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.

	Podcast: What to do for a more diverse and inclusive Ecopetrol? Mónica Montoya, leader of the Program, and Joan Manuel Arévalo, volunteer, talk about leadership in this type of business process.
	Podcast: Disability is on the mind Francisco de Paula Gómez, physician and Health manager, talks with Shared Services Manager Andrés Pontón about new opportunities for people with disabilities.
	Podcast: Conversation on sexual diversity, on occasion of LGTBI Pride Day Alejandro Arango, vice president of Human Talent at Ecopetrol, and Felipe Cárdenas, president of the LGTBI + Chamber of Commerce of Colombia talk about inclusion and sexual diversity in companies and in the society.
	Podcast: Gender equality is also a men’s issue Carlos Andrés Tovar and Luis Carlos Núñez talk about gender equity in organizations and in the society. Everyone wins here.

#RelatosDiversos – Diverse Stories

Stories of people like us, with a teaching.

	International LGTBIQ Pride Day Guillermo Cabrera tells his story “without fear”
	International Day of Indigenous Peoples The story of Ruby Jojoa Jamioy, from the Katmensá de Sibundoy reservation
	International Day of Disability The experience of María B. Bucheli as a caregiver
	International Immigrant Day An Indian immigrant contributes his knowledge and experience to transform Colombia