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Diversity and Inclusion Program

Mar 24, 2021

We are inspired by the power of diversity. Our goal is to create an inclusive environment where we can feel that we all belong. We are committed to integrating diversity throughout our organization and its processes. These actions help us to build a better company that, as we say at Ecopetrol, is from everyone, for everyone”
 

Presidency of Ecopetrol

Diversity and Inclusion Program

Organizations need to evolve, grow and be a benchmark in the society we dream of. Ecopetrol Group is committed to giving value to diversity, welcoming differences and promoting the development of increasingly inclusive environments, where all people feel welcome, appreciated, treated with equity and respect, and in which they receive equal opportunities, so everyone can contribute with the best they have to offer.


For this reason, we have created the Diversity and Inclusion Program, recognizing the power of diversity in three key perspectives:

 

  • Talent: diversity and inclusion efforts allow us to create an emotionally safe work environment, free of discrimination, in which the well-being of people prevails contributing to their happiness. It also allows us to welcome all diverse talent who wish to contribute their energy in a company that is of All and for All.
  • The corporate responsibility: contributes to the promotion of respect for Human Rights and gives special respect to the principle of equality and non-discrimination. Therefore, we work to develop actions that contribute tangibly to the Sustainable Development Goals of the United Nations Organization and encourage us to be the energy that transforms Colombia and the territories where we operate. 
  • Business competitiveness: we recognize that diversity strengthens the innovation capacity of teams, which facilitates achieving the objectives to contribute to our country. Also helping us to work under the highest standards of Diversity, Equity and Inclusion, making us more competitive and sustainable. Someone who feels happiness in their work infects an organization. We get better!
     

We set an aspiration for DEI in our sustainability strategy:

“Be a more diverse and inclusive Business Group, that foster the potential of our employees, the innovation, and offer equal opportunities for everyone”.

Our objectives are:

  1. “More diverse Talent”: 40-70% of the candidates in the recruitment process must be people from underrepresented groups (Women, People with Disabilities, Ethnicities, Veterans, Victims of internal conflicts, Excombatants, First employment young people) in 2030.
  2. “An inclusive experience for all”: >= 90 pts, favorability on DEI experience of our stakeholders (employees, suppliers and community) in 2030
  3. “High standards on DEI to foster innovation and equal opportunities”: 4,5 GDIB, 90 pts. and progress in Ranking SOGI, WEPs, Par y and Equipares.

As Ecopetrol Group we are committed to promoting diversity and consolidating an inclusive work environment, fostering a collective awareness of the value of differences and the development of equitable working conditions. We recognize the value

Human Talent

  1. Work environment
  2. Commitment
  3. Closing talent gaps

Corporate Responsibility

  1. Human rights
  2. Sustainable Development Goals
  3. Approach with stakeholders

Business

  1. Innovation
  2. Productivity
  3. Corporate Standards

We design a management model

  1. Senior Management
  2. Policies and Guidelines
  3. Objectives and indicators
  4. Volunteers

Getting closer in the difference

  1. Training and awareness
  2. Communication

Articulate ourselves in action

  1. Processes, practices and behaviors
  2. Alliances

Ecopetrol develop a holistic approach to integrated Diversity, Equity and Inclusion (DEI) into our sustainability strategy, processes as well as to all of our seven stakeholder groups, especially employees, community and suppliers within our value chain. Our program is comprised of 5 components, which include the following: 1. Gender, 2. Disability, 3. Victims of Internal Conflict, Veterans and Excombatants, 4. Ethnicity and Other Social and Cultural Conditions, 5. Sexual Orientation and Gender Identity and Expression. All these falls within the Diversity Umbrella, which symbolizes the whole expression of ideas and diversity of thinking. We already have Sponsors of high management levels who support and promote the implementation of affirmative measures related with DEI, along with employees champions who volunteer to work with them on this purpose.

DEI Model


The program has a model developed to promote diversity and inclusion (D&I) with a comprehensive view, and is aimed at all our stakeholders, showing how we can contribute to the development of more empathetic, safer and happier social and emotional environments for all. The model has three components:

  •  Activating the conversation: we look for spaces and moments to “wear lenses of diversity” at all levels of the organization.
    •  Senior management: It is promoted and endorsed by the company’s Steering Committee; therefore, it is part of its agenda. We have six Sponsors, spokespersons for the senior management that make up the Executive Board of Diversity and Inclusion through which the program is promoted and whose progress is monitored.
    •  Policies and guidelines: We make our commitment visible in different policies and high-level normative documents that express our principles of action. This in turn represents the framework of actions that facilitate the coordination of other more tactical regulations of the organization.
    • Objectives and indicators: We have objectives and indicators in terms of D&I that respond to the challenges associated with the development of this organizational capacity.
    • Volunteers and other organizational areas: We promote the connection of volunteer Champions from different areas of the organization, who wish to contribute volunteer work to promote the initiatives and activities of the program, regardless of their position or type of connection.
  • Coming together amidst difference: We promote training, awareness and communication to have an informed conversation, transform stereotypes, break paradigms, prevent any form of discrimination and promote greater collaboration and understanding from a perspective that connects us as human beings and the empathy that this requires. We also mobilize communication that clearly expresses our principles of diversity to promote an empathetic and inclusive environment for all.
  • Coordinated into action: We develop partnerships with different organizations to promote an active diversity agenda, as we are sure that, united, we can go further. The very adoption of inclusion standards is the manner in which we ensure that diversity passes from intention to action, making adjustments to processes, practices and behaviors.

Corporate scope in the Ecopetrol Group

The Diversity, Equity and Inclusion program has been adopted in accordance with the corporate guidelines of Ecopetrol as Headquarters in the Group's subsidiaries.
 

 

Since 2018, we have advanced in our purpose of being a more diverse and inclusive Group with energy that drives the greatest potential of talent, innovation and creates opportunities for all.

Diversity and Inclusion is a lever that forms part of the Ecopetrol Group SusTECnibility strategy of its strategic vision to 2040, called "Energy that Transforms", as a differentiating element whose main objective is "To be an increasingly diverse and inclusive group that promotes the greatest potential of talent, innovation and creates opportunities for all, where diversity is valued, differences are welcomed, equal opportunities are received and people feel welcome, valued and treated with fairness and respect. Likewise, contribute to sustainability by generating a positive social impact in the relationship with the environment and the Stakeholders”. The ability to be an increasingly diverse, equitable and inclusive group will allow us to understand and address the perspectives of all our stakeholders from diversity and promote efforts towards greater equity and inclusion.

The program has a model developed to promote diversity and inclusion (D&I) with a comprehensive view, and is aimed at all our stakeholders, showing how we can contribute to the development of more empathetic, safer and happier social and emotional environments for all. The model has three components:

  • Activating the conversation: we look for spaces and moments to “wear lenses of diversity” at all levels of the organization.
    • Senior management: It is promoted and endorsed by the company’s Steering Committee; therefore it is part of its agenda. We have six Sponsors, spokespersons for the senior management that make up the Executive Board of Diversity and Inclusion through which the program is promoted and whose progress is monitored.
    • Policies and guidelines: We make our commitment visible in different policies and high-level normative documents that express our principles of action. This in turn represents the framework of actions that facilitate the coordination of other more tactical regulations of the organization.
    • Objectives and indicators: We have objectives and indicators in terms of D&I that respond to the challenges associated with the development of this organizational capacity.
    • Volunteers and other organizational areas: We promote the connection of volunteer Champions from different areas of the organization, who wish to contribute volunteer work to promote the initiatives and activities of the program, regardless of their position or type of connection.
  • Coming together amidst difference: We promote training, awareness and communication to have an informed conversation, transform stereotypes, break paradigms, prevent any form of discrimination and promote greater collaboration and understanding from a perspective that connects us as human beings and the empathy that this requires. We also mobilize communication that clearly expresses our principles of diversity to promote an empathetic and inclusive environment for all.
  • Coordinated into action: We develop partnerships with different organizations to promote an active diversity agenda, as we are sure that, united, we can go further. The very adoption of inclusion standards is the manner in which we ensure that diversity passes from intention to action, making adjustments to processes, practices and behaviors.

Ecopetrol Group is committed to the promotion of diversity and the consolidation of an inclusive workspace, fostering awareness as to the value of differences and the development of equal working conditions.

 

We acknowledge value

Human talent

  • Working environment
  • Commitment
  • Bridging gaps
  • Talent

Corporate Responsibility

  • Human rights
  • SDGs
  • Engagement with IGs

Entrepreneurship

  • Innovation
  • Productivity
  • Corporate Standards

We design a management model

Activating the conversation

  • Senior management
  • Policies and guidelines
  • Objectives and indicators
  • Volunteers

Coming together amidst difference

  • Education and awareness
  • Communication

Coordinated into action:

  • Processes, practices and behaviors
  • Partnerships

 

Five working dimensions

Gender

  • Participation in leadership and core positions
  • Life family balance
  • GBV prevention

Disability

  • Inclusive working environs
  • Family care
  • Evolving from integration to inclusion contexts

Victims, ex-combatants and Law Enforcement veterans

  • Economic, social and cultural inclusion
  • Equal opportunities

Ethnicity, background and sociocultural conditions

  • Promotion of cultural diversity
  • Equal opportunities and entrepreneurship

 

Sexual Orientation

  • Education and awareness
  • Prejudice and discrimination-free environs
  • Equal opportunities

Inclusive Culture

  • 6 senior management sponsors
  • 220+ volunteer champions
  • 28 partnerships
  • 30 initiatives – of which 20 ongoing
  • 5,300 participations at activities

Diversity and Inclusion Guide

In this document we share our reasons, principles of action, commitments and directives to give value to diversity in Ecopetrol and the Corporate Group, to embrace differences and to promote the development of increasingly inclusive environments, where everyone feels welcome, appreciated, treated with fairness and respect, and in which equal opportunities are given everybody can contribute the best of themselves.

Inclusive Language and Communication Guide

We want all people to feel included and treated with fairness and respect. For this reason Ecopetrol Group promotes Diversity and Inclusion as a competitive skill that fosters sustainable development. Transformation, language and communication are enhancers that contribute to changing words, narratives and actions that transform the reality of our environments.

 

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