Building Inclusive Workplaces in Colombia: The Future of HR and Diversity in Colombia with Carlos Alberto D'Astè

Carlos Alberto D'Astè discusses diversity, inclusion, and HR innovation in Colombia for 2025. Explore strategies for building a competitive, equitable workplace

In Colombia's evolving business landscape, companies that successfully integrate deep, data-informed Diversity & Inclusion (D&I) principles with innovative HR technologies are not just improving workplace culture, they are building a significant and sustainable competitive advantage.

We spoke with Carlos Alberto D'Astè, a leader at the intersection of human resources and corporate strategy in Colombia. Against a backdrop of rapid change, Colombian businesses are moving beyond treating D&I as a mere compliance issue and are starting to weave it into the very fabric of their organizational strategy.

We'll explore with Carlos how this synergy is driving tangible outcomes, from boosting innovation and retention to future-proofing the workforce, and how global standards are being skillfully adapted to the unique local context.

Interview with Carlos Adaste

How are leading Colombian companies moving beyond treating D&I as just a compliance checklist?

Colombian companies are starting to see D&I as more than just a box to check; it’s becoming a key part of their strategy.

Many organizations here are rolling out formal D&I policies, creating frameworks for leadership accountability, and offering training to help reduce unconscious bias.

They’re also setting up employee resource groups that focus on gender, ethnicity, disability, neurodiversity and LGBTQ+ inclusion. And understanding that diversity is not only for LGBTIQ+. For examples men, religion, etc

These efforts are woven into everything from hiring and onboarding to leadership development and performance evaluations. Companies that have well-structured D&I programs and keep an eye on relevant metrics are noticing real improvements, such as:

• Higher employee engagement scores.

• Better retention rates among underrepresented groups.

• More creativity and innovation in diverse teams.

• Stronger employer branding that attracts top talent.

The real game-changer here is measurement. Organizations that track representation, gauge inclusion sentiment through climate surveys, and monitor promotion rates by demographic group are experiencing more lasting cultural shifts.

What are the most effective strategies you're seeing to improve gender representation, especially in leadership and technical roles?

We’ve seen some strides in gender equality, particularly with more women stepping into professional and administrative roles. Many companies are embracing equal pay policies, launching leadership programs for women, and offering flexible work arrangements to help balance work and life. That said, there are still hurdles to overcome, especially in:

• Vertical representation

• Industrial and technical roles

• Career progression

Organizations that are truly making a difference here are those that implement structured mentorship and sponsorship programs, conduct pay equity audits, and set clear representation goals for leadership not just hiring targets.

How is technology like AI and data analytics transforming talent management in Colombia, and what pitfalls should companies avoid?

HR Innovation (Technology and Data) In Colombia, our HR teams are really stepping up by harnessing technology to revamp how they manage talent. Here are some of the key trends I’m seeing:

• Applicant Tracking Systems (ATS)

• Competency-based online assessments

• People analytics to forecast turnover and pinpoint what drives performance.

• AI tools are automating resume screening, making talent matching even better.

Still, in organizations we need to tread carefully when it comes to data governance and ensure that their algorithms are transparent to prevent any existing biases from being reinforced.

With the rapid pace of digital change, how can industries and educational institutions better collaborate to close the skills gap?

Colombian industries are joining forces with the national training institution (SENA), universities, and technical education centers to cultivate skills that are relevant to the industry. These collaborations have really strengthened the talent pipelines in sectors like BPO, and technology.

However, there's still a significant hurdle: educational programs often lag behind the rapid pace of digital transformation and automation. To tackle this, leading companies are codesigning curricula, setting up internal academies, and investing in ongoing learning programs

How has the shift to hybrid work models changed how companies approach employee well-being and mental health?

With the rise of remote and hybrid work setups, our organizations have started to embrace:

• Flexible scheduling and hybrid work policies.

• Mental health support initiatives and Employee Assistance Programs (EAPs).

• Leadership training that emphasizes empathy, emotional intelligence, and effective management

• Well-being metrics included in performance reviews.

Companies that combine flexibility with clear expectations and a sense of autonomy have noticed a drop in attrition and a boost in employee engagement.

How has the shift to hybrid work models changed how companies approach employee well-being and mental health?

Businesses operating in Colombia frequently adopt global HR frameworks for performance management, ethics, and inclusion. However, it’s crucial to tailor these frameworks to fit local cultural norms and labor laws for them to truly work.

Successful companies prioritize establishing local governance committees to adapt policies, strict adherence to Colombian labor regulations and Regular employee feedback.

Striking this balance helps ensure that HR practices are not only globally aligned but also locally relevant, fostering sustainability, legitimacy, and engagement throughout the workforce.