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Policy on Equality, Non-Discrimination and Prevention of Sexual Harassment

In SISTEMAS DE INFORMACION GEOESPACIACIAL DE LATINOAMERICA -SIGLA- We are committed to promoting and maintaining a safe, healthy, dignified, respectful and inclusive work environment, in which human dignity, equality, integrity and the fundamental rights of all people are protected.

SIGLA It expresses its zero tolerance towards sexual harassment, gender-based violence and any form of discrimination in the workplace, and categorically rejects any conduct that violates the dignity, freedom, integrity or equality of people.

To fulfill this commitment, the following principles are established:

 

1.- Prevention and care:

SIGLA The organization will implement mechanisms for the prevention, identification, response to, and follow-up of situations of sexual harassment, gender-based violence, and discrimination that may arise in the workplace, in accordance with current Colombian legislation. The organization will promote awareness, training, and communication initiatives aimed at preventing these behaviors and strengthening labor relations based on respect, equality, and human dignity.

2. Scope of application:

This policy applies to all individuals who have a relationship with SIGLA or who interact in the workplace, including, but not limited to:

  • Workers with an employment contract, regardless of their position or
    hierarchical level.
  • Workers on assignment.
  • Contractors and independent workers.
  • External consultants.
  • Interns, apprentices and students in training.
  • Suppliers, customers, users and visitors, when the behaviors
    present in the context of or in connection with labor relations.

 

3. Equality and non-discrimination:

SIGLA It will promote a work environment based on equal opportunities and respect for the dignity of all people, rejecting any discriminatory treatment based on, among other factors, sex, gender, sexual orientation, gender identity, age, origin, nationality, ethnicity, disability, religion, socioeconomic status, opinion, or any other condition protected by the Constitution and the law. Decisions related to hiring, tenure, development, remuneration, promotion, and other working conditions must adhere to objective criteria, respecting the principles of equality and non-discrimination.

4. Sexual harassment in the workplace:

For the purposes of this policy, sexual harassment shall be understood as any conduct of a sexual nature or connotation, unwanted by the recipient, that occurs in the workplace or in connection with it and that may affect the dignity, freedom or integrity of the person.

Sexual harassment can manifest itself through physical, verbal, non-verbal behaviors or through technological means and does not necessarily require repetition to be a cause for concern.

5. Behaviors that may constitute sexual harassment:

By way of example, and without limitation, the following may constitute acts of sexual harassment:

  • Unwanted comments, innuendos, jokes, or expressions of a sexual nature. 
  • Inappropriate comments about a person’s body, appearance, or sex life. 
  • Unwanted gestures, looks, or behaviors of a sexual nature.
  • Non-consensual display, sending or dissemination of sexually explicit material.
  • Unwanted physical contact, approaches or rubbing of a sexual nature.
  • Requests or demands for sexual favors.
  • Conditioning benefits, opportunities, permanence, promotions or other working conditions on the acceptance of conduct of a sexual nature.
  • Threats, pressure or reprisals related to the rejection of conduct of a sexual nature.
  • Any other conduct of a sexual nature that may violate the dignity, freedom or integrity of a person in the workplace context.

 

6.- Internal care pathway:
SIGLA It has a Care Route for Cases of Sexual Harassment, through which situations of alleged sexual harassment, gender-based violence or related conduct can be reported.

Complaints or reports may be submitted via email: comite.etica.sigla@gmail.com

The organization will guarantee the confidential handling of information, the protection of the person filing the complaint, and the adoption of appropriate care and protection measures, in accordance with the particular circumstances of each case and current regulations.

The internal route will be developed in accordance with the procedure established by SIGLA and under the principles of due diligence, impartiality, confidentiality, respect, non-revictimization and protection against possible reprisals.

7.- Competence in the face of sexual harassment:
Situations of alleged sexual harassment will not be processed by the Workplace Harassment Committee, given that these behaviors are not subject to conciliation.

These cases will be handled through the established internal route and procedure. SIGLA For this purpose, in accordance with Law 2365 of 2024 and other regulations that modify, add to or replace it.

The internal procedure before SIGLA does not limit or condition the right of the affected person to go directly to the competent authorities.

8. Confidentiality and protection against retaliation:

SIGLA The confidentiality of information obtained in connection with a complaint or report will be protected, and the necessary measures will be taken to prevent acts of retaliation, intimidation, or any conduct that could affect the person filing the complaint, the persons involved, or those participating in the process.

The information will be handled only by those persons who, according to their functions and responsibilities, need to know it.

9. Care and protection measures:

Depending on the circumstances of each case, SIGLA may adopt appropriate care, protection, and prevention measures, seeking to avoid unnecessary exposure of the affected person and prevent the recurrence of the reported conduct.

All actions will be carried out respecting the rights of the individuals involved and the guarantees of due process.

10. External legal actions:

The affected person may go directly to the competent authorities to take any legal action they deem appropriate. In cases that may constitute a crime, the affected person may go to the Attorney General’s Office through the official channels provided by that entity.

11. Internal procedure:

SIGLA It has a procedure called “Pathway for Addressing Cases of Sexual Harassment”, which establishes the mechanisms for receiving, addressing, analyzing, taking measures and monitoring reported situations.

The procedure will be applied according to the particular circumstances of each case and must guarantee due diligence, confidentiality, protection, non-revictimization and absence of unjustified delays, in accordance with current regulations.

12. Institutional commitment:

SIGLA It will permanently promote an organizational culture based on respect, equality, human dignity and healthy coexistence, strengthening prevention and awareness actions against sexual harassment, gender-based violence and discrimination.

This policy will be made known to the people who are part of the organization and will be reviewed and updated when there are changes in legislation, in the risks identified or in the operating conditions of the organization.

 

External Legal Complaint Route:

If deemed appropriate, the alleged victim may initiate the corresponding legal actions before the Attorney General’s Office.

The formal channels for handling and receiving complaints are: Email: denuncia.acoso@fiscalia.gov.co

Free Cell Phone Line: 122 (24-hour service)

Free Landline: 01 8000 9197 48

Website: “Easy Complaint” section www.fiscalia.gov.co