São Paulo State Symphony Orchestra Foundation: A DEIP Success Story with PlurieBR
Cultural institutions face a specific challenge in DEIP (Diversity, Equity, Inclusion, and Belonging): very diverse internal audiences—musicians, technical staff, and administrative personnel—with different routines and organizational cultures. The OSESP Foundation found in this internal diversity the starting point for building a DEIP agenda based on real data, structured governance, and an inclusive culture with above-average engagement. This case study shows how.
Abstract
| 72% Internal engagement, above the 70% target | 61% Leaders foster an inclusive environment | Board Agenda diversity as part of the strategy |
The Institution
The Osesp Foundation is one of Brazil’s leading cultural organizations. As a nonprofit institution, it exists to support, encourage, and promote culture, education, and social welfare—with concert music at the heart of everything it does. Through a management agreement with the São Paulo State Secretariat of Culture, Creative Economy, and Creative Industries, the Foundation operates the São Paulo State Symphony Orchestra (Osesp), Sala São Paulo, Estação Motiva Cultural, and the Campos do Jordão Winter Festival, bringing together artistic, educational, and outreach programs that bring classical music to ever-wider audiences in Brazil and abroad.
The Challenge
The OSESP Foundation needed to structure its DEIP agenda independently and in a way that aligned with its institutional reality, while meeting the requirements of governance and sponsors; the urgency was very real. The organization already had a Diversity Working Group (WG) that had been active since 2023, but it needed strategic support to structure its efforts, expand its reach, and transform data collection into genuine listening and effective participation across the entire organization.
“The most urgent challenge was to restore people’s engagement and trust by showing that their participation would continue and lead to concrete actions.”
Flávia Adrião, Director of Human Resources — OSESP Foundation
Why PlurieBR?
The choice of the PlurieBR As a strategic partner, it emerged from the recognition of its technical expertise in DEIP and its genuine willingness to go beyond simply delivering a tool. The OSESP Foundation was looking for close guidance that could adapt the language to the daily routines of its various internal audiences—musicians, technicians, and administrative staff—ensuring constant support and agility in making necessary adjustments.
“The partnership helped increase participation and trust, in addition to establishing a well-defined action plan. This initiative strengthened the involvement of both staff and leadership and helped ensure that the issue gained greater prominence and continuity on the institutional agenda.”
Flávia Adrião, Director of Human Resources — OSESP Foundation
The Solution
The implementation was structured around the Diversity X-ray, a real-time survey that overcame the limitations of static surveys and eliminated the risk of duplication. The adoption of the tool was accompanied by an advisory process featuring active listening and transparent feedback: dedicated spaces for employees to interpret the results and collaboratively develop the next steps for the diversity agenda.
This combination reversed the trend of low engagement. The response rate jumped to 72%, exceeding the established target of 70%, a result that has remained stable from cycle to cycle.
Impact
| Indicator | Result |
|---|---|
| Engagement | 72% in membership, above the target of 70%, sustained over the cycles |
| Cross-departmental collaboration | The choir, orchestra, and technical and administrative staff began to actively participate in the working group and listening sessions |
| Welcoming Leadership | 61% believes that leadership respects and embraces issues related to gender, race, sexuality, physical and cognitive abilities, age, and beliefs |
| Diversity metrics | "X-Ray of Diversity" has become the guiding principle for HR initiatives, communications, and the setting of strategic priorities |
| Governance | GT presents its results quarterly to the OSESP Foundation’s Executive Committee |
| Leadership Sponsorship | Diversity on the Strategic Agenda: Partnership Renewed for 18 Months |
One of the most tangible milestones in this journey is the transformation of the Diversity Working Group (WG). Created in 2023 with a focus on raising awareness, the WG was restructured with defined roles and five pillars of action:
- Governance: structured rituals, roles, and accountability
- Management: ongoing monitoring of DEIP indicators
- Education: training for leaders and teams
- Communication: internal transparency regarding the agenda and results
- Representation: Musicians who previously had no representation began to serve on the working group alongside administrative and communications professionals. Racial representation on the team improved over the course of the project.
“The main change was to transform the data from the diversity census in terms of direction and action. The survey helped identify the priority affinity group, and the Working Group expanded the involvement of different areas, including representation from musicians.”
Flávia Adrião, Director of Human Resources — OSESP Foundation
The journey continues
The data generated by the Diversity X-Ray enabled the Human Resources team to present concrete results to OSESP Foundation’s senior leadership: engagement, representation, and the progress of the Working Group, all quantified in numbers. Based on this evidence, the decision was made to increase the investment, and the partnership was renewed for another 18 months, with a focus on representation and expanding the Working Group’s scope to new areas. Diversity ceased to be a matter of persuasion and became a strategic decision.
“PlurieBR is an important partner on this journey, helping us turn data into insights, engagement, and results, and contributing to consistent and sustainable change.”
Flávia Adrião, Director of Human Resources — OSESP Foundation
The data presented in this success story were evaluated for compliance with the LGPD’s purpose limitation requirement prior to publication.