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Labor Practices Commitment
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Labor Practices Commitment
Jun 4, 2026
Quantitative Compensation Metrics
Equal Pay and Remuneration Parity
Ecopetrol conducts rigorous, periodic assessments to monitor and address gender-based wage disparities, ensuring full alignment with the principles of pay equity, diversity, and non-discrimination established across local statutory regulations and the Group’s corporate governance frameworks. These assessments leverage data-driven methodologies to guarantee transparency, data integrity, and evidence-based human capital governance.
| Average salary (female) | Average salary (male) | Share | |
| Executive level (base salary only) | 893.547.600 | 1.113.351.468 | 0,8026 |
| Executive level (base salary + cash incentives) | 1.116.934.500 | 1.116.934.500 | 0,7541 |
| Management level (base salary only) | 503.394.230 | 507.579.222 | 0,9918 |
| Management level (base salary + cash incentives) | 585.814.031 | 592.625.717 | 0,9885 |
| Non-management level | 243.823.206 | 233.157.748 | 1,0457 |
In the most recent reporting period, the unadjusted gender pay gap stood at -2.78%, demonstrating that, on average, female remuneration slightly exceeds male compensation across the organization. This performance metric reflects the Group’s ongoing commitment to robust equal pay practices, structural alignment, and the institutionalization of equitable total rewards frameworks designed to mitigate demographic pay disparities across its global workforce.
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