This research emerged in 2017, from a post on the LinkedIn social network in Brazil, made by a white businessman denouncing the racist attitude of a recruiter who refused to interview a competent candidate – 32 years old, graduated in IT, fluent in English and post graduated in the U.S. – claiming I don’t interview Black people. This post generated more than half a million views and raised the question: what s the point of black people qualifying if companies aren t qualified to receive them on account of racism? With an interpretative qualitative orientation, with particular interest in its social aspect, this study aimed to investigate corporate racism, through the analysis of the narratives of three white CEOs (Chief Executive Officers) who engaged in movements for Diversity and Inclusion and, more specifically, in anti-racist movements, as well as the narratives of black consultants and a representative of the Black Movement who, at the invitation of those business people, accompanied these initiatives. These discursive events were transcribed and analyzed in order to understand which beliefs and ideologies of whiteness and blackness are in conflict in the corporate environment, how these CEOs build their engagement in anti-racist movements and how thesenarratives of engagement, defense and action for racial inclusion in companies emerge, support and strengthen (or not) these anti-racist movements. These narrative analyses were carried out based on the methodology of triple lamination of observation, with the first slide observing the structure of the narrative, the second, the interactions between the participants in the discursive event and the third, the socio-historical conditions that permeate the discourse and its relations and possible tensions between the micro and macro spheres. These slides showed analytical categories that stood out in the speeches of most interviewees, such as the turning point (or the moment when they decided to join the movement), the choice of self-praising metaphors, the narrative performancethat emerge from their life stories, the interactional asymmetry that makes black consultants feel inhibited in front of white CEOs and finally, clashes between the macro spheres, such as the law that criminalizes racism in Brazilian society and micro, corporate racism, which prevents the entry of black professionals into companies. Considering it is an unusual strategy of resistance to racism, historically carried out by the Black Movement in Brazil, the analysis of the narratives of adhesion of white, rich and hegemonic CEOs to movements pro-Diversity and Inclusion, particularly racial, suggests that their motivation to this engagement can come both from the heart and their non-acceptance of unsustainable racial inequality, as well as from the financial advantages resulting from this same diversity and inclusion in their companies. Although the end of racism, which has lasted for five centuries in our society, cannot yet be seen, it is concluded that any pro-change movement is welcome, as it will allow the rise of a generation of black people who, until now, even with academic and professional qualification, has been discriminated against and kept out of the job market or in a situation of underemployment.