TCU expands equity, diversity and inclusion initiatives

TCU has published the 3rd Edition of the Report on Monitoring the Implementation of the Gender and Non-Discrimination Policy of the Organization of Latin American and Caribbean Supreme Audit Institutions (OLACEFS). The report presents the main equity, diversity and inclusion initiatives carried out by the Court between April 2025 and March 2026. The report is organized around the Policy's seven thematic areas: Cross-Cutting Recommendations, Ethical Culture, Organizational Culture, People Management, Sexual and/or Workplace Harassment, Inclusion, and Audit Features.

The report was prepared by the TCU Technical Committee on Equity, Diversity and Inclusion (CTEDI), in accordance with the responsibilities established by TCU Regulation No. 86/2022. Art. 2, item IX, provides for the preparation of an annual report consolidating initiatives undertaken to promote diversity, equity and inclusion within the TCU.

As highlighted in the first letter issued by TCU President Minister Vital do Rêgo in his capacity as Chair of OLACEFS, promoting gender equality and inclusion is one of the priorities of the organization's current leadership. In this context, implementing the OLACEFS Gender and Non-Discrimination Policy is an essential mechanism for guiding institutional initiatives and strengthening cooperation among Supreme Audit Institutions (SAIs) in Latin America and the Caribbean.

An important milestone during the period was the publication of TCU Regulation No. 103/2025, which established the Equity, Diversity and Inclusion Policy (PEDI). The regulation formally incorporated the principles of equality and non-discrimination into the Court's institutional instruments, making them a reference for internal policies, people management, organizational culture and decision-making processes.

Among the main advances was the creation of the Gender Focal Points Network, formalized by TCU Regulation No. 130/2025. Comprising 25 representatives from different TCU departments, the initiative seeks to broaden the reach of the equity agenda and strengthen the incorporation of a gender perspective into both administrative activities and government oversight. Another highlight was the strengthening of institutional information through the availability of a Business Intelligence dashboard with data disaggregated by gender, race, age and position. This makes it possible to continuously monitor the participation of historically underrepresented groups, including in leadership positions.

In addition, the Allies and Inclusion Journey (Jornada Pessoas Aliadas) a training program designed to build knowledge and awareness of gender equality, anti-racism, harassment prevention, sexual diversity and inclusive leadership, reached 396 participants. The program stood out among the training and professional development initiatives offered by the TCU and has since been incorporated into the onboarding process for new staff members.

The increase in women's representation in leadership positions was one of the highlights of the 2026 edition of the report. Driven by institutional measures to promote equity, the share of women in strategic and tactical leadership positions reached the highest level ever recorded by the TCU, rising to 38.5% in March 2026. To help sustain this progress, the Serzedello Corrêa Capacity Development Institute (ISC) launched the Women in Leadership Exchange Program, a professional development initiative for 120 female staff members at different career levels. The program focuses on strengthening leadership skills and addressing structural barriers to women's career advancement.

In terms of people management, TCU introduced regulatory changes designed to reduce disproportionate impacts on women, particularly in situations involving maternity and the postpartum period, by updating the rules governing career progression and promotion. Measures were also introduced to make public recruitment examinations more inclusive, such as increasing the quota for persons with disabilities from 5% to 10%, adopting gender and racial parity on examination boards, and providing breastfeeding facilities and accessibility resources. Regarding government oversight, a performance audit was conducted to assess the quota policy for hiring women who are victims of domestic violence under public contracts involving the continuous provision of outsourced labor (TCU Full Court Decision No. 413/2026).

The third edition of the report demonstrates that promoting equity, diversity and inclusion has become a strategic agenda at the TCU. While highlighting concrete progress, the report also emphasizes that building an increasingly inclusive institution requires continuous monitoring, ongoing policy improvement, and a sustained commitment to removing barriers and addressing inequalities. As the report itself points out, strengthening this agenda not only contributes to a better institutional environment but also supports government oversight that is more representative, responsive and aligned with society's needs.