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The contemporary job market is undergoing a profound and necessary transformation. Companies around the globe are finally waking up to the tangible and intangible value of diversity. It is no longer just a matter of compliance or a passing trend, but a strategic pillar for innovation, resilience and connecting with an increasingly plural public. In this context, your CV is no longer just a list of experiences and skills. It becomes your declaration of principles, the first and most crucial opportunity to demonstrate how you, as a professional, fit into and contribute to this new organizational reality. But how do you translate such broad concepts as inclusion and diversity into one or two pages of text? How do you make the recruiter realize, right from the start, that you not only understand these values, but that you live and promote them? The journey to creating a CV that truly stands out in these terms begins with a change of mindset. You need to stop thinking of the document as a bureaucratic requirement and start seeing it as a strategic narrative, a convincing story about the professional you are and the positive impact you can generate in an environment that values plurality of thoughts, backgrounds and experiences.

What an "inclusive" curriculum really means and why it's key today

The first question we need to answer is also the most fundamental. An inclusive curriculum goes far beyond avoiding photographs or not mentioning age, marital status or religion - although these are indeed good practices. True inclusion in the curriculum is proactive, not reactive. It lies in the way you choose to present your experiences, competencies and achievements, ensuring that the narrative values the soft skills most in demand in diverse environments, such as empathy, collaboration, cultural intelligence and cognitive flexibility. A truly inclusive CV is one that communicates, in a subtle but powerful way, that you are a professional who works well with anyone, in any context, because you respect and value differences. Why has this become so crucial? The answer is multifaceted. Companies with diverse teams are proven to be more profitable and innovative. A classic study by McKinsey & Company, Diversity Wins: How Inclusion MattersIn a recent study, the "Ethnic and Cultural Diversity Index" showed that organizations in the top quartile for ethnic and cultural diversity are 36% more likely to have above-average profitability. In addition to the financial argument, there is growing social pressure. Consumers and talent prefer brands and employers that demonstrate a genuine commitment to equity. So by sending a CV that echoes these values, you are directly speaking the company's strategic language.

Imagine two candidates with identical technical backgrounds applying for the position of project manager. Candidate A lists his responsibilities as: "Manage a team of 10 people; deliver projects on time and within budget". This is valid information, but cold and common. Candidate B, however, writes: "Lead a multidisciplinary and multicultural team of 10 professionals, fostering a psychological safety environment where all voices were heard and valued; resulting not only in the consistent delivery of projects on time and on budget, but also in a 15% increase in team satisfaction and talent retention." The difference is abysmal. The difference is abysmal. The second CV not only shows what has been done, but as has been done. It tells a story of inclusive leadership, showing measurable results that go beyond the technical scope of the project and delve into people's well-being and development. Which of the two do you think will catch the eye of a recruiter looking to fill a vacancy in a company that values diversity? The answer seems obvious, doesn't it?

Therefore, adopting this mindset is the first and most critical step. It means making an honest self-reflection about your trajectory. Which projects required you to step out of your cultural comfort zone? When have you had to mediate conflicts between colleagues with radically different worldviews? How have you adapted to new forms of remote or hybrid working, taking into account the diverse realities of team members? These are not minor experiences; they are exactly the kind of experiences that make up the glue of a cohesive and innovative team. Instead of hiding them or considering them irrelevant, you should bring them to center stage, articulating them with the same importance you give to your proficiency in a specific software or to a technical course you have taken. Remember: technical skills can be taught, but the attitude and maturity to navigate complex and diverse environments is often the differentiator that separates a good candidate from an exceptional one.

Deconstructing the traditional model: elements to eliminate and enhance

Now that we've established the philosophy behind the inclusive CV, it's time to get down to work and critically review the document you've probably been using for years. The traditional CV model, focused almost exclusively on job titles, dates and an endless list of tasks, is outdated. It is a relic of a time when standardized efficiency was valued more than the creativity that comes from diversity. To stand out today, you need to be a ruthless editor of your own content, eliminating what is harmful and enhancing what is truly impactful. Let's start with what should be cut immediately. Information such as date of birth, marital status, number of documents (CPF, RG), parents' names, hometown and a professional photo (unless explicitly requested for areas such as modeling or acting) have no place on a modern CV. Why not? Because they make room for unconscious bias, even in the most well-intentioned recruiters. A study on confirmation bias shows that we can form initial impressions in fractions of a second based on appearance or age, which undermines a fair assessment of your qualifications.

Another element that deserves extreme caution is the "Objective" section. That generic phrase at the top of the CV - "I'm looking for a challenging opportunity in a company where I can grow professionally" - is completely innocuous and takes up valuable space. It says absolutely nothing about you and everything the recruiter already knows: that you want the job. In its place, adopt a powerful "Summary of Qualifications" or "Professional Profile". This is your shop window, the 3-4 line business card that should capture the essence of your professional value, explicitly including your diversity and inclusion competencies. For example: "Marketing Manager with 8 years' experience running global campaigns for diverse audiences. Expert in developing inclusive communication strategies that increased the engagement of underrepresented minorities in 40%. Passionate about building high-performance multicultural teams". See the difference? This summary not only eliminates unnecessary information, it already begins to tell your story of valuing diversity.

The language you use is also a minefield of pitfalls. Using excessively technical jargon or unfamiliar acronyms can create barriers, assuming that all readers share the same background knowledge. Similarly, superlative and vague adjectives such as "dynamic", "proactive" or "visionary" sound empty without concrete examples to back them up. The golden rule is: show, not just tell. Instead of writing "I am an effective leader", detail it in bullet points as its leadership said: "It implemented a reverse mentoring program, where interns guided senior executives on digital trends, promoting intergenerational exchange." Finally, pay attention to the format. A visually polluted CV, with multiple fonts, bright colors and lack of spacing, can be difficult to read for people with dyslexia or other visual processing difficulties. Opt for a clean design, with a clear hierarchy of information, sans-serif fonts such as Arial or Calibri, and high contrast between text and background. Tools such as Canva offer great, affordable templates, but avoid overdoing it. Simplicity and clarity are always the best allies.

The art of highlighting experiences relevant to diversity

This is the crux of the matter. How do you effectively transform ordinary life and professional experiences into powerful testimonies of your diversity and inclusion competencies? The answer lies in a technique called "narrative framing". It involves contextualizing your actions and their results within a framework that highlights your soft skills of inclusion. Let's take a seemingly simple experience: "I worked as a waiter during college". In the traditional model, this might not even appear on the CV, as it would be considered unrelated to the field. In the inclusive model, this experience is a gold mine. How could it be reformulated? "Customer Service (Dinner): Responsible for serving and creating a welcoming experience for more than 50 customers a night from diverse cultural and socio-economic backgrounds. I developed strong emotional intelligence and non-verbal communication skills to interact effectively with a diverse clientele, resolving conflicts peacefully and ensuring satisfaction." Suddenly, a "simple" job becomes tangible proof of intercultural communication skills, problem-solving and empathy.

Now apply this same logic to your main professional experiences. Let's say you took part in a group project at university. Instead of "X subject group work", try: "I collaborated on an academic project with a team of five colleagues from different courses (Engineering, Design and Psychology). Facilitated alignment meetings that respected different communication styles and points of view, integrating multidisciplinary perspectives to develop a more comprehensive 30% solution than initially proposed by the professor". You're not making anything up; you're just choosing to highlight the aspects of the experience that are most relevant to today's world of work. Another extremely rich area is volunteering and participation in groups or associations. Having been a member of the academic center, having organized an event to raise funds for a social cause, or having mentored a younger colleague are all activities that demonstrate community engagement and concern for others - central qualities for an inclusive professional.

For leadership or management positions, the potential is even greater. Think of all the times you've recruited, trained or managed people. You might have sentences like: "I recruited and onboarded 15 new trainees, ensuring that the onboarding program included training on unconscious biases and created a safe environment for questions". Or: "I created and implemented an anonymous, 360-degree feedback system to promote a culture of continuous improvement and accountability, resulting in a measurable increase in the perception of fairness and transparency within the team." The key is always to connect the action to a positive result, preferably quantifiable, that benefits the collective and promotes a fairer and more productive environment. If you don't have formal experience that fits in perfectly, don't worry - reflect on challenges you've overcome, complex problems you've solved and what personal qualities were needed to do so. Resilience, intellectual curiosity and the ability to learn from people who are different from you are all skills that can be narrated in a way that highlights your fit for a diverse culture.

Language as a tool for inclusion (and exclusion)

The way we communicate can build bridges as well as insurmountable walls. In the context of your curriculum, every word you choose is a sign, an indication of your level of awareness and sophistication in relation to inclusion. The first and most crucial aspect is the use of neutral and non-discriminatory language. This involves avoiding terms that carry stereotypes of gender, race, age or ability. For example, describing a team as "agile and dynamic like a soccer team" can unconsciously exclude people who don't identify with traditionally male sports. Similarly, using expressions such as "young and energetic person" can be interpreted as an age bias. The focus should always be on skills and results, not on personal characteristics that are irrelevant to the job.

The use of pronouns is another area of growing attention. With greater visibility and respect for non-binary gender identities, assuming that all recruiters or teammates use the pronouns "he/him" or "she/her" is an outdated practice. An elegant way around this is to use language in a more impersonal or action-focused way. Instead of "I lead my team and ensure that it achieves its goals", try "I lead a team of 8 people, focused on consistently achieving performance targets". When it is absolutely necessary to refer to third parties, the best practice is to use the pronouns the person uses to identify themselves. If you don't know, neutral language, although not yet a formal consensus in the Portuguese language, is gaining ground in progressive contexts (for example, using "elu" or "todxs" in informal internal company communications). In your CV, the safest thing to do is to avoid using pronouns for other people as much as possible.

Describing your own skills should also be done carefully. Avoid verbs that sound arrogant or that take too much credit, such as "conquered", "dominated" or "imposed". Prefer verbs that denote collaboration, influence and collective construction: "I collaborated for", "I facilitated", "I influenced", "I built together with", "I fostered". This shows that you understand that success is rarely a solitary achievement, especially in diverse environments. Finally, pay attention to the overall tone. A CV should be confident but not aggressive; professional but not robotic. Let some of your personality and values shine through by choosing words that reflect passion for what you do and respect for the people you work with. Language analysis tools, such as the one offered by TextioThese can help identify unconscious biases in your texts, but a critical reading by a friend or mentor from a different background is always invaluable.

Technical skills and soft skills: how to level the playing field

For a long time, the curriculum was an almost exclusively technical document. The "Skills" section was filled with a list of computer programs, programming languages and specific certifications. While these hard skills remain extremely important, they are only part of the equation. In a world where technology is advancing by leaps and bounds, what really sets professionals apart are soft skills - and many of the most valued are precisely those nurtured in diverse environments. The key, therefore, is not to choose one or the other, but to demonstrate how they complement each other synergistically to generate exceptional results.

Let's take the example of a data analyst. Their hard skills are clear: Python, SQL, Tableau, machine learning. A traditional CV would list that and stop there. An inclusive and strategic curriculum goes further. It can