At PlurieBR, we believe that innovation gains strength when it meets authenticity. In a world that is increasingly digital and driven by artificial intelligence, the human touch becomes the real differentiator. We want to invite you to explore how the conversations at Web Summit Rio 2025 can be the impetus for building genuine connections, strengthening your culture and achieving extraordinary results.
Discover how to balance technology - with the uniqueness of your team and your brand - by inclusion best practices.
Panel "Automation vs. Authenticity: How to Humanize Technology at Scale"
- The power of humanization in times of AI
"When we talk about 'humanizing technology', what does that mean to you in practice?"
In a scenario of exponential technological advances, where AI is taking center stage, it is crucial to remember that behind every code and tool, there are people. We believe that true innovation lies in the ability to integrate technology with human sensitivity. While AI offers efficient solutions, it's the people who set the tone, the culture and the unique experience of your company.
Think about it: What's easier to copy? A code, an AI tool. Since ChatGPT, how many companies offer similar AI solutions? Many. But what can't be copied? The way you deal with people, your company culture. In high-tech times, humanization is your biggest differentiator. Putting people first, even in the age of AI, is what really matters.
- Innovation thrives on diversity
There is no genuine innovation without plurality. To create impactful solutions, we need different perspectives, enriching debates and a deep understanding of diverse realities. The richness of AI lies in its ability to process vast volumes of data and different points of view. Likewise, the teams that develop and use these technologies must reflect this plurality.
- Personalization with purpose: Ethics and privacy come first
"How to balance personalization with privacy and ethics in the use of dataespecially when the aim is to 'humanize' experiences at scale?"
At PlurieBR, ethics are non-negotiable. We strictly respect each person's privacy and data. The use of predictive AI helps us map behaviors and preferences, but we have to be constantly careful to prevent algorithms from amplifying inequalities. When working with anonymized data to improve the employee experience, for example, the protection of information is paramount.
For us, when dealing with data, we are dealing with sensitive information that can put people at risk. Whether in the relationship between employers and employees or in personal use, caution is essential. Humanizing this relationship between data and ethics means protecting people first and ensuring that new technologies are developed ethically and fairly.
Practical example: The PlurieBR approach
- Trust is the foundationIn our onboarding, we transparently show how our processes work and how client companies' data is protected, in compliance with the LGPD. All the information is presented in aggregate form, on intuitive dashboards, without exposing sensitive data.
- Focus on strategy, with data security: client companies have access to analyses of the cultural environment of their organizations, while sensitive data remains protected. The trust placed in us to handle surveys and employee perceptions is fundamental.
- Human connection through community: Our community "Plural Conversations" promotes monthly meetings between HR specialists, affinity groups and leaders to exchange experiences, benchmark and learn continuously.
We build trust, show the value of analysis and foster human connections. We believe that, just as it is crucial to develop scalable technological products, it is equally important to build a community of trust where everyone feels at home. belonging. Think about the brands you admire: there is probably a strong sense of connection and psychological security associated with them.
- The golden advice for leaders:
"If you could give one piece of advice to leaders who want to scale technology without losing the soul of their brand, what would it be?"
Take care of your culture, your team and create a sense of community. These are differentiators that competitors can't replicate. Invest in people, in the values that shape your company and in the connections that strengthen your ecosystem.
Extra food for thought:
"In your experience, where does automation most threaten authenticity - and where can it actually improve it?"
This is a powerful question to guide us in our search for the ideal balance between technology and humanization.
Connections for now and the future: the highlights of an essential panel
In the "Belonging and Culture: Creating Space in Polarized Times", we unveil the ways to build more humane, engaging and, consequently, more profitable organizations. Did you miss it or do you want to relive the insights? We've put together the highlights that will boost your leadership and your results!
Inclusive Leadership: The North for a new era
After all, what is the compass for leadership that really makes a difference? The answer is clear: awareness, responsibility and inclusive communication. Leaders who understand the impact of their role on the organizational culture, who are committed to safe and welcoming environments and who communicate in a way that includes everyone, are the pillars of a more promising present and future for your company.
The basis of everything: Psychological safety
Inspired by Amy Edmondson's "Fearless Organizations", we explored the four pillars of the psychological safety:
- Security to express yourself: An environment where ideas can be expressed without fear of judgment.
- Safety to interact: Working relationships based on respect and openness to dialog.
- Safety to learn: A culture of continuous learning, where mistakes are opportunities for growth.
- Security to belong: The genuine feeling of being valued and having your voice heard as a person.
Inclusive culture: Beyond the values mural
The real culture is in the corridors, in the meetings, in the day-to-day running of your company. Belonging is the experience of each person feeling that their contribution matters. Building this feeling is an ongoing job, shaped by the interactions, decisions and safe spaces that leadership cultivates.
Why does inclusion drive results?
Studies by major consultancies show that engaged teams deliver superior results. According to Deloitte, organizations with inclusive leaders have 21% more likely to have highly engaged employeesThis has a direct impact on productivity and innovation. McKinsey points out that companies with diversity and inclusion have significantly better financial performance, with up to 36% more likely to outperform the sector average.
In addition, the Harvard Business Review points out that the inclusive leadership is not permissiveness, but the key to a balanced, productive environment focused on impactful resultsbecause it creates spaces where people feel valued and motivated to contribute.
Metrics that turn intangibles into real gains
It's time to put an end to the idea that diversity is "intangible". Just like any strategic area, inclusive culture needs transparent metrics and ambitious targets.
The DEIP Journey: The strategic path to inclusion
Understand the order that generates impact:
- Diversity: Attracting different talents, boosting creativity and innovation.
- Fairness: Looking at individual needs, creating fair opportunities for all people.
- Inclusion and Belonging: Ensuring that everyone feels valued and engaged, retaining talent and building an environment where everyone thrives.
From demographics to profits: Crossing data for success
Demographics is the starting point, but the real impact lies in cross-reference this data with business indicators. Evaluate the sense of belonging by group, psychological safety, attraction and retention of talent, and employee turnover. Who is leaving your company and why.
Governance and Culture: An inevitable connection
A strong culture is a shield against risks. Assess the potential for negative conduct, reports of harassment and discrimination, and compliance with laws. PlurieBR is launching a innovative tool to help you calculate the cost of the risks and the return on investment (ROI) in a inclusive culture! Click here and discover how this tool can support you and your leadership.
Looking to the present and future: The perception of your employer brand
How is your company perceived in the market? Employer brand perception is a valuable asset. Invest in an inclusive culture and contribute to people's positive perception.
PlurieBR offers resources that allow you to monitor the internal and external perception of your employer brand based on real data. By monitoring indicators such as belonging, organizational climate and equity between groups, your company strengthens its reputation in the market and positions itself as a benchmark for inclusion, an increasingly decisive factor in attracting and retaining talent.
The next level: Uncovering biases and transforming processes
It's not enough to hire and train. You have to revisit all processes and understand how they impact equity and inclusion in your organization. The turnover of a specific group is a symptom, not the cause. Dive deep, analyze data, listen to your employees and transform your company from the inside out.
PlurieBR is by your side on this journey! We want to help you build an organizational environment where belonging, culture and results go hand in hand.
We are here to help you navigate this dynamic landscape with confidence, offering solutions that integrate the intelligence of technology with human sensitivity. Together, we can build a present and future where innovation and authenticity go hand in hand, generating consistent results and meaningful relationships.
Contact us at link and discover how to boost your company's success strategically and with a focus on people!