Diversidade de mulheres negras nas organizações: o papel da gestão de pessoas

Abstract

This research aims to analyze racial equity practices in Brazilian companies, with an emphasis on promoting diversity, inclusion and addressing structural racism in the corporate environment. It is based on the understanding that, despite legal and institutional advances, such as the Racial Equality Statute and quota policies, the presence of black people in leadership positions is still quite limited, reflecting historical and structural inequalities. The research adopted a qualitative and bibliographical approach, based on authors such as Silvio Almeida, Sueli Carneiro, Kabengele Munanga and Djamila Ribeiro, in addition to data from institutions such as IBGE, IPEA and McKinsey & Company. Emblematic initiatives were also analyzed, such as Magazine Luiza’s exclusive trainee program for black people, highlighting the challenges and advances in the implementation of affirmative action policies in the private sector. The results indicate that many companies still face barriers to truly transformative racial diversity management. Racial inclusion tends to be treated superficially, often limited to marketing campaigns rather than structural changes in organizational culture. However, organizations that invest in concrete inclusion actions such as training programs, representation goals, internal committees and awareness-raising actions have demonstrated not only social, but also economic and reputational gains. The conclusion is that racial equity in Brazilian companies requires more than good intentions: it requires institutional commitment, review of management practices and the recognition of racism as an organizational problem. Only in this way will it be possible to advance in the construction of fairer, more inclusive corporate environments that representative of the diversity of Brazilian society.