{"id":2086,"date":"2026-01-23T17:55:58","date_gmt":"2026-01-23T20:55:58","guid":{"rendered":"https:\/\/pluriebr.com\/?p=2086"},"modified":"2026-01-26T11:08:45","modified_gmt":"2026-01-26T14:08:45","slug":"cultura-inclusiva-nas-empresas","status":"publish","type":"post","link":"https:\/\/pluriebr.com\/en-us\/blog\/cultura-inclusiva-nas-empresas\/","title":{"rendered":"5 factors that hinder an inclusive culture in Brazilian companies and how to overcome each of them"},"content":{"rendered":"<p><em>Despite investment in DEIP programs, many companies still fail to create truly representative and secure environments<\/em>.<\/p>\n\n\n\n<p>A <strong>diversity, equity, inclusion and belonging (DEIP)<\/strong> has already established itself as a strategic business agenda for Brazilian companies looking to innovate, attract talent and ensure sustainability. However, a contradiction marks the Brazilian corporate scenario: although many organizations invest in programs and training, the <strong>cultural transformation<\/strong> is still at a standstill. The discourse is moving forward, but the practice seems to be stagnating.<\/p>\n\n\n\n<p>But, after all, what prevents companies from leaving the field of intentions and building <strong>truly inclusive working environments<\/strong>? The answer, in most cases, lies in structural obstacles that often go unnoticed, such as one-off initiatives with no real impact.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Inclusive Culture in Brazil: between intentions and results<\/h2>\n\n\n\n<p>According to <a href=\"https:\/\/www.deloitte.com\/br\/pt\/issues\/work\/pesquisa-diversidade-inclusao-organizacoes.html\" target=\"_blank\" data-schema-attribute=\"mentions\" rel=\"noreferrer noopener nofollow\">search \u201c<strong>Diversity, Equity and Inclusion in Organizations<\/strong>\u201d from 2024<\/a>, According to a study carried out by Deloitte Brazil, the maturity of DEIP practices in the country still faces challenges. In addition, a recent study conducted by <a href=\"https:\/\/www.roberthalf.com\/br\/pt\/sobre-robert-half\/imprensa\/apesar-de-avancos-70-das-empresas-brasileiras-nao-tem-metricas-de-etarismo\" target=\"_blank\" data-schema-attribute=\"mentions\" rel=\"noreferrer noopener nofollow\">Robert Half and Labora<\/a>, pointed out that 70% of Brazilian companies still don't have metrics to combat ethicism, one of the most common prejudices in the world. <strong>working environment<\/strong>.\u00a0<\/p>\n\n\n\n<p>This data reveals the difficulty companies have in translating good intentions into <strong>measurable results<\/strong>. The specialist in <strong>inclusive training<\/strong> and CEO of Profera Educa\u00e7\u00e3o, <a href=\"https:\/\/www.linkedin.com\/in\/falatucci\/\" target=\"_blank\" data-schema-attribute=\"about\" rel=\"noreferrer noopener nofollow\">Victor Lambertucci<\/a>, points out that the progress of <strong>inclusion<\/strong> depends on a change of mentality, not just a checklist.\u00a0<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>\u201cThe most common mistake is to treat <\/em><strong><em>education and inclusion<\/em><\/strong><em> as an isolated HR project, rather than as a pillar of the organizational culture. We need to break the myth that <\/em><strong><em>diversity<\/em><\/strong><em> is about meeting a quota. In fact, it's about recognizing and valuing the potential of each individual, creating an environment where everyone feels safe to be who they are and deliver results.\u201d, <\/em>says Lambertucci.<\/p>\n<\/blockquote>\n\n\n\n<p>Below, we list the five main factors holding back the progress of the <strong>inclusive culture<\/strong> in <strong>Brazilian companies<\/strong>, as well as presenting objective solutions to overcome them.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Disconnect between discourse and practice<\/h3>\n\n\n\n<p>The <strong>DEIP<\/strong> They are well thought out, the communications are impeccable, but the day-to-day reality does not reflect what is promised. This gap between theory and practice generates mistrust and frustration, undermining the credibility of any initiative, no matter how noble the intention.<\/p>\n\n\n\n<p><strong>How to overcome:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Total integration:<\/strong> A <strong>inclusion<\/strong> should be a core value, not an add-on. It needs to be integrated into all the company's processes: from <strong>recruitment and selection<\/strong> performance evaluation and succession policies.<\/li>\n\n\n\n<li><strong>Transparent communication:<\/strong> If there are failures, acknowledge them. The vulnerability of recognizing that the process is an ongoing journey can strengthen trust, as it demonstrates a genuine commitment to learning and evolving.<\/li>\n<\/ul>\n\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Leadership without real representation<\/h3>\n\n\n\n<p>A <strong>top leadership<\/strong> is the main example for the rest of <strong>company<\/strong>. If decision-making positions continue to be concentrated in the same profiles (usually white men), the message is that despite the <strong>diversity programs<\/strong>, access to positions of power is still restricted.&nbsp;<\/p>\n\n\n\n<p>Although <strong>ethnic and gender diversity<\/strong> has increased in companies, there still needs to be a greater effort to ensure that these groups occupy leadership positions in an equitable manner.<\/p>\n\n\n\n<p><strong>How to overcome:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Hiring and promotion targets:<\/strong> Set clear targets for hiring and promoting professionals from <strong>representative groups<\/strong>, especially in leadership positions.<br><\/li>\n\n\n\n<li><strong>Reverse mentoring:<\/strong> Encourage <strong>top leadership<\/strong> to be mentored by talents from <strong>different groups<\/strong>. This can create a new perspective on the challenges and opportunities of inclusion, while promoting the development of new leaders.<br><\/li>\n\n\n\n<li><strong>Inclusive succession plan:<\/strong> Develop <strong>succession plans<\/strong> that prioritize the diversity of profiles, ensuring that the <em>\u201cpipeline\u201d<\/em> talent pool is truly representative.<\/li>\n<\/ul>\n\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Lack of preparation and information<\/h3>\n\n\n\n<p>Many teams are given the mission of promoting <strong>inclusive culture<\/strong>, But they don't have the knowledge or the tools to do it in a structured way. The good will is there, but the \u201chow to\u201d is a big unknown.<\/p>\n\n\n\n<p><strong>How to overcome:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Continuous training:<\/strong> Invest in programs that go beyond the basics, covering topics such as <strong>non-violent communication, <\/strong><a href=\"https:\/\/pluriebr.com\/en-us\/blog\/impacto-vieses-inconscientes-trabalho\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>unconscious biases<\/strong><\/a><strong> and microaggressions<\/strong>.<br><\/li>\n\n\n\n<li><strong>Tools and resources:<\/strong> Create an internal portal with guides, glossaries and materials to help employees understand and practice the <strong>inclusion<\/strong>.<br><\/li>\n\n\n\n<li><strong>Shared responsibility:<\/strong> Encourage the creation of<strong> affinity groups<\/strong> e <strong>diversity committees<\/strong> that can support and generate new ideas, making the process more participatory and organic.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">4. Uncharted unconscious prejudices<\/h3>\n\n\n\n<p><strong>Unconscious biases<\/strong> are mental shortcuts that can lead to misjudgments. They operate in the shadows and can sabotage the best initiatives of <strong>DEIP<\/strong>, This influences hiring and promotion decisions and even the way people interact on a daily basis.&nbsp;<\/p>\n\n\n\n<p>A survey by <a href=\"https:\/\/www.indeed.com\/lead\/5-essential-insights-to-guide-talent-leaders-in-2024\" target=\"_blank\" data-schema-attribute=\"mentions\" rel=\"noreferrer noopener nofollow\">Indeed,<\/a> conducted in 2024, revealed that 70% of recruiters admit to having <strong>unconscious biases<\/strong> in their companies, which reinforces the urgency of dealing with the issue in a structural way.<\/p>\n\n\n\n<p><strong>How to overcome:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Training:<\/strong> Promote workshops to map the most common prejudices in the company and how they impact the decision-making process.<br><\/li>\n\n\n\n<li><strong>Self-awareness:<\/strong> Encourage reflection and self-criticism. The first step to changing a bias is recognizing it.<br><\/li>\n\n\n\n<li><strong>Process structure:<\/strong> Review processes to make them more objective. For example, use blind screening of CVs to avoid the influence of names or age.<\/li>\n<\/ul>\n\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">5. Lack of effective metrics<\/h3>\n\n\n\n<p>Many companies only measure participation in events and <strong>training<\/strong>, without evaluating the real impact of these actions. A <strong>lack of metrics<\/strong> clear rules prevent organizations from identifying what is really working and where they need to adjust their strategy.&nbsp;<\/p>\n\n\n\n<p>A report by <a href=\"https:\/\/www.greatplacetowork.com\/resources\/blog\/workplace-culture-priorities-2023\" target=\"_blank\" data-schema-attribute=\"mentions\" rel=\"noreferrer noopener nofollow\">Great Place to Work (GPTW) 2023<\/a> pointed out that <strong>diversity and inclusion<\/strong> have lost traction in companies' priorities, which may be partly due to the lack of measurement of the impact of these initiatives.<\/p>\n\n\n\n<p><strong>How to overcome:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Define inclusion KPIs:<\/strong> Define <strong>key performance indicators (KPIs)<\/strong> that really matter, such as <strong>retaining diverse talent<\/strong>, engagement and a sense of belonging among employees.<br><\/li>\n\n\n\n<li><strong>Data analysis:<\/strong> Cross-reference data from <strong>diversity <\/strong>with other business metrics, such as productivity, turnover and employee satisfaction, to understand the correlation between diversity and performance.<br><\/li>\n\n\n\n<li><strong>Climate and engagement surveys:<\/strong> Include specific questions about <strong>inclusion<\/strong> in internal surveys to measure employees' feelings and perceptions on the subject.<\/li>\n<\/ul>\n\n\n\n<p>The founder and CEO of <a class=\"wpil_keyword_link\" href=\"https:\/\/pluriebr.com\/en-us\/\" title=\"PlurieBR\" data-wpil-keyword-link=\"linked\" data-wpil-monitor-id=\"36\">PlurieBR<\/a>, Laura Salles, emphasizes the importance of going beyond the superficial:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>\u201cTo build a <\/em><strong><em>inclusive culture<\/em><\/strong><em>, You need to go beyond the selection box. You need data that proves that the company is a <\/em><strong><em>safe environment<\/em><\/strong><em> and where people feel a sense of belonging, respect, voice and representation\u201d<\/em>, highlights.<\/p>\n<\/blockquote>\n\n\n\n<p>Building a <a href=\"https:\/\/pluriebr.com\/en-us\/blog\/pertencimento-cultura-inclusiva-inovacao\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>inclusive culture<\/strong><\/a> is an ongoing job that requires the courage to face the discomfort and vulnerability of recognizing that there is still a lot to be done. By identifying and overcoming these obstacles, companies not only improve their results, but create <strong>working environments<\/strong> more just, innovative and humane, benefiting everyone.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>","protected":false},"excerpt":{"rendered":"<p>Despite investment in DEIP programs, many companies still fail to create an inclusive culture. Find out how to overcome this challenge. Watch now!<\/p>","protected":false},"author":13,"featured_media":2166,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[2,1],"tags":[],"class_list":["post-2086","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversidade-e-inclusao","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/pluriebr.com\/en-us\/wp-json\/wp\/v2\/posts\/2086","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pluriebr.com\/en-us\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/pluriebr.com\/en-us\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/pluriebr.com\/en-us\/wp-json\/wp\/v2\/users\/13"}],"replies":[{"embeddable":true,"href":"https:\/\/pluriebr.com\/en-us\/wp-json\/wp\/v2\/comments?post=2086"}],"version-history":[{"count":4,"href":"https:\/\/pluriebr.com\/en-us\/wp-json\/wp\/v2\/posts\/2086\/revisions"}],"predecessor-version":[{"id":2944,"href":"https:\/\/pluriebr.com\/en-us\/wp-json\/wp\/v2\/posts\/2086\/revisions\/2944"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/pluriebr.com\/en-us\/wp-json\/wp\/v2\/media\/2166"}],"wp:attachment":[{"href":"https:\/\/pluriebr.com\/en-us\/wp-json\/wp\/v2\/media?parent=2086"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/pluriebr.com\/en-us\/wp-json\/wp\/v2\/categories?post=2086"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/pluriebr.com\/en-us\/wp-json\/wp\/v2\/tags?post=2086"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}