Companies that invest in diversity grow more and take less risk

Diversity is no longer a marketing agenda to become Growth factor and legal protection in Brazilian companies. In a scenario where governance laws and standards are demanding transparency and inclusion, attentive entrepreneurs have already understood that investing in diversity is cheaper, and much more intelligent, than running after the loss afterwards.

International studies prove that diverse teams make more effective decisions, innovate faster and deliver financial results to 25% Superiors to those of homogeneous structures. In Brazil, the movement gained strength with new legal requirements, which now force companies to act and not just talk about the topic.

Diversity is now compliance

Recent laws have changed the board.

A Law No. 14,611/2023 determined full transparency in salary policies and Equality between men and women.
A Law No. 15,177/2025 established minimum of 30% of women on the boards of directors of public and mixed capital companies.
and the Law No. 8,213/1991 continues to impose quotas for hiring People with Disabilities (PCDs).

These rules are not optional: they are part of a new era in which Diversity and governance have become synonymous with corporate responsibility. “Following the law is the first step, but the entrepreneur who understands the strategic value of diversity comes out ahead. Today, the market and investors look at those who practice what they preach”, explains Cintia Deffontaines, specialist in ESG and Diversity and a member of Sustentualli. 

More value, less risk

Beyond legal compliance, diversity represents legal protection, access to credit, better reputation, and talent retention. Companies that value diverse people face fewer labor lawsuits, have greater internal engagement, and attract more customers and partners, including international ones.

“It is not a favor to society; it is an investment in one's own business. Diversity is a tool for efficiency and competitiveness,” reinforces Cintia.

How to start

Sustentalli advises that the first step is conducting an internal diversity diagnosis: understanding the team's gender, race, age profile, and accessibility.
Then, create formal inclusion goals and policies, integrated into the code of ethics and sustainability reports. And finally, train leadership to turn the topic into continuous practice, not a trend.

Legal and regulatory summary of corporate diversity

Another essential point is to implement employee retention policies, as many companies manage to hire diverse professionals but cannot retain them due to a lack of an inclusive environment and real growth opportunities. Retention is as important as hiring, as it is in daily practice that the culture of diversity is consolidated and generates sustainable results.