The meeting discussed how companies can make their workplaces more inclusive, considering perspectives from both Brazilian and Canadian societies
By Pedro Augusto
Despite the increased awareness of social issues, essential matters remain on the sidelines of society. The Third Edition of the Diversity, Equity, and Inclusion Forum, organized by the Brazil-Canada Chamber of Commerce (CCBC), highlighted the challenges faced by multiple minority groups, including neurodivergent individuals and Indigenous peoples, revealing discrepancies between public discourse and private practices.
A clear example of this gap is women’s participation in politics. Although the topic has gained more attention, true equality remains a distant reality, with structural and cultural barriers persisting.
Brazilian Ambassador and Deputy Chief of the Itamaraty Representation Office in São Paulo, Irene Vida Gala, shed light on this reality, stating, “We have seen a 55% reduction in the number of women in legislative chambers. This is a scandal. And here, the topics between public and private converge. These are interdependent agendas. Through public efforts, we can indeed see changes in private spaces, which ultimately reach inside family homes. Because, ultimately, our effort to increase participation and empower women is a guarantee of physical integrity. We are talking about women who are killed daily due to femicide.”
Equinox Gold, one of the leading gold producers in the Americas, a CCBC member and sponsor of the Forum, has been committed to addressing these issues. Diversity and Inclusion are central to the company’s global strategy, especially within its ESG practices. In recent years, Equinox has focused on promoting gender equity, aiming to increase female representation through entry programs such as Young Apprentice and Internship.
In its four Brazil-based units, located in Minas Gerais, Maranhão, and Bahia, the company prioritizes female candidates, achieving significant results in its hiring processes. Equinox launched its Diversity and Inclusion Program (SOU EQX) in Brazil in 2022 to dismantle barriers and strengthen female representation in mining.
According to the 2021 Violence Map, Brazil recorded an average of 13 femicides per day, underscoring the urgent need for public policies to protect women. The situation is even more dire for transgender women, who face both misogyny and gender identity biases. The forum provided a crucial space to discuss these issues and the need for policies that ensure effective inclusion.
“We, members of historically marginalized groups, don’t have the privilege of being individuals. We are the collective. So, like it or not, people will project, especially as we are among the first, the entire trans community onto what I do. So we cannot make mistakes,” stated Vicky Napolitano, Innovative Leader in People and Culture at Pismo.
Another key topic was neurodivergence, focusing on the challenges faced by people with autism. Many companies still require communication and social interaction skills that may be unattainable for some, creating significant barriers to professional inclusion. The forum emphasized the need to adapt market requirements to encompass diverse abilities.
“Neurodiversity brings the idea that no two brains are the same. We are all neurodiverse, with different abilities, and some individuals deviate more from the typical standard. When discussing neurodiversity, we’re not only referring to the biomedical model but to a social model aimed at reducing barriers and promoting access for these individuals,” explained Rute Rodrigues, Operations Director at Specialisterne Brazil.
The discussion also highlighted that inclusion is not limited to traditional minorities. Many people who do not identify as part of a marginalized group may experience exclusion at some point. Age discrimination, or ageism, mainly affects men and women over 60, who often feel invisible in the workforce, facing challenges in staying active despite their qualifications.
According to a Brazilian Association of HR (ABRH) study, 63% of professionals over 50 feel discriminated against in the workplace, reinforcing the need for more comprehensive discussions on age-inclusive practices.
“Ageism, by definition, is any prejudice based on age. When you tell someone they’re too young to be promoted or lead, that’s also ageism. It reflects how we perceive stereotypes, how we feel our biases, and how we manifest discrimination,” said Pedro Pitella, Head of People & Culture at Sanofi Brazil.
Indigenous inclusion in Canada
The forum also highlighted international examples, such as Canada, which is making strides in Indigenous inclusion—a topic rarely discussed in Brazil. In Canada, government programs led by the Department of Crown-Indigenous Relations and Northern Affairs and Indigenous Services Canada aim to promote inclusion across various sectors, fostering equity and historical reparation. Initiatives like these can serve as a model for countries like Brazil, which has yet to adequately address the diversity of its Indigenous population in inclusion policies.
“In Canada, Indigenous peoples are growing at a rate five times higher than the non-Indigenous population. We are the youngest and fastest-growing demographic in the country, and that trend is only accelerating. We’re starting businesses. Specifically, Indigenous women are launching businesses at a rate nine times higher than the national average, which means they are reinvesting in the Indigenous economy, empowering the next generation, and creating opportunities for youth to see themselves represented in spaces where we were never welcomed,” said Mallory Yawnghwe, Founder and Co-CEO of Indigenous Box Inc.
