{"id":3470,"date":"2026-10-09T13:31:15","date_gmt":"2026-10-09T16:31:15","guid":{"rendered":"https:\/\/pluriebr.com\/?p=3470"},"modified":"2026-10-09T13:31:15","modified_gmt":"2026-10-09T16:31:15","slug":"case-fundacao-osesp-diversidade-deip","status":"publish","type":"post","link":"https:\/\/pluriebr.com\/en-us\/blog\/case-fundacao-osesp-diversidade-deip\/","title":{"rendered":"How the OSESP Foundation Increased Diversity Engagement to 72% Through Real-Time Data Collection and a Structured Working Group"},"content":{"rendered":"

S\u00e3o Paulo State Symphony Orchestra Foundation: A DEIP Success Story with PlurieBR<\/strong><\/p>\n\n\n\n

Cultural institutions face a specific challenge in DEIP (Diversity, Equity, Inclusion, and Belonging): very diverse internal audiences\u2014musicians, technical staff, and administrative personnel\u2014with 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.<\/p>\n\n\n\n

Abstract<\/strong><\/h2>\n\n\n\n
72%<\/strong> Internal engagement, above the 70% target<\/td>61%<\/strong> Leaders foster an inclusive environment<\/td>Board Agenda<\/strong> diversity as part of the strategy<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

The Institution<\/strong><\/h2>\n\n\n\n

The Osesp Foundation is one of Brazil\u2019s leading cultural organizations. As a nonprofit institution, it exists to support, encourage, and promote culture, education, and social welfare\u2014with concert music at the heart of everything it does. Through a management agreement with the S\u00e3o Paulo State Secretariat of Culture, Creative Economy, and Creative Industries, the Foundation operates the S\u00e3o Paulo State Symphony Orchestra (Osesp), Sala S\u00e3o Paulo, Esta\u00e7\u00e3o Motiva Cultural, and the Campos do Jord\u00e3o Winter Festival, bringing together artistic, educational, and outreach programs that bring classical music to ever-wider audiences in Brazil and abroad.<\/p>\n\n\n\n

The Challenge<\/strong><\/h2>\n\n\n\n
\"Orquestra\"<\/figure>\n\n\n\n

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.<\/p>\n\n\n\n

\u201cThe most urgent challenge was to restore people\u2019s engagement and trust by showing that their participation would continue and lead to concrete actions.\u201d<\/em><\/p>\n\n\n\n

Fl\u00e1via Adri\u00e3o, Director of Human Resources \u2014 OSESP Foundation<\/strong><\/p>\n\n\n\n

Why PlurieBR?<\/strong><\/h2>\n\n\n\n

The choice of the PlurieBR<\/a> 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\u2014musicians, technicians, and administrative staff\u2014ensuring constant support and agility in making necessary adjustments.<\/p>\n\n\n\n

\u201cThe 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.\u201d<\/em><\/p>\n\n\n\n

Fl\u00e1via Adri\u00e3o, Director of Human Resources \u2014 OSESP Foundation<\/strong><\/p>\n\n\n\n

The Solution<\/strong><\/h2>\n\n\n\n

The implementation was structured around the Diversity X-ray<\/a>, 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.<\/p>\n\n\n\n

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.<\/p>\n\n\n\n

Impact<\/strong><\/h2>\n\n\n\n
Indicator<\/strong><\/th>Result<\/strong><\/th><\/tr><\/thead>
Engagement<\/strong><\/td>72% in membership, above the target of 70%, sustained over the cycles<\/td><\/tr>
Cross-departmental collaboration<\/strong><\/td>The choir, orchestra, and technical and administrative staff began to actively participate in the working group and listening sessions<\/td><\/tr>
Welcoming Leadership<\/strong><\/td>61% believes that leadership respects and embraces issues related to gender, race, sexuality, physical and cognitive abilities, age, and beliefs <\/td><\/tr>
Diversity metrics<\/strong><\/td>\"X-Ray of Diversity\" has become the guiding principle for HR initiatives, communications, and the setting of strategic priorities<\/td><\/tr>
Governance<\/strong><\/td>GT presents its results quarterly to the OSESP Foundation\u2019s Executive Committee<\/td><\/tr>
Leadership Sponsorship<\/strong><\/td>Diversity on the Strategic Agenda: Partnership Renewed for 18 Months<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

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:<\/p>\n\n\n\n