More and more companies invest in unique areas of diversity and inclusion

There is no doubt that the D&I scenario, which stands for “diversity and inclusion”, is changing. Just see how many companies are behaving in the face of important markers such as black people, LGBTQIAP+, PwD (persons with disabilities) and women.

But it is not enough just to look at these populations – it is necessary to invest in affirmative actions to guarantee their entry and development in the labor market. And it looks like this has been the way to go.

Currently, 96% of companies carry out campaigns to promote D&I programs, according to a study by Blend Edu, a startup that specializes in the subject.

It’s a high number, but what caused or is causing the change in the mentality of these companies?

“At first, we understand that this number is high because institutional positioning is one of the essential elements to foster the transformation of an organizational culture towards an inclusive journey, raising employee awareness and ‘preparing the ground’ for the structuring actions that are to come through communication”, explains Thalita Gelenske, CEO and founder of Blend Edu.

In the “top five” of the most important actions carried out in companies are: 95.9% invest in campaigns to enhance inclusive communication; 90.4% focus on events for the internal public on the theme of diversity; 89% highlight affinity groups, 86.3% highlight complaints channels or the ombudsman to report cases of deviations associated with diversity and 80.8% work on training and development programs for employees.

“In the survey, we saw data that showed that 77% of companies say that the main objective of diversity programs is to engage employees in creating an inclusive culture. Therefore, the emphatic institutional positioning in favor of inclusive behaviors ends up being relevant in the internal and external interface. And, of course, this also has an impact on the brand and institutional reputation”, says Thalita Gelenske.

With a budget increasingly dedicated to the areas of D&I development, the scenario for this year is more promising. And controlling this growth is important so that companies know exactly where they want to go.

“One trend is the 10% jump compared to the 2020 survey with regard to monitoring indicators through the diversity census survey,” says Thalita.

“Companies are realizing that a good decision-making process must be based on data and the perception of employees from minority groups, establishing paths for the co-creation of more effective diversity and inclusion programs.”