Beyond discourse: how companies can act against prejudice and promote diversity

The International Day against LGBTphobia, celebrated today (May 17), marks a point of reflection on the exclusion of homosexuality from diseases by the World Health Organization in 1990 and urges us to reinforce policies that promote diversity and inclusion in all sectors of society.

In Brazil, the reality is worrying, evidenced by a serious statistic: one death related to LGBTphobia every 23 hours. This number highlights the vital importance of companies not only creating safe environments, but also positioning themselves as agents of social change through decisive inclusive actions.

At Neoenergia, we are committed to leading by example, implementing many actions that reinforce our dedication to equal opportunities for all. We have JUNT+s, a diversity program since 2020 that works on this topic through actions for groups such as LGBT+ people, black people, women and people with disabilities. Through it and with the support of our affinity groups, we carry out projects, cultural actions for diversity. Throughout the year, we discuss the topic with the support of our employees and with the reinforcement of our leadership. At Neoenergia, our benefits such as parental leave are extended to homosexual couples, as well as to dependents on health insurance, among others. In addition, we are also working on affirmative vacancies for trans people at some of our distributors.

Diversity and inclusion projects are built by affinity groups (women, black people, people with disabilities) that are made up of representatives of all companies and who are part of minority groups. These projects are also driven by our Diversity Forum, a group made up of allied leaders on the topic.

Another relevant fact comes from Deloitte's 2023 survey on Diversity, Equity, and Inclusion, which highlights that facing internal resistance and increasing leadership engagement are fundamental. For this, it is crucial to adopt integrated and adaptable strategies that promote concrete and lasting changes. That's what we do at Neoenergia. We commit to increasing the representation of women in leadership positions by 35% by 2025 and of black people in executive positions by 40% also by 2030, in line with the Sustainable Development Goals and the Principles of the UN Global Compact. To achieve these commitments, we have several affirmative actions such as exclusive development programs for women and black people.

Companies dedicated to this transformation must carry out detailed evaluations, define clear objectives, and prepare their leaders to actively endorse and cultivate these values. Forming affinity groups and investing in education are essential steps to ensure that all voices are recognized and valued. A commitment to diversity and inclusion instigates innovation and elevates organizational performance. Ignoring these issues may result in a loss of relevance in the global competitive scene.

On this International Day Against LGBTphobia, we are determined to transform our commitment into practical actions that make a difference, creating a future where everyone can thrive in work environments that genuinely celebrate diversity.