{"id":2303,"date":"2025-12-16T20:46:05","date_gmt":"2025-12-16T20:46:05","guid":{"rendered":"https:\/\/bpmconsulting.com.co\/diversity-inclusion-and-equity-policy\/"},"modified":"2026-04-29T19:21:42","modified_gmt":"2026-04-29T19:21:42","slug":"diversity-inclusion-and-equity-policy","status":"publish","type":"page","link":"https:\/\/bpmconsulting.com.co\/en\/diversity-inclusion-and-equity-policy\/","title":{"rendered":"Diversity, Inclusion and Equity Policy"},"content":{"rendered":"\t\t
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BPM Consulting<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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Diversity, Inclusion and Equity Policy<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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OBJECTIVE<\/strong><\/p><\/td>

To establish the guidelines that promote a diverse, respectful, inclusive culture with equal opportunities, in alignment with the organization\u2019s corporate values.<\/p><\/td><\/tr>

SCOPE<\/strong><\/p><\/td>

Applies to all people within the organization, across the different areas in which our services are provided. It includes the identification of principles, responsible parties, communication and disclosure mechanisms, as well as the actions to be taken in case of non-compliance with this policy.<\/p>

Regarding stakeholders, the diversity and inclusion policy will take into account all groups defined by the Colombian State as priority populations.<\/p><\/td><\/tr>

ASSOCIATED DOCUMENTS<\/strong><\/p><\/td>

N\/A<\/p><\/td><\/tr><\/tbody><\/table>

TERMS Y DEFINITIONS<\/strong><\/p>

Disability:<\/strong> Disability is a concept that relates to the sensory, physical, cognitive, intellectual, psychosocial, and\/or multiple differences that a person may have. This is linked to physical, attitudinal, and communication barriers that limit their participation and access to different areas or contexts (work, social, economic, among others).<\/span><\/p>

Discrimination:<\/strong> These are actions or omissions that exclude, violate, or affect a person in any way (physical, psychological, structural, among other forms of violence) because of their sexual orientation, gender identity, ethnic background, age, disability, place of origin, social class, or any other marker of difference.<\/span><\/p>

Diversity:<\/strong> Refers to the multiple ways of being that characterize the groups and societies that make up humanity. It is expressed in the plurality of identity, social, cultural, ethnic, religious, and other particularities that define each person and provide added value to society.<\/span><\/p>

Gender Equity:<\/strong> Seeks to provide the same conditions to all human beings, without any discrimination based on gender, recognizing their trajectories, experiences, and contributions.<\/span><\/p>

Gender:<\/strong> A category that organizes and hierarchizes social practices by assigning roles in different areas. It serves as a mechanism that marks differences between people, based on sex as a factor that leads to practices of being and expected behavior mainly between men and women.<\/span><\/p>

Inclusion:<\/strong> Actions aimed at improving and facilitating access to services and the effective enjoyment of rights through free expression, especially for people who have been historically excluded. It is expressed through the promotion of positive changes, both collectively and individually.<\/span><\/p>

Intersectionality:<\/strong> An approach that identifies how the simultaneous crossing of different systems of discrimination and oppression occurs in individuals, demonstrating that forms and experiences of discrimination (based on gender, ethnic background, disability, religion, among others) cannot be explained in isolation.<\/span><\/p>

Inclusive Language:<\/strong> Refers to the use of language in a way that recognizes and integrates diverse population groups, avoiding invisibility and bias toward people with disabilities, ethnic groups, migrants, and people with diverse sexual orientations and gender identities.<\/span><\/p>

Inclusive Communication:<\/strong> Refers to language that reflects recognition of gender and social diversity and seeks to balance inequalities. Inclusive language contributes to building a society that recognizes and integrates diversity, equality, and gender equity.<\/span><\/p>

Sexual Orientation:<\/strong> Refers to the emotional and sexual attraction or desire a person feels toward another person, whether of the same sex or a different sex.<\/span><\/p>

Ethnic Belonging:<\/strong> A concept used to identify people as members of one of the legally recognized ethnic groups. Ethnic belonging reflects the cultural and socio-organizational differences of certain communities; ethnicity encompasses the different cultural expressions of a population, including religious, political, organizational, and spiritual practices, as well as their worldviews and language.<\/span><\/p>

Priority Population:<\/strong> Refers to communities that are in a vulnerable condition and are part of Colombian State public policies, requiring special attention regarding access to employment, treatment, culture, and equal opportunities.<\/span><\/p>

ROLES Y RESPONSABILIDADES<\/strong><\/p><\/td><\/tr>

ROLE<\/strong><\/p><\/td>

RESPONSIBILITY<\/strong><\/p><\/td><\/tr><\/thead>

Human Talent Manager<\/b><\/p><\/td>

Present proposals to senior management that support the implementation of the DEI policy, as well as strategies to promote organizational cultural transformation. <\/span><\/p>

Report periodically to General Management.<\/span><\/p><\/td><\/tr>

Talent Attraction and Recruitment Leader<\/b><\/p><\/td>

Implement strategies to ensure compliance with the DEI policy and its specific objectives.<\/span><\/p>

Actively participate, on behalf of the organization, in regional DEI events.<\/span><\/p><\/td><\/tr>

DEI Committee<\/b><\/p><\/td>

Collaboratively develop actions that contribute to the growth, improvement, and adaptation of the company\u2019s diversity and inclusion policy.<\/span><\/p><\/td><\/tr>

Training and Well-being Leader<\/b><\/p><\/td>

Implement the training plan to promote and raise awareness of DEI within the company. <\/span><\/p>

Act as substitute for the Talent Attraction and Recruitment Leader in their absence.<\/span><\/p><\/td><\/tr>

Manager of Control, Improvement, and Innovation<\/b><\/p><\/td>

Monitor, oversee, and audit compliance with the DEI Policy, the training plan, and other strategies designed for this purpose.<\/span><\/p><\/td><\/tr><\/tbody><\/table>

REGULATORY FRAMEWORK<\/b><\/p>

I<\/span>n Colombia, there are several regulations aimed at protecting and promoting the principles of diversity, inclusion, and equity. The main applicable regulations are:<\/span><\/p>

Political Constitution of Colombia (1991):<\/b>
<\/b> The Constitution guarantees fundamental rights to equality and non-discrimination under Article 13, and establishes that the State must promote conditions for equality to be real and effective, providing special protection to groups that have traditionally been discriminated against.<\/span><\/p>

Law 1010 of 2006 (Law on Workplace Harassment):<\/b>
<\/b> Although not exclusively focused on diversity, inclusion, and equity, this law protects individuals from workplace harassment, including discrimination and mistreatment based on gender, race, sexual orientation, religion, among others.<\/span><\/p>

Law 1482 of 2011:<\/b>
<\/b> Also known as the Anti-Discrimination Law, it amends the Colombian Criminal Code to impose criminal sanctions on discriminatory and harassment acts. This law establishes new criminal offenses to protect the rights of individuals, groups, communities, or peoples who are affected by discrimination or racism.<\/span><\/p>

Substantive Labor Code:<\/b>
<\/b> It includes general provisions that protect equal rights for workers and prohibits discrimination of any kind in the workplace.<\/span><\/p>

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PRINCIPLES<\/b><\/p>

The Inclusion and Diversity Policy is based on the provisions established in the Political Constitution of Colombia, is aligned with the company\u2019s ethical framework, and has been developed based on the feelings, opinions, and experiences of the people who are part of the organization.<\/span><\/p>

The principles that guide our organizational conduct are defined below:<\/span><\/p>

Equal conditions, fair treatment, and respect for diversity<\/b><\/p>

The organization embraces freedom of expression and equal conditions, promoting dignified and equal treatment regardless of sexual orientation, disability, socioeconomic status, religion, gender, or any other condition that may lead to discrimination against individuals.<\/span><\/p>

It fosters an inclusive, diverse, and respectful work environment, free from harassment, discrimination, and\/or abuse.<\/span><\/p>

Inclusive organization and meritocracy<\/b><\/p>

BPM Consulting SAS actively supports the reduction of employment access gaps and therefore promotes the hiring of individuals who have the skills and competencies required to perform a role and who meet the requirements established by our clients.<\/span><\/p>

As part of its inclusion strategy, the organization will progressively define the population groups it will address over time, based on its infrastructure, financial, and operational capabilities.<\/span><\/p>

Likewise, it ensures transparent selection, career growth, and professional development processes, in which competencies, merit, and professional performance prevail. It encourages access to new opportunities by prioritizing internal talent, regardless of social, economic, or identity conditions.<\/span><\/p>

Environments Free from Discrimination<\/b><\/p>

B<\/span>PM Consulting SAS implements various actions to raise awareness among its work teams about non-discrimination and the inclusion of all individuals in an environment of equal opportunities. To achieve this, the organization works on:<\/span><\/p>