion attracts investors, improves brand perception and broadens the talent base.
How to communicate results of inclusion programs to leadership
Measuring is necessary communicating the ROI of belonging in a way that is accessible to different areas of the company, such as Finance, Legal and executive committees. Some tips:
- Use simple and comparative graphs: turnover before and after, engagement by area, age diversity over time, for example.
- Relate results to indicators already monitored by the company. Examples: cost of turnover, innovation index, reputation in market rankings.
- Show the impact on financial return and in risk management. Examples: compliance with the Equal Pay Act or the Quotas Act.
This approach contributes to DEI being considered as part of business growth.
External inclusion data to reinforce the strategy
Internal data is fundamental, but it's not enough on its own. You need compare results with the market.
Where to find reliable data?
- DEI sector reports published by specialized companies;
- Surveys by government agencies and research institutes;
- Platforms focused on DEI benchmark;
- Academic studies and publications on ESG.
How to use benchmarks in practice?
- Assess whether your age diversity at workfor example, is above or below the sector average;
- Identify which groups are more or less represented in competing companies;
- Prioritize goals based on external diversity indicatorsand not just internal perceptions.
Practical example: a technology company compared its data with the DEI benchmark of the sector and realized he was behind in the promoting the generational pillar. Based on this, it adjusted its promotion plan and expanded the hiring of professionals 50+.
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Next steps for your company
Start with a Diversity Census to map their internal reality.
Compare your data with reliable benchmarks.
Build didactic reports, connecting financial impact of DEI to strategic business indicators.
Present results to leadership with a focus on risk management e business results.
Inclusion is a business strategy
Measuring and communicating ROI of belonging and use data in Brazil as an external reference puts your company at a competitive advantage. This combination shows that inclusion generates resultsThis strengthens the organizational culture and creates real value for employees, investors and society.
Talk to PlurieBR experts and discover how to transform inclusion data into concrete results for your business.