Diversity, Equity and Inclusion
B3 prioritizes diversity, equity and inclusion and is committed to improving diversity metrics at every level. We work on two fronts: as a listed company and as a reference to induce best practices in the market. As a listed company, we seek to increase diversity in our own staff, ensuring equal opportunities for growth and development. As a market reference, we encourage and support companies to adopt inclusive policies and practices, sharing knowledge and providing tools.
The goal of this page is to share the concrete measures we have implemented so far, including actions to promote diversity and inclusion across the organization, from hiring practices to promotions and career progression.
By sharing our actions here, we seek not only to highlight B3’s commitment to diversity but also aim to inspire and encourage other organizations to adopt concrete measures to promote equity and value diversity. We know that there are still challenges ahead of us, but we remain optimistic that with our commitment and continual actions we will reach a more equal company and market.
How you can promote diversity
While working as a catalyst for best practices, we noticed a lack of good data and survey tools on diversity and inclusion, which led us to produce our own material to support the market on this issue. See our guides and reports below:
How we promote diversity
Diversity, Equity and Inclusion are priorities for B3. Our strategy evolves every year and on all fronts:
Diversity and Inclusion are part of journey and of our culture. We look at every aspect of our work through the lens of mapping, development and care.
Diversity Census
We have carried out the Diversity Census since 2018 to structure this agenda at B3. We conduct the assessment every two years. We have implemented it three times so far and in 2024 we will hold the 4th Census.
Entendemos que, para avançar em diversidade, era necessário intencionalidade em cada processo e metas para avançar.
Training
We have carried out Diversity training for upper management since 2019. So far, we have provided more than 600 hours of training for managers. Since 2020 we have carried out mandatory DE&I training reaching 100% of the organization. Employees must undergo this training at least once. The subject matter is also included in the onboarding agenda of new employees and recurrent in career development initiatives.
Employee Resource Groups
The Diversity employee resource groups started after the first census. It includes five interest groups: Women, Black People, LGBTQ+, People with disabilities and workers over 50 years old. We have held technical training for 60 members of the Diversity groups, in 24-hours of training sessions throughout the year, alongside 100+ internal awareness actions regarding the different subjects with which we work. This practice has increased the understanding familiarity about the matter at B3.
We believe that to advance in diversity there needs to be intention behind every action, and good measures of progress towards our targets.