Despite a challenging global scenario for the diversity agenda, 63% of companies strengthened support for inclusion in Brazil, according to a survey

In a moment of increasing global uncertainty and tension on the subject, the Blend Edu Launches groundbreaking research analyzing Brazil's position on the Diversity and Inclusion (D&I) agenda, highlighting advancements and challenges that may impact the future of these initiatives. Despite the recent US Supreme Court decision discouraging affirmative action in universities and the rise of anti-ESG sentiment in the American market, the study revealed that 63% of Brazilian organizations increased their support for the agenda in 2024. With only 4% of respondents reporting a decrease in this area, the data points to a positive national context.

"Our goal with this research is to help Brazilian companies see reality without illusions: we have advancements and tangible data that show a more optimistic perspective than predicted, but we are exposed to global risks that can influence the local scenario in the coming years. We want to ensure that the D&I agenda is addressed in a structured way, mitigating the chances of setbacks and maximizing the strategic value of inclusion for businesses and society," says Thalita Gelenske, CEO and founder of Blend Edu.

The benchmarking research, titled "Overview of Diversity Strategies in Brazil in 2024 and Trends for 2025," included 99 leading national companies and provides a detailed overview of D&I actions implemented in the country. "This year we added new questions to identify whether there is a real setback in inclusion efforts in Brazil in 2024. To do this, we sought to identify the level of team allocation, investment in actions, support from employees and leaders, as well as the sentiment of leaders regarding diversity and inclusion for the coming years," explains Gelenske.

The study reveals that 46% of companies increased their D&I budget this year, with 16% of this share stating they even invested more in D&I than in other areas and departments. Only 7% of companies said that the 2024 budget decreased proportionally to other areas, indicating a general company-wide cut.

Despite the increase, insufficient budget remained the main challenge to more significant advances in the implementation of D&I programs, according to 21.41% of companies.

Regarding D&I team allocation in Brazil, considering news about recent team reductions announced at large brands like Microsoft and John Deere, the research shows that the Brazilian market experienced an opposite movement: 37.51% of institutions increased their teams compared to the previous year, and another 50.1% maintained their teams intact. Only 3.61% reported a reduction.

Therefore, the prevailing sentiment among the D&I leaders of the companies participating in the benchmarking is positive. When asked about their level of optimism regarding the diversity agenda in Brazil, 72% stated they were very optimistic or optimistic about the next 5 years. The level of pessimism is only 9% (sum of those who say they are pessimistic or very pessimistic).

"The data leads us to believe that we are not experiencing a setback in the D&I agenda in Brazil. On the other hand, it's important to mention that these indices were observed among companies that already have an established D&I agenda. Therefore, we certainly cannot rule out the possibility that the global context has generated greater apprehension and a consequent slowdown in the adoption of the agenda by new companies," analyzes Gelenske.

The publication also highlighted relevant trends for the coming years, including the need to strengthen the integration of diversity strategy into the core business, showing how D&I contributes to tangible results. According to Thalita Gelenske, “This data highlights what we have already observed in practice: companies that integrate D&I into their business strategy have greater resilience during times of crisis and are better able to respond to market changes. We want more companies to understand this value and invest in it as a sustainable competitive advantage.”

Furthermore, the research highlights four other priority areas for the coming years: building intersectional narratives, creating processes and metrics to quantify inclusion, investing in structural changes involving different departments, and promoting continuous learning in diversity. “Diversity is much more than an HR agenda; it's a strategy that needs to permeate all areas of the company. When D&I becomes integrated into processes and operations, it ceases to be just an issue and transforms into a culture. Our role is to support companies, offering data, solutions, and strategies that sustain inclusion even in a challenging environment. Diversity is not only a demand of today but a solid foundation for tomorrow,” concludes Thalita Gelenske.