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Prevention of discrimination, sexual and workplace harassment

Apr 3, 2023

Message from the presidency:

“After a collective work, the Board of Directors of Ecopetrol, the President, the Committee Executive and employees of the Ecopetrol Group, we declare that the higher purpose that inspires us is “To be Energy that Transforms Colombia”; we also declare that culture is what we are, and together we determine its principles.

To be consistent with these statements and live our transformative culture, we must always act under the expected behavior parameters set forth in this Code and thus act with integrity, committed to life, in a responsible manner and with respect.

With the aim of strengthening what we believe in and that unites us, we update our Code of Ethics and Conduct, incorporating the express and absolute rejection of Ecopetrol and its Business Group against behaviors such as sexual harassment and discrimination -in any of its demonstrations. In this context, reference is made to the policy of inclusion and diversity, a fundamental aspect to promote tolerance, respect for difference and healthy coexistence.”

 

Regulatory framework for the rejection of discrimination, sexual and workplace harassment:

1. Ethics and Conduct Code Code (3.2.1 ISDJ - Public policies against discrimination and harassment in the whole group):

The Ethics and Conduct Code is a compendium of rules that define the standards of behavior expected by the organization, which guide the actions of Ecopetrol S.A., the companies that make up the Group, and of all the recipients of the Code, pursuant to the ethical principles of integrity, responsibility, respect, and commitment to life.

It contains a conduct guide for compliance with ethical principles, real situations, warning signs and frequently asked questions to achieve a better understanding and internalization of the Ecopetrol Group's ethical principles. The Code is addressed to the members of boards of directors and workers of Ecopetrol S.A. and its group, all natural or legal persons that have any relationship with it, including beneficiaries, shareholders, contractors, suppliers, agents, partners, customers, allies, bidders, as well as the personnel and firms that the contractors link for the execution of the agreed activities.

Consult here.

The Code makes explicit the expected behaviors regarding respect and Rejects any form of discrimination (3.2.1. ISDJ Zero Tolerance Discrimination Policy):

Based on the value of Respect enshrined in our Code of Ethics, which highlights the ability to accept and recognize differences with other people. Based on this principle, human, fundamental and social rights are protected, seeking to recognize others without distinction of sex, orientation, race, national or family origin, language, religion, political or philosophical opinion, disability status, economic condition, physiognomy, genetic characteristics, educational level, socio-cultural characteristics, difference of thought, expression, teh way we are, or any other situation that goes against the Diversity and Inclusion Policy adopted by Ecopetrol. By virtue of this principle, we act in a cordial manner, without discrimination or mistreatment or attacking others, not running down on others, nor harming the image of the people or the Company.

RESPECT. I act with respect when:

  • I do not discriminate or harass my colleagues for being of different sex, orientation, race, national or family origin, language, gender, religion, political or philosophical opinion, disability situation, economic condition, physiognomy, genetic characteristics, educational level, characteristic socio-cultural, difference of thought, expression, way of being or any other situation that goes against the diversity and inclusion policy adopted by Ecopetrol. I respect and enforce differences.
  • I reject any act of sexual harassment at work.
  • I promote equality among my colleagues.
  • I neither attack nor make fun of people with whom I relate, and I maintain courteous relations. I do not refer to other people using derogatory or offensive words.
  • I avoid publishing by any means false or inaccurate information, or performing any action of disrespect or defamation that may affect the image of Ecopetrol, its employees, other people or companies who have a relationship with the company and the group, which may harm their reputation or investors' confidence.
  • I accept differences of opinion and encourage the discussion of ideas that promote better practices to perform company activities.
  • I treat everyone with respect regardless of their status or position in the company.
  • I recognize that as a worker or party related to Ecopetrol, I represent it at all times, and that is why my behavior is appropriate and respectful at work and in my engagement with the society.
  • I recognize and do not violate intellectual property and copyrights.
  • I reject unfair competition and, therefore, I abstain from making judgments, disqualifying or making negative comments that may affect other companies.
  • By no means I perform, disclose or publish offenses or threats against the company or its workers.
  • I maintain courteous, cordial relations with my colleagues, clients, suppliers and with all people at large.
  • Neither my family, nor I, use my position as employee of Ecopetrol as a mechanism to demand preferences or special treatment, different than that conferred to other citizens, nor do we mistreat the people with whom we interact or from whom we receive the benefits of Ecopetrol.
  • I respect the time of others, and arrive on time to appointments, interviews and work meetings.
  • I acknowledge and accept the habits, traditions and customs of the communities with which I interact.
  • I promote a cordial and positive environment, expressing my disagreement with responsibility and respect. I care about the improvement of interpersonal communication and working climate.

The Code also requires all recipients to act with social responsibility, respect for Human Rights and to reject any form of discrimination. In particular, the principles of respect and commitment to life require the company to guarantee the defense and promotion of human rights, to prevent discrimination, and to comply with HSE standards. Further, this Code requires compliance with the law, which means that the company is committed to following applicable local and international standards regarding fair working practices and human rights, including prohibitions on forced or child labor. In this regard, Ecopetrol has voluntarily subscribed to the United Nations Global Compact, an initiative that promotes the commitment of the private sector, the public sector, and the civil society, to align their strategies and operations with ten universally accepted principles in four thematic areas: human rights, labor standards, environment, and anti-corruption. The Global Compact is considered a framework for action that facilitates the social legitimation of business and markets.  The adhereing organizations share the conviction that business practices, based on universal principles, contribute to the generation of a more stable, equitable, inclusive market, which fosters more prosperous societies.

In turn, the code of ethics highlights the rejection of any form of Sexual Harassment (3.2.1 ISDJ Explicit statement prohibiting harassment - Sexual harassment)

What is sexual harassment? This is undesired conduct of a sexual nature in the workplace that makes the person feel offended, humiliated and/or intimidated.

HOW IS SEXUAL HARASSMENT EVIDENCED? It can show up in behaviors such as: 

• Work related or personal pressure, coercion, or blackmail;

• Hostile work environment;

 • Attitudes that can be physical such as touching, unnecessary approaches, forcing intimate actions, or giving non-consensual kisses, among others. 

• Verbal conduct, in writing, or in digital media, through sexual comments, gestures with sexual connotation, inappropriate messages or notes, sharing pornographic material, etc.

At the Ecopetrol Group, we expect our entire human team to behave in accordance with the values set forth in our Code of Ethics and the principles described in our cultural performance model, highlighting for this purpose, the principle of “We listen with Respect and Speak Clearly; We Lead based on Diversity and Inclusion.”

 

2. Human Rights and Diversity Equity and Inclusion Policies:

Further to the Code of Ethics, the organization has formulated two policies based on which programs and initiatives are developed seeking to favor work environments and relationships with all our Stakeholders that ensure respect and promotion of Human Rights and Diversity and Inclusion: 

Diversity and Inclusion Policy

Human Rights Policy

 

3. Law 1010 of 2006 on workplace harassment, and Guide to the Working Coexistence Committee  (3.2.1 ISDJ Explicit statement prohibiting harassment - non-sexual harassment)

With Law 1010 of 2006, the Colombian State seeks to protect labor relations from situations against human dignity, which framework of action is both inside and outside the company. Our role as an organization includes reporting, preventing, and correcting any form of outrage. At Ecopetrol, we have established the Working Coexistence Committee, which is intended to generate agreements between the parties in conflict within the context of labor relations. When said agreements are not reached, the cases are remitted to other instances that are in charge of sanctions, such as labor judges or the Attorney General's Office, as applicable.

The Working Coexistence Committee of Ecopetrol S.A. promotes Respect, Impartiality, Tolerance, Serenity, Dialogue, and Reonciliation, aimed at improving Working Coexistence in an environment of Confidentiality. Under this framework, agreed improvement plans are built, monitored, and cases are closed with the aim of forging human relationships of mutual benefit.

The organization rejects any form of workplace harassment, in accordance with the regulatory framework of the country of operation. In the case of Colombia, in accordance with Law 1010 of 2006, the following forms of workplace harassment are considered:

Mistreatment at work: Any act of violence against the physical or moral integrity, physical or sexual freedom and property of any employee or worker. Physical, verbal, or moral abuse are part of this group.

Verbal abuse: Any offensive or outrageous verbal expression that harms the moral integrity or privacy rights and the good name of those who participate in a working relationship, or any behaviour aimed at undermining the self-esteem and dignity of those who are part of a working relationship. 

Persecution at work:   Any conduct whose arbitrariness characteristics evidence the intention of inducing the resignation of the employee or worker, through disqualification, excessive work burden, and permanent changes of schedule that can lead to demotivation at work.

Discrimination at work:  Any differential treatment on the grounds of race, gender, national or family origin, religious belief, political preference, or social situation or that is not reasonable at all from a labor perspective. 

Work obstruction: Any action seeking to obstruct work performance or make it more burdensome or retard timing by injuring the worker or employee. 

Inequality at work.  It refers to the assignment of functions to the detriment of the worker. 

Lack of labor protection. Any conduct likely to undermine the integrity and safety of the worker through orders or functions without complying with the minimum requirements for the workers' protection and safety. 

Preventive management measures and action against discrimination and sexual harassment

Prevention

  1. Training for all employees on discrimination and harassment in the workplace and other stakeholders (3.2.1. ISDJ  Training for all employees on discrimination and harassment in the workplace)

Ecopetrol annually conducts training on the prevention of discrimination, sexual harassment, workplace harassment, gender-based violence, among other topics that reinforce the prevention of discrimination and harassment in the workplace.  

 

Training on discrimination and harassment

# Total participants Stakeholders

2019

33,225

2020

36,135

2021

49,039

2022

91.629

 

Training

2019

# participants

Ethics and Compliance

Employees

Ethical and compliance issues

437

Ethical Mentors

66

Sexual harassment, corruption, conflicts of interest, among others

1.591

Sexual Harassment, ML/TF, Transnational Bribery, Transparency

4.956

Radionovela “Agapito” about sexual harassment

3.430

Sexual Harassment in the Work Environment (toolkit of the Equity and Gender Committee)

10.000

Senior Management

Towards a Higher Ethic

128

Suppliers, contractors and partners

Code of Ethics and Conduct

1.477

Community

Code of Ethics for children

6.365

Ethics and transparency (Pact for transparency)

Committee of coexistence

Employees

Workplace harassment - Coexistence and regulations committee (Law 1010 of 2006 and disclosure of preventive actions)

1.091

Diversity and inclusion

Employees

Female Leadership: Assertive Communication and Negotiation

3.684

Gender Equality Workshops

General Human Rights

Human Rights - social protest and relationship with human rights defenders

Security and Human Rights Gender

Asserting Yourself: Tools to Prevent Sexual Harassment

Talk e+ Sexual harassment in the workplace

GE Talk on GBV Prevention - Natalia Ponce

Lecture "Eliminating Taboo" - Brigitte Baptiste

Gender panel and victims of the ICP conflict

Gender Parity Initiative

MinMinas Women's Day Convention Center Forum

Meeting Prevention GBV Jineth Bedoya - Presidency

Toolkit tools for gender equality

Territorial workshops on gender equity MinMinas

Medellin Equipares Business Meeting

SPE Women Awards meeting

ANDI Workshops Gender Committee

Meetings Community Gender ECP

Aequales Community Workshops

Forum MinMinas principles of the Sector

Gender equity forum in digital transformation

Gathering of ethnic women

1st meeting of the gender community

2nd meeting of the gender community

Human Rights Diploma - Module let's talk about gender equality

Talk D&I security team - Gender Category

Baker Huges Panel - Let's talk about gender equality

SPE panel - Let's talk about gender equity

Colombian Women's Forum - Women who Inspire (CENIT)

Gender diversity Cupiagua

Raising awareness of gender and sexual violence in the workplace

Women's Forum - Leadership in the hydrocarbon sector GE

Family Life Balance Activities - Life Balance Program

Gender equity policy in the mining and energy sector

Training

2020

# participants

Ethics and Compliance

Employees

Ethics and Compliance

1.702

Sexual harassment

1.145

The new reality with ethics and commitment to life

1.863

domestic violence

475

Training on ethical issues

1.421

Ethical Mentors

Internal control

Dissemination of newsletters and pieces of communication on the Code of Ethics and Conduct, Compliance Program

266.370

Prevention in times of crisis - COVID19

Board of Directors and Senior Management

Training on compliance issues, and on risks and controls by Shearman & Sterling, Transparency for Colombia and Deloitte & Touche.

157

Ethical Moments in the Steering Committee

Suppliers, contractors and partners

Virtual Ethics and Compliance Course

8.887

Code of Ethics and Conduct, and the Compliance Program

Ecopetrol ethical principles and guidelines

Compliance Program in Times of Crisis

“Ethics and Compliance Kit”

10.808

Community

Code of Ethics and Conduct and Compliance Program

582

Committee of coexistence

Employees

Workplace harassment - Coexistence and regulations committee (Law 1010 of 2006 and disclosure of preventive actions)

1.276

Human rights

Employees

Human Rights as a pillar of sustainability

1800

Employees and contractors

Voluntary Principles on Security and Human Rights

635

ethnic issues

Environment and Land Rights

Sustainable Development Goals

Prevention of sexual exploitation of children and adolescents

Prevention of sexual harassment

Right to social protest

Diversity and inclusion

Employees

Female Leadership Program

8.776

Basic Gender Violence Prevention Certification

Advanced gender-based violence prevention certification

2nd Annual Best Practices in Diversity & Inclusion

SOGI certification

ABC Gender

GE Women's Day Talk - Jineth Bedoya

Virtual coffee for equity

1st meeting of the gender community

2nd meeting of the gender community

Workplace and Sexual Harassment Workshop Coexistence Committee

Forum Women Vice Presidency of the Republic

Launch Women O&G

Women Accelerating Development

Jineth Bedoya Women's Day (e+ connection and face-to-face)

Let's talk with gender equity for allies COCIER

Let's talk with gender equality for allies surveillance

Let's Talk Gender Equity for Allies Society of Petroleum Engineers SPE North East

Let's talk with gender equity for allies Trade Union Organizations of Ecopetrol Sindispetrol

ACP Forum Forum of the economic report on challenges and opportunities for the promotion of gender equity in the hydrocarbon sector in Colombia

Gender equity coffees with leaders

Forum International Day for Pay Equity

Pending Challenges in Gender Equity: How do we face the Salary Gap?

IDB Virtual Focus Group: Men as Allies of Gender Equality in Latin America and the Caribbean - SEPTEMBER 18

Trends gender equality extractive industry

Ethical moment prevention of domestic violence

Gender ABC talk with the Ministry of Mines and UNDP.

Hembrujas theater play

Training Equipares Coexistence Committee and VCU

Female Leadership Webinar

ANDI gender committee workshops

Meetings Community Gender ECP

Aequales community workshops

3rd meeting of the gender community

SPE panel - Let's talk about gender equity

Podcast "Gender equity is also a thing for men"

Contractors

Let's talk about gender equity Baker Hughes

76

Comunidad

Meeting She is an astronaut

162

Family co-responsibility talk

Let's talk with gender equity for allies Universidad del Valle

Training

2021

# participants

Ethics and Compliance

Employees

Course on the new Code of Ethics and Conduct

7.220

fight against bribery

5.874

Prevention of money laundering and financing of terrorism;

free competition

Risk management and culture

Fraud prevention

domestic violence

sexual harassment at work

Foreign Corrupt Practices Act

sexual harassment

488

Gender equality

332

Ethical mentors addressing issues such as updating the Code of Ethics and Conduct, Sexual Harassment, among others.

2.538

Board of Directors and Senior Management

Training on compliance issues, and on risks and controls by Shearman & Sterling, Transparency for Colombia and Deloitte & Touche.

120

Ethical Moments in the Steering Committee

Suppliers, contractors and partners

Virtual Ethics and Compliance Course

100%

Communication pieces on: transparency, sexual harassment, Code of Ethics, among others

100%

“Ethics and Compliance Kit”

100%

Community

Code of ethics and conduct

358

Prevention of Sexual Harassment, in collaboration with the ICBF

127

Committee of coexistence

Employees

Employees Labor harassment and coexistence committee

1.827

Human Rights

Employees

Training in human rights policies or procedures

9.062

Human Rights and Business

7.450

Risk due to the presence of antipersonnel mines in areas of operation

800

PQR mechanisms attentive to human rights

100

Diversity and inclusion

Employees

The power of diversity

12.678

Inclusive care for diverse clients and users

GestionArte – Woman with Equity glasses

ArtManagement – ​​Man

Unconscious biases with gender equity lenses

Emotional technology for diversity and inclusion

ABC of Gender A journey that lays the foundations for an informed conversation

Training in Addressing Gender-Based Violence (GBV) - Basic

Empathy and respect, conditions to achieve balance in daily life

Women's Day

Men's day a new look at masculinity

Protection of children and adolescents in digital environments.

How to deactivate fear and fill us with confidence in the workplace

Family Co-responsibility

Habits to achieve personal and work balance

How to recognize and prevent domestic violence

Ecopetrol rejects sexual harassment

Virtual Forum The role of World Trade in promoting Gender Equality”

Forum M Woman

Webinar Role of Men in Gender Equality

Berlin gender equity panel

SPE - Gender Equality Forum

Launch of the book of good gender practices

1st gas gender equity discussion

What is meant by female leadership?

Origin of Female Leadership

Gender equity not only benefits women, but also men.

Main challenges of Female Leadership

Beyond Gender. How to empower your diversity, equity and inclusion committee

Overview of Female Leadership

Labor discrimination or employment to LGBTI

Gender equity not only benefits women, but also men

Let's talk about diverse families and their experiences

Identity - Orientation - Sex - Expression

How are microaggressions managed?

Female leadership: enhance your skills and drive change

Community

Meetings she is an astronaut - Puerto Wilches Day of girls and women in science

65

Women Energy Program that transforms Puerto López

Training

2022

# Participants

Ethics and Compliance 

Employees, Suppliers, contractors, partners and community

Code of Ethics and Ethical principles, respect, rejection of discrimination, respect and microaggressions and rejection of sexual harassment.

3.008

Ethical Tour - challenges

13.500

Talk e+ How to identify and prevent violence at home?

1.500

Learn how to identify and prevent sexual violence

671

Human Rights

Employees, Suppliers, contractors, partners and community

Ecopetrol on HR & Business

8.600

HR Streaming Talks.

1.127

Focus groups (2) Vice Presidencies review of HR strategy and understand opportunities for improvement.

 

Risk due to presence of antipersonnel mines in areas of operation

250

Human rights self-diagnosis of Guías Colombia's supply chain.

 

Due diligence on human rights, respect for social leaders and commitment to respect human rights in the company.

3.410

Communication pieces on human rights to 100% of the partners.

 

Regional supplier summits (Cartagena and Orinoquía) on human rights.

350

Diversity and Inclusion 

Employees, Suppliers, contractors, and partners

Diversity and Inclusion VAS

59.013

Inclusive education and disability I

Inclusive education and disability II

DEI Workshop Rubiales Expedition

Women's Workshop Rubiales Expedition

DEI Expedition DINA Workshop

Women's Workshop DINA Expedition

Diversity and inclusion

Unconscious biases

Flexible thinking

Multiculturalism

Inclusive communication and language

Inclusive leadership

Gender

Violence, discrimination and harassment

Co-responsibility

Disability

SOGI

Ethnic groups

Reconciliation

Month of Generosity International Women's Day

Diversity Inclusion Business Innovation

"Being LGBTQ+ in Colombia".

Living life without fear, this is my story

Flexible thinking

Camilo Castellanos, a champion without barriers.

Slow down the intensity of your days and make the most of your time

Women's Leadership VTH

How to identify and prevent domestic violence

I take care of my mental health because I want to be well

Don't be silent in the face of sexual violence

March: GENDERism month, let's put an end to any form of discrimination!

Today we highlight the leadership and transforming energy of the women of the Ecopetrol Group.

Facts about gender equality

How should I dress when I go back to work?

Recognizing the men of the Ecopetrol Group

"Diversity opens paths", we talk to Brigitte Baptiste on International Transgender Awareness Day

DEI Rubiales Expedition

DEI Piedemonte Expedition

Dina Field DEI Expedition

She Is Cartagena 2022

DEI Assistants Meeting

Biases Contractor

Gender violence and discrimination

How to be the wonder woman and not fail in the attempt

Gender Equity Arpel Peru

SPE Gender Equity Event

Forum M

WEF Forum

Iberoamerica Forum Includes Uruguay

Andesco Forum on Disability

Mariposas Violeta Cineforo

Reconciliation Meeting

Talk Without Fear – Champion DEI

ABC LGBTI Orinoquia – Champion DEI

DEI SOGI Meeting

Johnson Best in class event

Wetrade Inclusive entrepreneurship – Champion DEI

Summits 2022

Entrepreneurship with Energy School

Supplier IN School

Community

Women Energy that Transforms Colombia Firefighter Corps Program

200

“Sicuani” Women

Meet and Talk – Champion DEI

You Can Be

In 2022, we designed a gamification strategy called Ethical Tour, which allowed us to reinforce these issues in a novel way and was well received by the public, since it had a version for employees of the corporate group and for suppliers. It should be noted that a tripartite work was carried out involving Human Rights, VCU and Diversity, Equity and Inclusion, achieving a comprehensive approach to the issues.

  1. Available reporting channels and comprehensive care protocols

a. Channels available for reporting discrimination or sexual harassment:

  • Ethics line: https://lineaetica.ecopetrol.com.co
  • International Line (International Prefix free of charge) 018009121013
  • National Line in Bogotá 3103158600 extension 43900
  • Ethics and Compliance Office, 3103158600 Extension 59052 hours of operation Tuesday and Friday from 8 am. to 12 m

All complaints received are analyzed in accordance with the Ethical Issues Management Procedure (VEI-P-001), based on the principles of the Code and other applicable standards, as the case may be. This channel is corporate and operated by an independent international company, providing total transparency in the process. This system guarantees:
 

  1. Availability all year round, 24 hours a day, 7 days a week;
  2. Reports in Spanish, English and Portuguese;
  3. File anonymous reports;
  4. Confidentiality of information, in accordance with applicable international regulations.
     

Remember that it is essential that, if you know or suspect a situation involving a person linked to Ecopetrol or any recipient of the Ecopetrol Code of Ethics and Conduct (described above) that leads to non-compliance with these behaviors set forth in the code of ethics, it is a duty to report the fact in the channels provided.


Get to know the Gender Violence Prevention Kit.

 

 b. Health Care Channels:


National Toll-Free Line / Medical Guidance Line: 018000915556. It is open 24 hours a day, 7 days a week. New Covid-19 hotline: 018000 423894, Serves seven days a week, from 6:00 a.m. to 10:00 p.m.Friendly line:018000918418, from cell phone 3103158600. 
Network of providers:  https://emassalud.ecopetrol.com.co/directory
Central Reference: For health providers, to the mailbox centraldereferencia@ecopetrol.com.co, national hotline  01 8000 91 84 18  options 3, 2, 5,  or to the 3103158600 or to the national toll-free line 01 8000 915 556Health Chat

 

 c. Channels available for complaints of workplace harassment:


To go to the Committee of Labor Coexistence, the case must be sent, with the respective evidence, to the mail comitedeconvivencia@ecopetrol.com.co this being the only channel of attention to complaints of workplace harassment, where the reasons for the disagreement must be exposed and accrediting the evidence for the case.


Know the Protocol of denunciation and integral attention in situations of Labor Harassment

 

 

  1.  Knowledge of reporting channels

Assessment results on the level of knowledge of people about:

Knowledge Measurement

2020

2021

2022

Ethics hotline (Commitment to Transparency Survey)

99.6%

99.6%

99.5%

Human Rights Policy

-

97%

99.8(

D&I Policy (Looking in the Mirror Survey)

92%

92%

  1. Reporting of cases and corrective measures in cases of discrimination or harassment (3.2.1. ISDJ Number of incidents of discrimination and harassment reviewed y Corrective or disciplinary actions taken in case of discriminatory behavior or harassment).

Sexual harassment

Category

# cases

2019

2020

2021

2022

Reported

8

9

6

5

Closed as uncorroborated

7

6

1

1

Closed as Corroborated

1

3

2*

1*
Continue under investigation 0 0 3 2

 

 

Actions

2019

2020

2021

2022

See pg. 72 Sustainability

Report 2019

See pg. 57 Sustainability

Report 2020

See pg. 85 Sustainability

Report 2021

 

Transfer to Human Talent

-

-

1

1

Transfer to the Attorney General's Office

-

-

1

0

Preventive actions

Transfer Corporate Management Risk Assurance and Internal Control

-

-

0

0

Conversations

-

-

0

0

Transfer to other areas for preventive actions

-

-

1

0

 

 

Discrimination

Category

# cases

2019

2020

2021

2022

Reported

0

3

0

0

Closed as uncorroborated

0

3

0

0

Closed as Corroborated

0

0

0

0

 

Actions

2019

2020

2021

2022

See pg. 300 Sustainability Report 2019

See pg. 190 Sustainability Report 2020

See pg. 85 Sustainability Report 2021

 

Transfer to Human Talent

0

0

0

 

Preventive actions

Transfer Corporate Management Risk Assurance and Internal Control

0

0

0

0

Conversations

0

0

0

0

Transfer to other areas for preventive actions

0

3

0

0

 

Workplace Harassment

Category

# cases

2019

2020

2021

2022

Reported Requests

31

36

14

30

Requests rejected by the Committee

6

8

1

3

Applications closed due to compliance with agreements

3

7

0

10

Requests under investigation

22

21

13

17

Cases corroborated as Workplace Harassment by the Attorney General's Office

0

0

0

0

 

Actions

2019

2020

2021

2022

See pg. 300 Sustainability Report 2019

See pg. 190 Sustainability Report 2020

See pg. 165 Sustainability Report 2021

 

Cases in follow-up of agreements by the Coexistence Committee

3

6

4

8

Cases of Workplace Harassment referred to the Attorney General's Office

0

3

2*

4**

*In 2022, one (1) case of sexual harassment was corroborated. The reported person is no longer employed by the Company.

During the same year, there were no cases of discrimination based on race, color, sex, religion, political opinions, nationality, social origin, age, disability, migratory status, HIV, gender, sexual orientation, genetic predisposition, lifestyle, among others. No cases of workplace harassment were corroborated. In this sense, it was not necessary to undertake remediation plans.

** In 2022, 4 cases were referred to the Attorney General's Office for review.

Performance

  1. Rejection, prevention and punitive measures (3.2.1. ISDJ Corrective or disciplinary measures taken in case of discriminatory behavior or harassment)

Discrimination and sexual harassment:

The organization permanently monitors facts or circumstances that may constitute cases of violence/sexual harassment or discrimination. In accordance with the principles of transparency and standards of Diversity, Equity and Inclusion, reports are generated that inform about the cases studied and managed, as well as the aggregate sanction measures imposed in appropriate cases.

Sanctions are imposed in proportion to the seriousness of the act and based on the protection of the victim, regardless of the position held by the person involved. These measures may range from a warning to dismissal, understood as the termination of the employment contract with Ecopetrol S.A., in addition to the disciplinary or legal processes listed below:

  • The Internal Work Regulations that contain the internal disciplinary regime
  • The Work Contracts, through which the workers undertake to act transparently and not to violate the Code of Ethics and Conduct.
  • Procedure for the Granting of Variable Compensation, which contemplates the grounds for non-payment of this benefit when the company's ethical guidelines are violated or internal control failures have been incurred.
  • Background check and integrity test for all employees of the organization.
  • Induction for new employees on ethical issues, training and communications.
  • Employee performance evaluation system that includes, in addition to work objectives, organizational competencies: passion for excellence, commitment to life, creativity - responsibility, collaboration - communication and integrity.
  • Ecopetrol workers who have responsibilities in contractual processes must sign their commitment to transparency for each process.

Workplace Harassment:

Once the complaint is filed, the committee assesses it and decides whether or not to admit the case. In either of the two assessments, the result will be reported to the person who filed the complaint. If the complaint is admitted, an investigation will be carried out to determine the veracity of the case and additional testimonies or evidence will be requested, as required. The committee will hold individual and group meetings with the people involved to promote an agreement between the parties.

In the event that a conciliation between the parties involved is not achieved, the committee will transfer the case to the Office of the Attorney General of the Nation, the competent body to carry out the respective disciplinary investigation for the alleged workplace harassment, imposing the respective legal sanctions on the offender, with dismissal, understood as the termination of the employment contract with Ecopetrol S.A.

 

  1. Comprehensive management for the prevention and promotion of Ethical Conduct, Human Rights and Diversity and Inclusion

Compliance Program:

The Compliance Program is the set of actions, guidelines, procedures and good practices, adopted by Ecopetrol and its Business Group (GE) to identify and classify the risks it faces in the development of its corporate objectives in order to establish mechanisms for its prevention and control.

Its main objectives are to consolidate an ethical culture in the organization, under the principles of the Code of Ethics and Conduct (CEC) integrity, responsibility, respect and commitment to life, identify and manage the company's compliance risks and ensure its controls and promote the adequate execution of the processes required for the development of business, to avoid the materialization of risks derived from failures in controls, among others.

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Human Rights Program:

Ecopetrol's management is framed in the four principles established in the Human Rights guidelines: Due diligence, transversality, complementarity and collaborative work.

According to their understanding, the Human Rights Action Plan is built where the actions to be carried out under a Plan-Do-Check-Act (PDCA) approach are established to ensure management in accordance with the standards in the matter. As a result of the human rights risk analyzes that are carried out periodically, an exercise was carried out to identify pending issues, issues that must be managed by the Company for the prevention and mitigation of risks and impacts on human rights. This Plan includes:

  • Equality and discrimination
  • Equal opportunities for access to employment

Learn more about the Human Rights Program

Diversity, equity and Inclusion (DE&I) Program

Ecopetrol's DE&I Program helps prevent any form of discrimination and harassment by developing a holistic approach to integrate DE&I into our sustainability strategy and processes, as well as all of our 7 stakeholders, especially employees, the community and suppliers.

Our program consists of 5 components, which include: 1. Gender, 2. Disability, 3. Reconciliation: Victims of Internal Conflict, Veterans and Ex-combatants, 4. Ethnic groups, origin and Social and Cultural Conditions, 5. Sexual Orientation and Identity and Expression of genre. All of these fall under the Diversity Umbrella, which symbolizes the full expression of ideas and diversity of thought.

Learn more about the Diversity and Inclusion Program:

Management of the Coexistence Committee for the prevention of workplace harassment

Ecopetrol's Labor Coexistence Committee fosters respect, impartiality, tolerance, serenity, open dialogue and conciliation that tends to improve labor coexistence in an environment of absolute confidentiality. Under this framework, consensual cases of improvement plans are built, monitored and closed with the aim of establishing relationships based on mutual well-being.

Coexistence Committee Management report

In 2022, the Ecopetrol Labor Coexistence Committee addressed a total of 38 requests, of which: 7 are in the process of analyzing and listening to the parties, 17 requests are subjected to agreement follow-up, 2 was rejected for not complying with the  workplace harassment conditions, according to Law 1010 of 2006, 8 were closed and 4 were sent to the Office of the Attorney General of the Nation for jurisdictional reasons.

8 were closed and 4 were referred to the Attorney General's Office for lack of jurisdiction.

Of the total number of cases brought to the consideration of the Working Coexistence Committee of Ecopetrol S.A., none of them was considered workplace harassment pursuant to the terms of Law 1010 of 2006, nor in the cases that have been transferred to the Attorney General's Office, which is the competent control body to adopt any punitive measures that may arise for the workplace harassment disciplinary offense.

Included below is the Overall List of Applications submitted to the Working Coexistence Committee from the year 2015-2022.

General Balance of Requests between 2015-2022

Year

2015

2016

2017

2018

2019

2020

2021

2022

Total

Total number of requests received in the period

43

47

48

37

31

36

14

30

286

Finally, the Balance of Requests Managed for the year 2015-2022 and the details of the management are presented below:

General Balance of Requests between 2015-2022

Year

2015

2016

2017

2018

2019

2020

2021

2022

Total

Total number of requests managed in the period

36

56

48

34

27

60

35

37

333

Number of applications rejected by the Committee

14

15

10

13

6

8

1

2

69

Number of applications closed due to compliance with agreements

6

16

10

0

0

9

6

1

48

Number of requests forwarded to the Attorney General's Office

7

6

10

3

0

3

3

4

36

Number of cases confirmed as Workplace Harassment by the Attorney General's Office

0

0

0

0

0

0

0

0

0

Number of closed requests

9

19

18

4

3

10

9

7

79

Number of current requests in process

0

0

0

14

15

24

12

7

72

Number of requests in follow-up of agreements

0

0

0

0

3

6

4

17

30

 

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