Leadership that opens doors: Edvan’s journey from selling popsicles to leading operations in Brazil

Growing up in Salvador, in Brazil's northeastern state of Bahia, Edvan Cruz started working at a young age to help support his family. As a child, he sold popsicles on the beach, contributing what he could to the household he shared with his mother and brother.

"Sometimes we didn't have money for milk or bread," he recalls.

This experience helped him understand the importance of working hard and taking responsibility. He has taken these learnings with him throughout his career, which started more than two decades ago when he joined Bunge as an intern. The business was later acquired by Yara, where Edvan continued to build his career.

Today, Edvan is Regional Operations Director for Yara Brazil, leading a regional organization of approximately 400 people.

Overcoming prejudice

It has not always been easy. "As a Black man, my journey has also been marked by experiences of prejudice, some explicit and others more subtle," Edvan says.

He recalls an experience over 20 years ago, early in his career as an intern. His new manager, after learning they would be sharing the same office space, said it was not a good place for a Black man to work and suggested that jobs such as cleaning streets or bathrooms would be more appropriate.

"It was a very bad experience for me," Edvan says.

Despite experiences like this, he remained focused on his goals and continued to build his career.

Today, he sees a different workplace at Yara Brazil, while recognizing that inclusion is an ongoing journey. “Now it’s not common to see racism at Yara in Brazil. We have a safe environment when it comes to diversity and inclusion. When I speak with people at other companies in Brazil, they’re surprised to hear that we started our diversity and inclusion journey here already in 2017,” Edvan says.

Moving beyond words

Edvan explains that Yara Brazil’s diversity and inclusion journey is not just about having knowledge and understanding but also about having a good strategy and compliance process. “It’s not just words,” he says.

That work is particularly important in Brazil, where people who identify as Black or Brown make up more than 55% of the population. In the Northeast, where Edvan grew up, the proportion is even higher¹. Yet Black Brazilians continue to face barriers to education, employment and career progression, and remain underrepresented in senior leadership and decision-making positions.

This is where programs such as Yara’s Black Leader Development Program (BLDP), Black Talent Initiative (BTI) and Black Minds Program in Brazil have been crucial in raising awareness, creating connections, increasing visibility, and supporting the development of future Black leaders in Brazil.

Edvan himself participated in the early editions of the BLDP and the BTI. They helped him believe in himself. “It opened my mind to new horizons and made me think I can do more,” he says. Diverse role models also showed him what was possible.

“Representation plays an important role. When we see people with stories similar to ours occupying new spaces, it can expand our sense of what is possible,” he says.

Leadership that opens doors

Edvan's experience has also shaped his approach to leadership. "I did not get here alone," he says. "Throughout my career, people believed in me, saw my potential and opened doors for me."

Now, he wants to do the same for others. “The doors that were opened for me cannot end with me,” he says.

Edvan is giving back in various ways, including as executive sponsor of the Black Minds Program, a position he has had since the program was launched in 2024. “Edvan’s support and advocacy have been instrumental in opening doors and driving the program’s success,” says Athena Milani, Senior DEI Specialist at Yara Brazil.

Edvan believes leaders have a responsibility to identify potential, remove barriers, and create opportunities. "One question I believe leaders should ask themselves is: Who has talent but has not yet had the opportunity or visibility to demonstrate it?"

Opening doors, he says, does not mean lowering standards, but ensuring talent is not overlooked because of background, skin color, gender or other characteristics.

Looking ahead

What gives Edvan hope is the progress he has witnessed in conversations about diversity and inclusion, as well as the expectations new generations are bringing into the workplace.

There has been important progress, but he hopes to see greater representation of Black professionals in leadership and executive positions in the years ahead.

He believes lasting change can start with decisions that may seem small at the time.

"Every decision about development, exposure, succession or promotion may seem small, but it can change the trajectory of a person, and sometimes of an entire family," he says.

His own journey is an example of that. "Simply showing someone that you believe in them can change a story."

Sources:

1. DIEESE, 2025, based on IBGE PNAD Contínua, Q2 2025