Web Content Viewer
Actions
Diversity and Inclusion Program
May 27, 2025
By human richness we understand our essence as a company. It is an invitation to value diversity, recognize equity, promote inclusion and embrace belonging, so that all people feel safe and can express their authenticity. Human Richness is what we are and what characterizes each person in the Ecopetrol Group. It's understanding all the diversity and making necessary adjustments so that all people can participate.
The Human Richness Strategy is framed in a Human Rights and business approach, which seeks the participation and full development of all people throughout the organization's value chain. It is also part of the human development approach, leveraged in the Organizational Talent Strategy, which seeks to enhance the work skills of all the people who are part of the organization.
Photo Footer Ecopetrol Weaves Diversity. Delivery of the loom (canvas, work of art), built between the workers of the Ecopetrol Group and the women weavers of Mampuján. Bogotá, May 21, 2024.
It incorporates a territorial approach that invites the decentralization of conversations and practices and thus initiates the necessary actions for an on-site relationship with the communities, respecting their practices, traditions, and worldviews. In addition, we leverage an intersectional perspective, which makes it possible to identify that inclusion/exclusion varies when multiple markers of difference are intersected by gender identity, sexual orientation, ethnicity, disability, age, nationality, among others.
Our Goal
To live and incorporate diversity, equity, inclusion and belonging into the culture of the Ecopetrol Group, through products and services that allow territorial dialogue, safe environments for all people and the generation of alliances with actors that value human richness.
Our Commitment
-
To contribute to the inclusive and equitable development of the territories.
-
Incorporate an intercultural perspective that respects gender and sexual diversity, adaptable to people with disabilities, and an intersectional perspective that understands the multiple forms of inclusion and exclusion from diversities.
-
Build with and for all people a clear, simple and coherent but rigorous language.
-
Generate a close and strategic relationship with the companies of the Ecopetrol Group, through the creation of work networks and synergies.
-
Create collaborative networks with other sectors and other organizations (private sector, governments, civil society organizations, academia, international cooperation, and the media).
-
To provide spaces and practices so that people can be authentic and work in a psychologically and emotionally safe place.
Our Model
Under the need to change perceptions and behaviors that allow DEI&P practices to be embraced, a model of perceptual change is proposed at five levels:
I understand it: people have the ability to understand concepts, but also the importance of human richness from an integral perspective.
I embrace it: people are able to embrace and enjoy human richness and are convinced that it is a way to contribute to an organization and a more equitable and inclusive world for all, as part of their processes, their professional lives and their development.
I apply it: people incorporate tools with the focus of human richness in their work.
I multiply it: people become leaders of human richness; they acquire a sense of belonging to the organization, its cultural statements and values; and they multiply the message of respect at all levels.
Strategic Lines
-
Focus on human richness in the territories: all programs, initiatives, projects, among others, must be designed in accordance with the needs and particularities of the territories and, therefore, in line with Ecopetrol's Cultural Declaration and the Integrated Territory Management Strategy.
-
Pedagogy at the forefront: seeks to provide practical, innovative and scalable tools to different stakeholders, through face-to-face and online training and pedagogy, communications campaigns with a pedagogical approach, strategies for the prevention of gender-based violence, among others.
-
Reasonable accommodations for human richness: they promote the adaptation of cultural (behaviors) and physical infrastructure so that all people can participate. It includes modifications made to policies, processes, procedures, and formats that materialize inclusion and equity, as well as adaptations to physical infrastructure that allow accessibility for all people.
-
Strategic, sensitive and empathetic relationship: it manages to build real actions and work hand in hand with all our stakeholders, with special emphasis on the companies of the Ecopetrol Group and diverse communities, participation in workspaces and relationships with public and private organizations, academia, media, civil society organizations, among others.
Note: The following information goes in the accordion menu
-
Ethnic: promotes the recognition of ethnic diversity, its practices, traditions, as well as its needs. This approach includes the different indigenous peoples, Afro-Colombian, black, Raizal, Palenquera communities, the Roma gypsy people and migrant populations.
-
Gender: promotes inclusion and equity practices aimed at the well-being and participation of women and LGBTIQ+ people in the organization's different initiatives, as well as the gender challenges faced by men.
-
Generations: promotes the participation of young people in productive stages and older adults in the different processes of the organization.
-
Disability and care practices: promotes and recognizes the different types of disability (Physical, Auditory, Visual, Deafblindness, Intellectual, Psychosocial (mental) and Multiple), as well as the role of caregivers and the adjustments that must be made to ensure their effective participation.
-
Reconciliation: promotes the real and mindless inclusion of victims, ex-combatants and people retired from the security forces.
-
Sociocultural groups: promotes practices of participation and equality for people with diverse ways of thinking, educational levels, socioeconomic levels, religion, or other sociocultural characteristic that enriches conversations about diversity.
If we fully incorporate the principles of diversity, equity, inclusion and belonging in our organization, we will be able to contribute to a Just Energy Transition that is respectful of communities. Also, this respect will have a positive impact on the people who work in our organization, contractors, suppliers and the entire value chain, since good DEI&P practices give results in terms of competitiveness, productivity and innovation. Therefore, we believe that if we promote inclusion at all levels, value diversity, and promote equity to achieve organizational results, people will increase their sense of belonging and give value to the Ecopetrol Group's principles and goals.
The tactics are part of the work plan and are presented according to the four lines of action mentioned. These will impact the different businesses and areas of the organization according to their need and are divided into four:
- Communication: making practices, success stories and experiences of human richness visible to serve as inspiration.
- Pedagogy: design training and updating actions on human richness for interest groups.
- Adaptation: adapting and updating existing processes and concepts.
- Relationship: creating networks, alliances and relationships with organizations of interest to the Group.
These tactics must be appropriate and incorporated throughout the development process of a Human Richness product or service.
Human Richness Policy
Inclusive Language and Communication Guide
Manifesto of diversity in the expression of style and costumes
