BCB Resolution No. 536 — Establishes the Diversity, Equity, and Inclusion Policy of the Central Bank of Brazil – PDIBC

RESOLUTION
BCB NO. 536, OF DECEMBER 16, 2025
Establishes the Diversity, Equity, and Inclusion Policy of the Central Bank of Brazil – PDIBC.

The Governance, Risks, and Controls Committee – GRC of the Central Bank of Brazil, in a session held on December 16, 2025, using the powers provided for in Art. 139, main paragraph, item III, letter “a”, item 1, of the Internal Regulations of the Central Bank of Brazil, considering the provisions of Law No. 13,709, of August 14, 2018, Decree No. 9,203, of November 22, 2017, Joint Normative Instruction No. 1, of May 10, 2016, of the then Ministry of Planning, Budget and Management and the Office of the Comptroller General of the Union, CGU Normative Ordinance No. 234, of November 6, 2025, and Vote 172/2025–GRC, of December 16, 2025,

R E S O L V E:

Art. 1º The Diversity, Equity, and Inclusion Policy of the Central Bank of Brazil – PDIBC is hereby established within the scope of the Central Bank of Brazil, in accordance with the annex to this Resolution.

Art. 2º The monitoring of the PDIBC shall be the responsibility of a subcommittee to be constituted, linked to the Integrity Committee of the Central Bank of Brazil – CIBCB, without prejudice to the competencies of the Governance, Risks, and Controls Committee – GRC, the CIBCB, and other units responsible for integrity governance at the Central Bank of Brazil.

Sole Paragraph. The actions for the implementation of the PDIBC and its axes shall be incorporated into the Integrity Plan of the Central Bank of Brazil, observing its procedure and decision-making instances, within six months after the publication of this Resolution.

Art. 3º This Resolution enters into force on the date of its publication.

GABRIEL MURICCA
GALÍPOLO
President of the Central Bank of Brazil

DIVERSITY, EQUITY, AND INCLUSION POLICY OF THE CENTRAL BANK OF BRAZIL – PDIBC, ANNEXED TO BCB RESOLUTION NO. 536, OF DECEMBER 16, 2025

CHAPTER I
PRELIMINARY PROVISIONS

Art. 1º The Diversity, Equity, and Inclusion Policy of the Central Bank of Brazil – PDIBC is composed of principles, objectives, guidelines, and axes aimed at promoting a plural, inclusive, equitable, and respectful organizational environment that values differences and ensures fair opportunities for all people.

§ 1º The PDIBC guides the performance of the Central Bank of Brazil in conducting its activities, promoting the strengthening of an inclusive institutional culture, equity in relationships, and contribution to a fairer and more sustainable society.

§ 2º The provisions of the PDIBC apply to all people who work at the Central Bank of Brazil, including civil servants, holders of special nature positions, outsourced collaborators, and interns.

Section I
Definitions

Art. 2º For the purposes of this Policy, the following definitions are adopted:

I - diversity: variety of characteristics, identities, experiences, knowledge, cultures, beliefs, values, opinions, perspectives, and forms of expression that compose people and social groups;

II - equity: process of promoting justice in institutional relations, through the correction of present and historical inequalities, including specific measures aimed at overcoming barriers faced by marginalized groups, aiming for equality of results;

III - inclusion: action of recognizing, valuing, respecting, and promoting diversity, ensuring participation, representation, accessibility, equity, justice, and the rights of all people and social groups;

IV - discrimination: any distinction, exclusion, restriction, or preference based on race, ethnicity, color, sex, religion, disability, political opinion, national ancestry, social origin, age, sexual orientation, gender identity and expression, or any other that attacks against the recognition or exercise in conditions of equality of fundamental rights and freedoms in the economic, social, cultural, labor fields, or in any field of public life;

V - inclusive culture: organizational culture that stimulates a safe and welcoming work environment, based on the valuation of diversity and joint and collaborative work;

VI - safe environment: work or coexistence space in which mutual respect, collaboration, dignity, and well-being prevail, with the absence of harmful practices, such as harassment, violence, and discrimination;

VII - inclusive language: communication style that avoids the use of pejorative words or expressions;

VIII - plain language: the set of techniques aimed at the clear and objective transmission of information, so that the words, structure, and layout of the message allow the citizen to easily find, understand, and use the information;

IX - marginalized groups: social segments that, regardless of their population size, are poorly or inadequately represented in social, economic, and political spaces;

X - intersectionality: condition in which two or more social markers – such as class, race, ethnicity, sex, sexual orientation, disability status, among others – overlap, potentially resulting in specific oppressions and discriminations that are explained by this overlap;

XI - representativeness: visible and active presence of marginalized groups in spaces of power, decision-making, and dissemination, in order to approximate the composition of society;

XII - people with disabilities: those who have long-term impediments of a physical, mental, intellectual, or sensory nature, which, in interaction with one or more barriers, may obstruct full and effective participation in society on an equal basis with others;

XIII - accessibility: possibility and condition of access for use, with safety and autonomy, of spaces, furniture, urban equipment, buildings, transport, information, and communication, including their systems and technologies, as well as other services and facilities open to the public, for public use, or privately used collectively, by people with disabilities or reduced mobility;

XIV - affirmative actions: programs and measures adopted by the Public Power to correct inequalities and promote equity and the rights of social groups historically discriminated against; and

XV - co-responsibility: principle according to which two or more parties share, jointly and solidarily, duties, obligations, or commitments, collectively assuming responsibility for the results of an action, process, or decision.

Section II
Objectives

Art. 3º The PDIBC has the following objectives:

I - promote an institutional environment that is welcoming, safe, and respectful, which values diversity and ensures equitable conditions for participation, expression, and belonging for all people;

II - combat structural and institutional inequalities, by offering fair conditions for professional development and advancement through the adoption of affirmative actions whenever possible and necessary;

III - promote the representativeness of marginalized groups in hierarchical levels and decision-making spaces, strengthening social legitimacy and diversity of perspectives in the actions of the Central Bank of Brazil;

IV - engage leaders, civil servants, and collaborators in diversity, equity, and inclusion actions, promoting institutional literacy and co-responsibility for building plural and inclusive environments;

V - incorporate the principles of diversity, equity, and inclusion into the culture, strategy, and management processes, to support the construction of a stronger and more plural institution; and

VI - strengthen the management of diversity, equity, and inclusion, through the definition of responsibilities, goals, indicators, and mechanisms for monitoring and accountability.

Section III
Principles

Art. 4º The principles of the PDIBC are:

I - respect for human dignity;

II - valuation of diversity;

III - commitment to equity and inclusion;

IV - recognition of differences as institutional assets;

V - representativeness in decision-making spaces;

VI - inclusive leadership committed to institutional transformation;

VII - co-responsibility for building plural, safe, and respectful environments;

VIII - transparency and accountability regarding diversity, equity, and inclusion actions;

IX - intersectionality as a cross-cutting approach in institutional policies and practices;

X - promotion of a fair and egalitarian institutional culture; and

XI - intolerance to discrimination.

Section IV
Guidelines

Art. 5º The guidelines of the PDIBC are:

I - promotion of management and communication actions to strengthen the culture of respect and the valuation of diversity and to combat inequalities, including through dialogue with institutional reporting channels and mechanisms;

II - review and adaptation of human resources and work management processes, whenever possible, from the perspective of diversity, equity, and inclusion;

III - guarantee of accessibility and inclusion in the physical, digital, and communicational spaces of the Central Bank of Brazil, with special attention to people with disabilities or reduced mobility;

IV - establishment of actions, goals, and indicators to promote the representativeness of marginalized groups at all hierarchical levels and institutional decision-making instances;

V - encouragement of diversity in the composition of committees, working groups, commissions, and institutional events, to promote a plurality of voices and perspectives at the Central Bank of Brazil;

VI - stimulation of continued training on diversity, equity, and inclusion;

VII - participation in national and international networks, forums, and initiatives that promote diversity, equity, and inclusion;

VIII - integration of diversity, equity, and inclusion actions into the strategic agenda of the Central Bank of Brazil, ensuring its prioritization and institutional sustainability; and

IX - broad and periodic dissemination of the objectives, actions, results, and learnings related to the implementation of the PDIBC.

CHAPTER II
ORIENTING AXES

Art. 6º The axes of the PDIBC are:

I - literacy: promotion of training programs and literacy actions that strengthen the inclusive institutional culture and accessible and representative communication;

II - representativeness: stimulation of the presence of marginalized groups and promotion of fair access to positions, functions, and opportunities, with attention to intersectionalities and care conditions, using affirmative actions whenever possible and necessary;

III - inclusive environments: construction of respectful, welcoming, and accessible institutional spaces, with mechanisms to promote inclusion, as well as prevent and confront discriminations, in articulation with the Policy on Prevention and Confrontation of Moral Harassment, Sexual Harassment, and All Forms of Discrimination – PEAD-BCB;

IV - studies and monitoring: collection and analysis of data, definition of goals, indicators, and responsibilities, integration of the policy into institutional strategy, and periodic accountability;

V - public commitments and cooperation: evaluation and adherence to pacts, networks, and national and international initiatives that promote diversity, equity, and inclusion, strengthening governance and institutional alignment; and

VI - communication and citizenship: realization of educational campaigns and awareness actions with simple and inclusive language, articulated with citizen relationship channels, promoting respect for diversity and strengthening citizenship.

CHAPTER III
GOVERNANCE AND COMPETENCIES

Section I
Governance Structure

Art. 7º The governance of the PDIBC is composed of:

I - Integrity Committee of the Central Bank of Brazil – CIBCB;

II - subcommittee referred to in Art. 2º of this Resolution; and

III - units of the Central Bank of Brazil.

Sole Paragraph. The governance of the PDIBC shall ensure mechanisms of expanded participation, involving civil servants, interns, outsourced collaborators, suppliers, and leaders, through consultation and support instances, such as affinity groups and thematic nuclei, guaranteeing the transversality and pluralism of the theme.

Section II
Responsibilities

Art. 8º It is the responsibility of the CIBCB to act as a deliberative body regarding the inclusion of PDIBC actions in the Integrity Plan, observing its procedure and decision-making instances.

Art. 9º It is the responsibility of the subcommittee referred to in Art. 2º of this Resolution to act as a consultative and propositional instance for diversity, equity, and inclusion issues, in accordance with its regulations.

Art. 10. It is the responsibility of the units of the Central Bank of Brazil:

I - to ensure the execution of their work processes in conformity with the PDIBC;

II - to plan and execute diversity, equity, and inclusion actions provided for in the Integrity Plan;

III - to promote the dissemination of best practices and the culture of diversity, equity, and inclusion within their respective components; and

IV - to proactively evaluate the dissemination of information and data related to diversity, equity, and inclusion, observing the principles of transparency and public interest and the provisions of the Transparency Policy of the Central Bank of Brazil.

CHAPTER IV
MONITORING AND REVIEW

Art. 11. The monitoring of the PDIBC will be carried out continuously and collaboratively, based on instruments such as:

I - diversity, equity, and inclusion indicators of the workforce;

II - organizational climate reports and specific perception surveys with voluntary and representative participation of civil servants and collaborators;

III - monitoring of goals, actions, and deadlines defined in the PDIBC action plans, with support from executing units; and

IV - analysis of administrative and qualitative data that allow evaluating the impact of diversity, equity, and inclusion actions on institutional culture and management processes.

Art. 12. Accountability regarding the implementation of the PDIBC will be carried out annually by the subcommittee referred to in Art. 2º of this Resolution to the CIBCB.

Sole Paragraph. The CIBCB may request clarifications, propose adjustments, and recommend complementary measures based on the results presented.

Art. 13. The PDIBC shall be reviewed periodically, every four years, counted from the date of implementation or the last review.

§ 1º The review may occur in a period shorter than that established in the main paragraph upon demand by the CIBCB or the Governance, Risks, and Controls Committee – GRC, whenever normative, institutional, or social changes so require.

§ 2º The review process will be conducted according to the guidelines and recommendations established by the subcommittee referred to in Art. 2º of this Resolution, which may include qualified hearings, data analysis, and consultation with executing units.

CHAPTER V
FINAL PROVISIONS

Art. 14. Broad dissemination will be given to the PDIBC, its governance instruments, and institutional support, monitoring, and participation channels.

§ 1º The dissemination will be directed to civil servants, interns, outsourced workers, and other collaborators, through informative, educational, and institutional communication actions.

§ 2º Upon taking office, the civil servant will be informed of the PDIBC, with emphasis on the principles, guidelines, and support channels provided.

Art. 15. The PDIBC is aligned with the strategic programs and policies of the Central Bank of Brazil, especially the Integrity Program, the Compliance Policy, the Social, Environmental, and Climate Responsibility Policy, the Transparency Policy, and the PEAD-BCB.