In a critique of the corporate hiring practices in Brazil, particularly in São Paulo, the author, a British national, highlights the continued demand for fluent English as a job requirement. This expectation creates barriers for many potential candidates, particularly those from marginalized communities, notably Black Brazilians, who may not have had the same access to English language education. The author notes that while he is fluent in English, he recognizes that his skills do not translate to an actual need within the corporate environment, stating that English is often a requirement that is not utilized in everyday corporate operations.

The author contrasts the diversity present in London’s corporate scene with the homogeneity found in São Paulo's elite companies, where middle-class white men dominate professional roles, while Black individuals are relegated to lower-status positions such as security and cleaning. The insistence on English fluency further excludes capable individuals who might contribute significantly to the workforce but lack proficiency in the language. The façade of inclusion created by these requirements highlights systemic inequalities and suggests a need for a more equitable approach in hiring practices.

Ultimately, the article calls for a reevaluation of job requirements that disproportionately impact marginalized groups, advocating for hiring practices that value skills and contributions over language proficiency that is not relevant to the job. By removing such barriers, companies might not only diversify their workforce but also foster a more inclusive environment where diverse voices can thrive and be heard, challenging the status quo in Brazilian corporate culture.