Report Highlights TCU Initiatives to Promote Equity and Human Rights

The Brazilian Federal Court of Accounts (TCU) has released the second edition of the OLACEFS Gender and Non-Discrimination Policy Implementation Oversight Report. The publication highlights the TCU's ongoing efforts to promote diversity and inclusion within the institution, outlining the progress made in advancing equity, diversity, and inclusion. These values reflect the Court's commitment to the 2030 Agenda and human rights, guiding both its internal management and its contributions to society. The report covers actions carried out between April 2024 and March 2025.

Among the most significant achievements is the advancement of the certification process for the UNDP Gender Equality Seal for Public Institutions an international initiative that promotes the integration of a gender perspective into planning and budgeting, organizational capacity, work environment, social participation and partnerships, and institutional results. The TCU also reached a historic milestone by ensuring gender parity in its General Coordination Committee and increasing women's participation in strategic roles to 35%.

The Court also reinforced its commitment to affirmative action, notably through TCU Regulation No. 56/2025, which reserves 8% of positions in service contracts for women experiencing domestic violence fostering both social and economic inclusion. In the area of human resource management, measures such as expanding remote work rules to include reduced in-person working hours for parents of newborns in their probationary period, inaugurating a lactation room at the Serzedello Corrêa Capacity Development Institute (ISC), and launching the 2025: The Year of Persons with Disabilities in Government Oversight program demonstrate the Court's commitment to creating a more humane, accessible, and respectful workplace.

Efforts to combat harassment were also strengthened, with the consolidation of the Technical Committee for the Prevention and Response to Harassment and the Support and Referral Center. In addition, the launch of the book How Not to Be Racist a joint initiative between TCU, the Federal Senate, and Sindilegis provides reflections, practices, and guidance to address structural racism in the daily operations of public institutions.

These initiatives build on recent audits that have incorporated a gender and inclusion perspective, such as audits on harassment in federal universities (Court Decision No. 505/2025 Full Court), the availability of childcare slots (Court Decision No. 595/2025 Full Court), and women's representation in leadership positions within the Federal Executive Branch (Court Decision No. 635/2025 Full Court). These actions reinforce the TCU's role as a driver of public policies that are more sensitive to diversity.

By releasing the second edition of this report, the TCU reaffirms that diversity, equity, and inclusion are not just formal commitments but part of a strategic agenda to strengthen ethics, innovation, and the social impact of its work.

To learn more about these initiatives and all actions carried out by the Court, access the second edition of the OLACEFS Gender and Non-Discrimination Policy Implementation Oversight Report here. All previous editions are available here.