DEI Employability Through AI

In Colombia, approximately 40% of the working-age population belongs to underrepresented groups including youth, women in vulnerable situations, Afro-descendants, immigrants, and people with disabilities. These groups suffer from an unemployment rate of 24%, significantly higher than the national average of 10.23% in 2023. This issue is magnified in areas under the influence of groups like 'El Clan del Golfo,' and the ELN, where the lack of legitimate employment options steers individuals towards illegal activities.

Among women, the unemployment rate stands at 14.2%, compared to 9.4% for men, indicating significant gender disparities in the labor market. For youth aged between 14 and 28, who comprise 25% of the national population, 2.64 million are categorized as NEETs (not in education, employment, or training), reflecting severe access limitations to education and job opportunities in their communities.

Unemployment among vulnerable populations is not just a socioeconomic issue but also a critical factor affecting global stability. According to the International Labour Organization (ILO), the global unemployment rate stood at about 5.8% in 2022, with slight increases projected into 2023. This situation is exacerbated in conflict-affected regions, where economic instability is often significantly heightened, leading to even higher rates of unemployment.

For instance, in the Middle East and North Africa (MENA) region, which has experienced prolonged socio-political instability and conflict, youth unemployment rates have been the highest in the world for over two decades. Countries like Palestine, Saudi Arabia, Jordan, and Tunisia have reported extremely high youth unemployment rates, reaching up to 43% in some areas. 

Furthermore, these high unemployment rates intersect with another significant challenge: the global talent shortage faced by companies. As reported by ManpowerGroup in their 2022-2023 analysis, 75% of companies worldwide are experiencing a talent shortage, the highest in 16 years. This gap is not merely due to a lack of candidates but also due to a mismatch between the skills job seekers possess and what employers need, exacerbated by rapid technological advances and changing industry demands.

In that way, Disruptia addresses critical challenges such as unemployment among vulnerable populations and the global talent shortage, both exacerbated by conflict and socio-economic disparities.

Disruptia is actively transforming the employability landscape for marginalized communities in Colombia, in cities and regions affected by socio-economic disparities and conflict. Through a technology-driven approach, Disruptia prepares individuals from traditionally unemployable backgrounds to become competitive candidates in today’s job market.

Our organization employs four strategies:

Disruptia integrates both in-person and virtual training to enhance skills and employment opportunities effectively:

1. In-Person Training: Disruptia collaborates directly with local "cajas de compensación" to deliver joint training sessions, combining our approaches with their well-established community networks. This partnership enables us to utilize local facilities and resources, ensuring that our training is deeply rooted in the regional context and highly accessible. By integrating Disruptia's programs with the local knowledge and operational capabilities of the "cajas de compensación," we can effectively tailor our curricula to meet specific local market needs. This collaborative model not only enhances the relevance and impact of our training but also allows us to scale our programs efficiently across different regions without the need for extensive new infrastructure, leveraging existing, trusted community structures to maximize reach and effectiveness.

2. Virtual Training:

- WhatsApp Programs: We deliver short, accessible training modules via WhatsApp (the most used social network in latin america), ensuring broad reach and flexibility.

- Online Sessions: Specialized courses in digital literacy, customer service, sales for BPO industry, digital marketing, and data analytics, along with soft skills like communication, growth mindset, and teamwork.

3. Support and Alignment: Our curriculum is aligned with market demands, supported by three months of online psychosocial mentorship to aid personal and professional development.

4. Effective Matching: Leveraging Generative AI algorithms, Disruptia matches job seekers with appropriate employment opportunities. This system not only assesses skills but also considers cultural fit and mutual needs, thereby enhancing the likelihood of sustained employment success. Watch video: https://youtu.be/tO090I16XIE 

This initiative not only addresses immediate employment needs but also fosters long-term community resilience and economic stability, making a significant impact on the regions we serve.

Disruptia’s targeted initiatives are strategically implemented in regions of Colombia with unique socio-economic challenges and diverse demographics, enhancing the inclusivity and effectiveness of our programs:

1. La Guajira (medium conflict zones): Home to a large number of indigenous and migrant populations, this region benefits from Disruptia's culturally tailored training programs, designed to be accessible and relevant to these communities' unique needs.

2. Valle del Cauca and Cauca (high conflict zones): These areas, with their significant Afro-Colombian populations, receive focused support to overcome systemic racial barriers and unlock new employment opportunities in underrepresented sectors.

3. Urban Centers - Medellín, Bogotá, Cartagena, and Cali: Despite being economic hubs, these cities house vulnerable neighborhoods where Disruptia introduces skills training directly to communities, ensuring equitable access to the benefits of urban economic growth.

Overall, 69% of our program participants are women, emphasizing our commitment to gender inclusion and addressing the particular challenges faced by women in the workforce. The majority of Disruptia's participants, about 95%, come from the base of the socioeconomic pyramid, primarily belonging to levels 1 and 2. These levels represent individuals and families who face significant economic challenges, often living below the poverty line with limited access to resources and opportunities. 

Finally, our team and our technology facilitates effective matching of job seekers with employment opportunities, considering not only their newly acquired skills but also cultural fit and specific employer needs. This AI algorithm (in a learning process) ensures that each participant can find opportunities that are truly suited to their capabilities and aspirations.

Below are videos of some of our Disrupters (in spanish):

Angie: https://drive.google.com/file/d/1WjsINhs75tSclz0G2YYRXpw_Q0ibWLO-/view?usp=drive_link 

Sandra: https://drive.google.com/file/... 

Seventeen years ago, I co-founded Somos CaPAZes, a peace education organization that now operates in over 100 municipalities across Colombia, four other countries in Latin America, and India. Despite these achievements, a defining moment in my career radically shifted my perspective. I encountered a deeply troubling situation where a highly talented young individual from our programs turned to crime, driven by a lack of employment opportunities. This lack of job opportunities occurs throughout Colombian territory, especially in regions where criminal groups associated with drug trafficking are present (such as “El Clan del Golfo”). Desperation to find a means of sustenance, lack of access to education, and the absence of skills and access to the formal labor market push many young people to seek illegal alternatives. In the long term, this situation exacerbates the conflict in Colombia by strengthening criminal groups more than the structures for sustainable economic generation.

This situation, coupled with my role as a professor at the Universidad de los Andes, and the CTO of Seguros Beta (an Insurance Company), where I observed the traditional education system's inability to include vulnerable populations in Colombian Regions and the talent shortage in the private sector, inspired me and other 2 incredible partners to found Disruptia. 

My partners: Paula Porras and Juan Sebastián Viviezcas play pivotal roles in Disruptia’s operations, each bringing a unique blend of expertise and innovative vision to the team. Paula, as the Director of UX, harnesses her dual background in industrial engineering and business administration to enhance the user experience of our platforms, ensuring that they are not only functional but also intuitively designed to meet the needs of our diverse users. Her strategic insights help tailor our programs to be both accessible and impactful. Juan Sebastián, our COO, with his extensive experience in marketing and commercial management, especially in health and technology sectors, focuses on optimizing our operational efficiencies and expanding our reach. His understanding of market dynamics is crucial in aligning our training programs with industry demands, thereby increasing the employability of our participants.

Our regional teams (17 people) embody the diversity and spirit of the communities we serve. These teams include individuals with disabilities, those from rural backgrounds, members of the LGBTQ+ community, and individuals with a profound dedication to supporting our Disrupters—young people from the base of the socioeconomic pyramid. This diversity enriches our perspective and approach, enabling us to address varied and complex needs effectively. Our staff's deep connection to their communities allows us to innovate and respond with agility and empathy.

Moreover, our leadership is not just diverse but also highly skilled, with all directors being engineers who bring a data-driven, analytical approach to each initiative. This meticulous attention to detail ensures that our actions are both impactful and sustainable. Our engineering mindset, combined with a high sensitivity to the social dynamics within Colombia and globally, equips us to make informed, strategic decisions that resonate on a local and international scale, truly embodying the essence of global citizenship with local action.

To date, over 1,300 individuals have participated in Disruptia's programs, out of which 550 have successfully secured employment and continue to find job opportunities through our efforts. Each Disrupter who has gone through our training has seen their income increase by at least 3.59 times. We remain committed to generating further opportunities and expanding our impact across various regions of Colombia, continuously striving to improve the lives and economic prospects of those we serve.

Established Partnerships and Client Base:

Disruptia has successfully forged substantial alliances with key players across both local and international landscapes. Notably, we have ongoing collaborations with major banks like Bancolombia and Davivienda, which have been instrumental in scaling our operations. Our partnership extends to major business councils such as the American Business Council and the French-Colombian Chamber of Commerce, supporting program execution and sensitizing companies about inclusive hiring practices.

Solid B2G Model:

Our B2G model has proven effective and is well-established, allowing us to collaborate with municipal governments such as the Medellín city administration and social impact innovation firms like RutaN. Disruptia also operates as a key partner for major USAID allies in Colombia, including ACDIVOCA, Chemonics, and ARD (Tetra Tech).

Territorial Influence and Operation:

On a regional level, Disruptia has teamed up with influential territorial entities like Comfandi, Comfaguajira, Colsubsidio, and Comfenalco. These partnerships enable us to have a significant operational and formative presence in various regions, enhancing our reach and impact.

Transition to a Sustainable B2B Model:

Recently, Disruptia has been shifting towards a more sustainable B2B model, where companies contribute financially to our platform, benefiting from access to a diverse talent pool. Currently, over 220 companies regularly employ individuals through our platform, which showcases a successful integration with various business associations like Acodrés, Cotelco, and ANDI.

Technological Infrastructure:

Our technological platform supports this extensive network and service offering, accessible at:

- For Disrupters: http://disrupter.disruptia.co

- For companies: http://empresas.disruptia.co

We are applying to Solve because we seek to leverage its unique ecosystem to surmount specific barriers and accelerate Disruptia's impact and scalability, particularly through technological advancements. Our initiative aims to deeply integrate cutting-edge AI technology to enhance our talent development programs. Given MIT's reputation for housing some of the world's leading AI researchers, including professors such as David Autor, Tommi Jaakkola, Regina Barzilay, and Daniela Rus, gaining access to such minds could significantly refine our approach and increase our effectiveness.

Challenges we face include:

- Technological Advancements: As AI evolves rapidly, staying abreast of and integrating the latest advancements is crucial yet challenging without direct access to leading-edge research and experts.

- Scalability: While we aim to expand our impact regionally and globally, scaling requires strategic partnerships and innovative solutions that are often beyond our current reach.

- Market Barriers: Entering new markets involves navigating complex legal and cultural landscapes, where localized knowledge and networks facilitated by Solve could prove invaluable.

How Solve can help:

- Access to Expertise: Interacting with top AI experts from MIT would allow us to incorporate state-of-the-art AI innovations into our platform, making our services more robust and effective.

- Strategic Partnerships: Connections with Solve’s diverse network can help us forge alliances with organizations that share our vision, enhancing our capabilities and reach.

- Market Insights: Guidance from Solve’s global community can help us better understand and adapt to new markets, facilitating a smoother expansion process.

In Colombia, young people fortunate enough to enter the education system progress through various stages: early education, preschool, basic education (five years of primary school and four years of secondary school), and then upper-secondary education (two years, culminating in a high school diploma). The coverage rate for higher education, an indicator of young people's access to this level of education, stood at 53.94% in 2021, according to figures from the National Higher Education Information System (SNIES) of the Ministry of Education.

Disruptia's focus is on bridging the gap between young people who complete secondary education and those who do not gain entry to higher education. 

Our approach aims to provide opportunities for these young people to dream of change, breaking the cycles of poverty in Colombia and reducing this indicator to fewer than nine generations in the medium to long term. Currently, it takes 11 generations for a family in poverty to break out of this cycle. We believe that one of the decisive factors in this process is to improve the level of education and training for children and young people, enabling them to increase their incomes and become knowledge creators.

Disruptia is at the forefront of transforming the labor market for those in Latin America who traditionally have not been considered "professionals," leveraging cutting-edge technology to dismantle systemic barriers to employment. Our innovative approach is designed to empower these individuals with the tools and skills needed to be employable, creating a unique network that addresses their specific needs. Here's how we do it:

• AI-Powered CV Creation Support: We offer personalized assistance for crafting standout CVs, focusing on highlighting unique skills and experiences and addressing common deficiencies. We provide step-by-step personalized guidance to create resumes that stand out in the job market, especially designed for those who may not have formal professional backgrounds or whose credentials may not be valid due to their migration status.

• Digital Mentorship for Skills Enhancement and Employability: We provide digital mentorship through synchronous spaces, using calls, video calls, and the most popular medium in Latin America: WhatsApp. Our mentorship is designed to impart essential knowledge and skills, guiding users in job searching, interview preparation, and career development, serving as a bridge to formal employment opportunities.

• Employer Profile Enhancement to Attract Diverse Talent: We assist companies in creating attractive job vacancies and employer profiles for a wide range of candidates. Our approach ensures that these descriptions resonate with the aspirations and values of a diverse job-seeking audience, including those typically outside the professional realm, to attract committed and capable individuals.

• Streamlined Processes for Companies: We streamline and accelerate the recruitment process, eliminating waiting days and manual work. We do this by organizing candidate information and analyzing data to make selection more efficient and accurate. We automate filtering, identify candidates based on specified criteria, and provide valuable insights and analysis to recruiters with Artificial Intelligence, enabling a more focused and effective talent search. Additionally, it's diverse.

Based on the theory of change, we can say that Disruptiva's intervention in beneficiary communities is designed with the overarching goal of closing the gaps in access to higher education for vulnerable youth, thereby reducing the factors that perpetuate poverty.

The theory of change leads us to define the necessary resources (inputs) that will produce outcomes (outputs) to bring about changes (outcomes) and impact. This is a compelling narrative. This design does not refer to a moment in the intervention, not even to the end of the program, because the theory of change tells us how everything was woven together from each stakeholder group to achieve results that will undoubtedly transcend the implementation period, with their impacts.

Matching Technology

Our platform features two indices: one for skills and another for contributions to organizational diversity. This dual-index system allows for matching based on both skill sets and potential to enhance workplace diversity, combining information from companies and applicants in a way that saves time and effort for recruiters. This approach is particularly beneficial in Latin America, where it helps connect non-traditional candidates with employers, opening up opportunities for those who have been marginalized by conventional employment systems (such as LinkedIn) but can still make valuable contributions

Our primary objective over the next five years is to connect one million people to job opportunities, significantly reducing talent shortages in key sectors and creating a substantial social return on investment (SROI). We aim to increase the value generated per dollar invested in Disruptia to $150 in social value.

Measuring Our Progress:

1. Employment Placement Rate: We aim to increase the effectiveness of our job placement from 54% to 90% through enhanced technological integration in our training and matching processes. This involves tracking the number of participants who gain employment out of those who have completed our programs.

2. Economic Impact: Our SROI metric will measure the economic and social value created for every dollar spent on our programs. This involves complex calculations that consider various factors such as income increases for participants, economic benefits to local communities, and broader societal impacts.

3. Reach and Scale: Monitoring the number of individuals who participate in and complete our programs annually, aiming for a target of one million successful job placements within five years.

Alignment with UN Sustainable Development Goals (SDGs):

Our solution directly contributes to several SDGs:

- SDG 1: No Poverty – By enabling access to decent jobs, we aim to lift individuals and their families out of poverty.

- SDG 4: Quality Education – We provide quality, targeted training that equips participants with in-demand skills, addressing gaps in traditional education systems.

- SDG 5: Gender Equality – Our programs emphasize inclusivity, ensuring equitable opportunities for women and other gender minorities.

- SDG 8: Decent Work and Economic Growth – By matching trained individuals with job opportunities, we foster sustained, inclusive economic growth.

- SDG 17: Partnerships for the Goals – Collaborating with various stakeholders, including NGOs, government bodies, and international organizations, to scale our impact.

Our platform incorporates a unique dual-index system, AI Driven, designed to optimize job matching by evaluating both skill sets and potential contributions to organizational diversity. This innovative approach allows for a more holistic assessment of candidates, ensuring that they are matched with opportunities that best align with their abilities and the diversity needs of employers.

Technology Overview:

- Skills Index: Analyzes candidates' qualifications, experience, and competencies to ensure they meet the specific requirements of the job.

- Diversity Contribution Index: Evaluates potential contributions a candidate can make towards enhancing workplace diversity. This includes factors such as cultural background, gender, ethnicity, and unique life experiences that are underrepresented in the company's current workforce.

Impact and Efficiency:

This dual-index system streamlines the recruitment process by automating the evaluation of both skill-related and diversity-related attributes. It significantly reduces the time and effort required by recruiters to identify the right candidates, especially in Latin America. Here, our technology plays a crucial role in connecting non-traditional candidates—who might not typically be reached through conventional employment systems like LinkedIn—with potential employers. This is particularly beneficial for those who may not have formal qualifications but possess valuable skills and diverse perspectives that can greatly contribute to a company's dynamics.

Addressing Regional Challenges:

In regions like Latin America, where conventional employment systems often overlook the rich diversity and unconventional talent pools, our technology provides a crucial link. By facilitating access to employment opportunities for marginalized groups, it not only supports individual career growth but also enhances the inclusivity and competitiveness of businesses in the global market.

Our regional teams (17 people fulltime) embody the diversity and spirit of the communities we serve. These teams include individuals with disabilities, those from rural backgrounds, members of the LGBTQ+ community, and individuals with a profound dedication to supporting our Disrupters—young people from the base of the socioeconomic pyramid. This diversity enriches our perspective and approach, enabling us to address varied and complex needs effectively. Our staff's deep connection to their communities allows us to innovate and respond with agility and empathy.

3 years.

At Disruptia, we prioritize building a diverse and inclusive workplace that mirrors the communities we serve and the values we uphold. Our leadership team itself is diverse, comprising individuals from various socio-economic backgrounds, genders, and ethnicities, including members from the communities we actively work within. This diversity within our leadership helps ensure a broad range of perspectives in decision-making and strategy development.

Actions and Goals for Enhancing Diversity, Equity, and Inclusion:

1. Recruitment and Hiring: We actively seek to minimize barriers to opportunity by implementing inclusive hiring practices that focus on skills and potential rather than just conventional qualifications. This approach helps us tap into a rich talent pool often overlooked by traditional hiring processes.

2. Professional Development: We are committed to providing equitable access to professional development opportunities for all staff members. This includes tailored training programs, mentorship, and career advancement paths that acknowledge and address individual needs and potential barriers.

3. Inclusive Environment: Our organizational culture is built around the principles of respect, support, and value for every team member. We foster an environment where all staff feel safe and empowered to express their ideas and contribute fully to our mission.

4. Ongoing Feedback and Adaptation: We regularly gather feedback from our team to assess the effectiveness of our DEI efforts and make necessary adjustments. This iterative process ensures that our strategies remain relevant and impactful.

By continuously striving to enhance our diversity, equity, and inclusion practices, we aim not only to enrich our team's capabilities but also to better serve our diverse clientele effectively. Our commitment to these principles is aligned with broader initiatives like MIT Solve’s commitment to DEI, ensuring we are part of a global effort to foster a more equitable and inclusive society.