{"id":1551,"date":"2025-08-21T15:30:36","date_gmt":"2025-08-21T18:30:36","guid":{"rendered":"https:\/\/www.pluriebr.com\/?p=1551"},"modified":"2026-01-30T17:04:52","modified_gmt":"2026-01-30T20:04:52","slug":"roi-inclusao-dados-externos-estrategia","status":"publish","type":"post","link":"https:\/\/pluriebr.com\/en-us\/blog\/roi-inclusao-dados-externos-estrategia\/","title":{"rendered":"How to calculate the ROI of Belonging and use external data to strengthen your DEI strategy"},"content":{"rendered":"

One of the biggest obstacles for HR professionals is to show that inclusion projects<\/strong> 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<\/strong> in engagement, innovation, reputation and reduced turnover?<\/p>\n\n\n\n

At the same time, another question arises: how do you know if your company is advancing competitively? With external diversity indicators<\/strong> and sector comparisons, it is possible to show the level of the organization.<\/p>\n\n\n\n

The good news is that there are objective ways of calculate and communicate the ROI of belonging <\/strong>and, at the same time, use external inclusion data<\/strong> to support decisions. These are the main points we are going to go into in depth in this article. <\/p>\n\n\n\n

How to calculate the ROI of belonging in your company<\/strong><\/p>\n\n\n\n

Calculate the return of <\/strong>inclusion projects<\/strong><\/a> means to show tangible and intangible impacts<\/strong> connected to business results<\/a>such as:<\/p>\n\n\n\n

Reduction of <\/strong>turnover<\/em> and structuring costs<\/strong><\/p>\n\n\n\n

Teams with inclusive culture<\/strong><\/a> tend to have greater sense of belonging<\/strong><\/a>which reduces turnover. According to a study by the Boston Consulting Group (BCG), \"Inclusion Isn't Just Nice. It's Necessary<\/a>\", Brazilian companies committed to inclusion can reduce turnover by up to 40%. Globally, this rate is even higher (50%). <\/p>\n\n\n\n

Engagement and productivity<\/strong><\/p>\n\n\n\n

Second Gallup study<\/a>, In 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<\/a>, In this way, they can measure this evolution and the direct impact on performance.<\/p>\n\n\n\n

Innovation and problem-solving<\/strong><\/p>\n\n\n\n

Diverse teams present more perspectives, generating innovation. This can be measured in metrics such as new products and competitive differentiation.<\/p>\n\n\n\n

Reputational value and attracting talent<\/strong><\/p>\n\n\n\n

ESG\/Sustainability reports reinforce how inclusion attracts investors, improves brand perception and broadens the talent base.<\/p>\n\n\n\n

How to communicate results of inclusion programs to leadership<\/strong><\/p>\n\n\n\n

Measuring is necessary communicating the ROI of belonging <\/strong>in a way that is accessible to different areas of the company, such as Finance, Legal and executive committees. Some tips:<\/p>\n\n\n\n