Complementing the Folha-FGV analysis of company data, the Datafolha survey—part of the 2025 Diversity in Companies study—shows 71% of Brazilian employees view racial/ethnic and gender diversity as very important, up from 2024. Released Dec. 16, it highlights positive policy views but gaps in training and leadership representation, naming standout leaders and firms.
The Datafolha survey, integrated into the second edition of the Folha-FGV Diversity in Companies study, polled 1,200 employees in administrative or higher roles at firms with 50+ staff. Conducted Sept. 2-20, 2025, in São Paulo, Rio de Janeiro, and Belo Horizonte (3-point margin of error), it revealed rising appreciation for diversity post-2020, fueled by ESG trends and events like George Floyd's death, per FGV's Ianaira Neves.
Key findings: 71% rate racial/ethnic diversity as very important (up from 66% in 2024), matching gender balance (slight oscillation); 65% for age, 53% for sexual diversity. Policies are seen as beneficial (84% personally, 82% societally, 81% for business), though only 62% feel companies prioritize it—down across categories.
Training lags: 55% got none on racial diversity, 57% on gender, 60% on sexual orientation in the past year. Experts like Amanda Aragão (Mais Diversidade) advocate biannual sessions; Bayer invested 14 hours in inclusive leadership for execs, with Kleber Carvalho affirming commitment amid challenges.
Spontaneous leadership mentions: Luiza Trajano (18%, top woman), Leila Pereira (4%), Rachel Maia (5%, Black), Sônia Guajajara (6%, Indigenous), Gil do Vigor (4%, gay). Yet underrepresentation persists—75% of open firms lack Black, Brown, or Indigenous directors, notes Maria do Carmo Rebouças.
Natura topped spontaneous diverse company mentions (14%, second year); doubled Black leaders since 2022, eyeing 25% by end-2025. Stimulated: C&A (19%), with Petrobras and Banco do Brasil targeting 25-50% representation by 2029-2030.
