In recent years, the Social pillar of ESG has gained global prominence, with companies increasingly being held accountable for concrete advances in Diversity, Equity, and Inclusion (DE&I). Investors, consumers, and employees are demanding real change — not just speech.

Microsoft: A Model of Technology Inclusion

Context and Initial Challenges

Microsoft, like many tech giants, faced criticism for its lack of diversity, especially in leadership positions. In 2014, only 26% of global employees were women, and the representation of Black and Latinx people was below 5% in technical positions.

Implemented Actions

Quantitative Targets and Transparency

In 2020, the company announced $150 million in investments to double the number of Black and Latino leaders by 2025.

Every year, they publish a detailed diversity report (publicly available).

Inclusive Recruitment Programs

Parcerias com HBCUs (Historically Black Colleges and Universities) para recrutar talentos subrepresentados.

Use of AI to reduce bias in selection processes (e.g., removal of names and genders from resumes).

Internal Culture of Inclusion

Affinity Groups (Employee Resource Groups) for women, LGBTQIA+, PWDs and ethnic minorities.

Mandatory training on unconscious bias for all managers.

Results in 2024

Women make up 32% of the global workforce (up 6 percentage points since 2014).

Black and Latinx people occupy 12% of leadership positions (up from 4% in 2016).

95% of employees say that the company “values diversity” (internal survey).

Lessons Learned

Transparency builds trust: Publishing real data (even if bad) helps build credibility.

Goals without budget fail: Microsoft has allocated specific resources to each initiative.

Unilever: Women’s Leadership and Pay Equity

Context and Initial Challenges

Unilever, one of the largest multinational consumer goods companies, had a problem: only 25% of its leadership positions were held by women in 2010. In addition, an internal audit revealed salary differences of up to 15% for similar functions.

Implemented Actions

Public Commitment to Gender Parity:

In 2016, the company announced that 50% of its leaders would be women by 2025.

Wage Equalization: Annual adjustments to ensure that men and women receive the same salary for the same job.

In 2023, Unilever spent $12 million to correct discrepancies.

Policies to Support Mothers and Fathers:

Paid 6 months maternity leave in all countries.

“Inclusive Return” program for mothers returning from leave.

Results in 2024

51% of managerial positions are held by women (a goal achieved in advance).

Wage gap reduced to 1.2% (below the global average of 14%).

Ranked Top 3 in gender equality by the Bloomberg Gender-Equality Index.

Lessons Learned

Structural changes are needed: It is not enough to train women for leadership; It is necessary to adjust hiring and promotion policies.

Investing in parental leave benefits everyone: Talent retention increased by 20% after the new policies.

Salesforce: The Power of Data in the Fight Against Corporate Racism

Context and Initial Challenges

After the global Black Lives Matter protests in 2020, Salesforce was pressured to act. An internal analysis showed that:

Only 2.6% of employees in the U.S. were black in leadership positions.

Black employees received 10% lower salaries on average.

Implemented Actions

Salary Audit by Race

Immediate adjustments to balance compensation (cost: $3 million in 2021).

“Equality for All” program

$200 million donation to anti-racist organizations.

Goal of doubling Black employees in leadership by 2025.

Representation of blacks in leadership jumped to 6.1%.

Wage gap by race fell to 2%.

85% of black employees report feeling more belonging.

Anonymous Reporting Tools

Internal platform to report discrimination without fear of retaliation.

Results in 2024

It is not enough to donate money: It is necessary to change internal policies.

Data exposes real problems: Many companies avoid audits for fear of what they might find.

Conclusion: What can all companies learn?

Clear goals + transparency = real progress.

Investing in DE&I is not a cost – it is a competitive advantage.

Diverse employees drive innovation and profitability.