The Diversity, Equity, and Inclusion (DE&I) agenda has established itself as an important topic for society. Consumers and professionals have demanded that brands and companies take a more clear position on respect for differences and the promotion of fairer environments. So much so that, according to a study by Accenture, 62% of consumers prefer to buy from brands that show concern for social issues, including diversity, and 47% say they avoid companies that fail to take a position on the issue.

In addition, according to research by the consultancy McKinsey, gender-diverse organizations are 25% more likely to achieve greater profitability, while those with ethnic diversity may outperform the average of their competitors by up to 36%, for example. “Diversity, Equity, and Inclusion is a strategic issue, as enabling non-discrimination is a moral and ethical imperative. It's also a matter of social justice, which must be explicit in companies' codes of ethics and conduct,” says Margareth Goldenberg, CEO of Goldenberg Diversity.

Next, you will learn about 6 diversity topics that we must pay attention to.

1. Diversity in leadership

Something very powerful in the journey for inclusion is having examples that come from above. After all, leaders who are part of minority groups - whether in companies, in sports, in the arts or in the academy - have the power to inspire and empower people and can enable them to have space to grow and stand out. Despite advances in recent years, racial and gender representation still faces barriers. In Brazil, according to a study on women in the labor market conducted by the consultancy Grant Thorton, women hold only 38% of leadership positions, and, according to the survey Women in the Workplace 2022, from the consulting firm McKinsey, black women represent less than 5% of the top leadership positions in the United States. This scenario reflects a structural problem that needs to be addressed with clear promotion and development policies.

“For every woman promoted to director, two resign. For every 1,000 diverse talents hired, 600 leave the company in less than a year. We're mopping the floor with the faucet running. The effort to hire has increased, but the effort to retain and develop has still been very small. The investment has to be in culture, in the safe internal environment,” says the CEO of Goldenberg Diversity.

This lack of representation goes beyond the corporate world. In sports, Serena Williams inspired a generation of black girls to become one of the greatest athletes of all time, breaking racial barriers and showing that the top is possible, even on fields historically dominated by white people. In Brazil, Joana D'Arc Félix de Souza, a world-renowned scientist, overcame social and racial adversities, becoming a reference for girls who dream of pursuing a career in science.

More data from UNESCO show that, in 2021, only 30% of researchers worldwide were women. The presence of leaders like Joana helps to transform this scenario, offering successful models for girls who wish to enter areas such as STEM (Science, Technology, Engineering, and Mathematics), in which gender inequality is even more pronounced.

2. The importance of intersectionality

Intersectionality is the overlapping of different identities — such as race, gender, sexual orientation, and disability — that can generate multiple forms of exclusion. Understanding this perspective is essential not only at work, but also in our everyday relationships, such as in interactions with friends and colleagues. Recognizing these complexities helps create more inclusive and empathetic environments where each person can be seen in their entirety.

For example, at our children's school, a child with disabilities may face very different challenges from a black or LGBTQIAP+ child (acronym to represent lesbians, gays, bisexuals, trans, queer, intersexuals, asexuals, pansexuals, and others), but the overlapping of these identities further intensifies barriers. Likewise, in the workplace, a black woman may be dealing with prejudices that a white woman would not face in the same way, which highlights the need for specific solutions. “When it comes to fairness, we can't treat all people the same way. We need to recognize that a black woman faces challenges that are different from a white woman, and even more distant from the reality of a white man, for example,” says Guilherme Barra, diversity consultant at MAC Consultoria.

To apply this to everyday life, it's important to understand how these different layers of identity affect the people around us. In the corporate environment, this means creating specific mentoring and coaching programs for minority groups, but it is also something that can be practiced in informal conversations, paying attention to how our colleagues or friends experience intersectionality. And as those layers accumulate, the challenges of discrimination and exclusion increase. For this reason, it is vital to promote spaces, both at work and outside it, where people can express themselves safely and have their identities respected and celebrated.

3. Artificial Intelligence against unconscious biases

Artificial Intelligence (AI) is shaping the future of work, and within the next few years, we will see this technology increasingly being used to combat prejudice in recruiting and managing people. AI algorithms can analyze curricula without considering factors such as gender or ethnicity, eliminating unconscious biases - which are our prejudices, often unnoticed - and allowing fairer hiring.

AI can also be an ally for more justice in the workplace, as it can identify wage and promotion discrepancies, helping the organization to take assertive measures.

4. Mental Health is a pillar for inclusion

Mental health has become one of the main themes of everyday life, whether in a work or family environment. “There's no use creating a diverse environment if people don't feel well or secure to be who they really are within the company,” says Guilherme Barra, from MAC Consultoria em Diversidad. Investing in mental health is therefore essential to ensure that all people, especially those from minority groups, have the necessary support to thrive. According to a study carried out by Race Equality Foundation, for example, those who belong to racial and ethnic minority groups are at greater risk of developing mental illness than the rest of the population.

These issues also apply to our everyday relationships. Friendships and personal ties can be a vital source of support for those who face daily discrimination or microaggressions because of their identity. This means paying attention to signs of emotional exhaustion or distress in friends and colleagues who belong to minority groups and offering support, whether through an open conversation, encouragement to seek professional help, or simply being an empathetic presence.

In the work, Margareth Goldenberg points out: “A safe and inclusive environment also involves creating conditions so that everyone can feel physically and emotionally well”. For people from marginalized groups, this may mean access to therapy services or support groups that understand the unique challenges they face. Companies can play a fundamental role in promoting not only diversity but also mental health care, creating spaces where everyone feels comfortable to express their concerns and emotions.

5. Different generations are positive

With five generations coexisting in the labor market - from Baby Boomers to Generation Z - each one brings unique perspectives and experiences. By 2025, according to OECD (Organization for Economic Cooperation and Development), Generation Z will represent 27% of the global workforce, while the presence of professionals over 50 will also grow. Connecting with people from different generations, both at work and at home, offers a rich opportunity for mutual learning: younger people bring innovation, while older people offer wisdom and resilience.

Outside the professional environment, this exchange is equally valuable. In families, interaction between generations reinforces bonds and promotes empathy, with older people helping with important decisions and younger people keeping everyone connected to new trends. Asking more and deducting less is essential to ensure that all voices are heard and respected, creating more inclusive and collaborative environments, whether at work, in the social circle, or at home.

6. Leadership has the power to drive diversity

No transformation in Diversity, Equity, and Inclusion (DE&I) will be effective without the active involvement of leaders - whether governmental or business. Leaders who don't understand the importance of these guidelines will face major challenges. “In the case of corporations, especially to retain talent from younger generations, who have higher expectations regarding inclusion in the workplace,” says consultant Guilherme Barra. “The role of leadership is central to creating a culture where diversity of thought and experience is valued.”

Leaders outside the corporate world also play an important role in promoting inclusion. In sports, figures like Megan Rapinoe, world soccer champion, use their visibility to fight for gender equality and LGBTQIAP+ inclusion. In science, Brazilian neuroscientist Suzana Herculano-Houzel is an advocate for inclusion in the field of research, breaking gender stereotypes and encouraging girls to pursue exact careers. These examples inspire, not only within their fields, but in different sectors of society.

Conclusion: Diversity only happens if there is intention

Valuing and promoting inclusion enriches our personal lives, promoting a deeper understanding of human experiences and strengthening our capacities for empathy, collaboration, and creativity in daily interactions. Margareth Goldenberg says that, “if there is no intention, it doesn't change”. The key is to implement policies that guarantee not only the hiring, but also the development and retention of diverse talent. Creating an environment where everyone feels they belong is crucial for innovation and organizational success. “Be clear about the challenges and intentionally design initiatives so that the transformations take place, because they will not happen 'gradually' alone, as many believe,” he says.

At a time when diversity has become a strategic value, it is essential that companies and individuals are aware, understanding that successful DE&I implementation is not just a matter of compliance with legislation, but of cultural transformation, innovation, and sustainable growth. Living in a more diverse and inclusive society enriches our daily lives, as it exposes us to a variety of perspectives and ideas that promote learning, empathy, and innovation.

How you can support diversity, equity, and inclusion

On a daily basis, parents, teachers, and friends can reinforce these lessons of inclusion and diversity in small gestures. For children, a practical tip is to encourage interaction with people of different backgrounds, ages and abilities, showing that diversity is something to be celebrated. It is important that the example starts at home and that parents relate to people with diverse representations, always teaching respect for differences.

In the social circle, sharing these practices is also important. Talking with friends about inclusion and respect for different identities, modeling inclusive behaviors in everyday situations, helps spread that awareness. Small attitudes, such as adjusting social activities to be accessible to everyone and actively listening to different experiences, contribute to creating a more welcoming culture and inspire as a good example to be followed.

To learn about some actions and the Suzano's appointments, visit our Diversity, Equity, and Inclusion page.

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