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Equality, Inclusion And Diversity

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The well-being of our stakeholders is a priority. We understand that in all countries where we operate there are challenges to face and overcome with regards to equality, inclusion and diversity (EID).

That is why we have decided to enhance and make more visible our EID approach, which we understand as the strategies, initiatives and guidelines that we adopt to help guarantee fair treatment and equal opportunities that promote diverse work teams in which everyone is recognized, valued and respected.

Policies and Commitments

We believe that integrating and promoting diverse teams is key to enhance our growth and to be a leading and unique company in Latin America. Furthermore, we want to honor our commitment to our employees as stated in our SPEED Integrated Value System: Create and strengthen a fair, motivating, inclusive work environment with opportunities for all.

Our Approach And Our Management

To make our Commitment to EID happen, we launched our Gender Equality Management System (SGIG). From our SGIG stems the Equality Plan, which seeks to:

  • Attract the best human beings, with a wide range of perspectives and capabilities.
  • Guarantee equal treatment for all men and women.
  • Value work-life balance and promote the reconciliation of work, personal and family life of our teams.
  • Promote the training and professional and organizational development of each of our employees.
  • Promote a work environment free of discrimination and violence.
  • Prevent harassment in the workplace and strictly comply with specific measures that prevent, address and punish any manifestation of harassment in the workplace.
  • Remove barriers that prevent the integration of our employees.

Tracking and Monitoring

The monitoring and control of our action plan is carried out every six months through the CEID, the body in charge of sanctioning, approving and issuing guidelines for its implementation. Likewise, the CEID reviews the indicators of the SGIG to verify trends and thus make decisions according to the defined strategy.

Goals

Short Term

0-3 years

  • Disseminate the talent management toolbox with a 100 % gender focus for roles with line management.
  • Improve results from surveys such as the Bloomberg Gender-Equality Index and the PAR Ranking.
  • Implement the GPTW organizational climate survey to identify the level of favorability and draw up plans for short and medium-term initiatives.
  • Continue accompanying the 12 female scholarship holders in their undergraduate studies in science courses and train them for their first job opportunity.
  • Design and implement an awareness and training plan for 70 % of our local contractors in Colombia and Ecuador on our EID Commitment, bias, and workplace and sexual harassment.

Medium And Long Term

3-5 years

  • Earn the Equipares Gold certification for our operations in Colombia.
  • Continue improving results from surveys such as Bloomberg Gender-Equality Index, the PAR Ranking and others.
  • Expand the scholarship program for women in STEM (science, technology, engineering and mathemathics) courses.

Long Term

5 years and more

  • Continue to promote inclusion and diversity in recruitment processes by ensuring the participation of candidates from underrepresented groups (people with disabilities, ethnicities, pensioners, young people in their first job).
  • Continue improving results from surveys such as Bloomberg Gender-Equality Index, the PAR Ranking and others.