» DIVERSITY & INCLUSION

At Grupo México, we incorporate into our organization the richness and plurality of each country and community that embraces us.

We strive to build diverse and inclusive teams that foster respect between coworkers and with the communities where we operate.

We have created a Grupo México Diversity and Inclusion Taskforce, which is coordinated by the Sustainable Development Department.

KNOW

OUR PRIORITY
AREAS

DIVERSITY & INCLUSION

The inclusion of women, people with disabilities and members of the LGBT+ community in the workplace implies a cultural shift that we call on businesses and organizations to formally support.

We have been working on building an institutional structure in recent years that will advance our diversity and inclusion agenda both across all company divisions and with our neighbor communities.

Our 2020-2023 Strategic Plan focuses on five aspects:

Awareness campaigns, training and communication

Gender equality and diversity included in our human resources policies and procedures

Inclusion through physical modifications at our operations

Sexual and workplace harassment prevention

Diversity and equality in our communities

For more information, see Management Approach

OUR COMMITMENTS:

Respect human rights, guaranteeing diversity and inclusion, wellbeing, no discrimination, and equality for all persons.
Ensure equal opportunities, and also equal treatment, condition and position between women and men.
Prevent potential barriers during hiring, promotion and salary processes, remaining objective always.

Guarantee workplaces where respect and tolerance are the norm.
Take corrective action against attitudes or acts of discrimination, harassment or any other type of disrespectful, excessive or violent behavior.

Highlights

Policy

Our Policy on Diversity, Inclusion, Non-Discrimination, and Zero Tolerance for Workplace or Sexual Harassment is applied across the three divisions of Grupo México.

DEI Taskforce

Creation of a Grupo México Diversity and Inclusion Taskforce.

2nd

year in a row

Our Processing Plant in Sonora, Mexico, received Great Place to Work for Women certification for the second year in a row.

representation

Gradual increase in the number of women in our workforce over the last 3 years.

Related policies and codes

Our management in relation to this area is guided by:

GENERAL POLICY OF DIVERSITY, INCLUSION AND NON-DISCRIMINATION

Download

Code of Ethics and Company Behaviour

Download

GENERAL POLICY FOR SUSTAINABLE DEVELOPMENT

Download

HUMAN RIGTHS POLICY STATEMENT

Download

COMMUNITY OUTREACH POLICY

Download

GENERAL POLICY OF RESPECT FOR THE RIGHTS OF INDIGENOUS PEOPLES AND COMMUNITIES

Download

Load all

For further information, please refer to the ESG Policies section.

MANAGEMENT APPROACH

Grupo México

Organizational management

Our DEI Strategic Plan focuses on 5 aspects:

Awareness campaigns, training and communication

Our Code of Ethics and human rights trainings include topics related to diversity and inclusion.

We run an ongoing media campaign to promote the value of diversity and inclusion, and also the tools available for reporting incidents of discrimination or harassment, to raise awareness among company employees and, step by step, drive a cultural shift towards safe, diverse and inclusive workplaces.

Gender equality and diversity included in our human resources policies and procedures

Our DEI approach goes beyond merely increasing the number of women in the company; we want to understand the reasons why women leave and design measures that encourage them to stay and develop their careers at Grupo México.

Specific actions include using inclusive language and incorporating measures to eliminate bias from recruitment processes, and also targeting training for women, including entry-level positions and professional and technical interns.

Inclusion through physical modifications at our operations

Making adjustments to the physical infrastructure and facilities of our three divisions is a gradual and ongoing process that will increase the inclusion of women in all areas of our operations. For example, we continue to install and improve lactation rooms at our corporate offices, while also identifying the needs at our operational sites (for example, adding more changing rooms for women).

Sexual and workplace harassment prevention

Our DEI approach strengthens and defines specific processes to raise awareness, prevent and address potential incidents of sexual or workplace harassment.

For example, we have protocols in place on the “Prevention, Handling, Action and Redress of incidents of workplace or sexual harassment” for our Mining Division operations in Mexico, Peru, the United States and Spain, taking into account the relevant legislations in each country. We have also upgraded our reporting channels and we orient our personnel on using the Reporting Line through communiqués, infographics and Code of Ethics training, as well as digital and print media, ensuring we reach 100% of our personnel.

Diversity and equality in our communities

The community development model of our Mining and Infrastructure divisions is guided by inclusion, where all our programs and projects conduct an exhaustive advance process to listen to the ideas and needs of the different groups that make up a community, considering their diversity in terms of age, gender, language, sexual preference and specific needs.

We promote diversity and inclusion in our communities through three key areas:

Social or community programs
Support for disabled and special needs students at our schools
Skills development and training for women

Corporate goals & targets

Diversity & Inclusion related corporate goals

The goal has been met

In progress

Slight deviation from course

The goal has not been met

2025

Grupo México: Increase the number of women in the total workforce 1-2% each year from 2022 to 2025.

Mining: Increase the number of women in the total workforce 2% each year from 2022 to 2025.

Infrastructure: Annually increase the participation of women in the total workforce by 0.8%, from 2022 to 2025.

2030

Transportation: Annually increase the participation of women in the total workforce by 0.7%, from 2022 to 2025.

Follow our annual progress in Corporate Sustainable Goals.

Key indicators

Grupo México

Training

8,421

Employees in our three divisions received training on topics related to diversity, inclusion and human rights.

Participation

8.7%

Total percentage of the Grupo México workforce who are women.

Participation 2022/2023

+22.1%

Annual increase in the number of women employees.

STEM Participation

24.6%

Percentage of the total women in Grupo México in STEM positions (science, technology, engineering, mathematics).

New Hires

+22.1%

Total increase in the number of women hired into the company.

Mining

Training in communities

1,503

Women trained through the Forjando Futuro and Provee community programs in Mexico and Peru.

Participation

8.8%

Total percentage of the Mining Division workforce who are women.

Participation 2022/2023

+23.2%

Annual increase in the number of women employees.

STEM Participation

34.9%

Percentage of the total women in the Mining Division in STEM positions (science, technology, engineering, mathematics).

New Hires

+23.2%

Total increase in the number of women hired.

Certifications

Great Place To Work for Women certification for the Processing Plant in Sonora, Mexico.

Certifications

6th

Ranking among the places for women to work in Mexico.

Transportation

Participation

5.3%

Total percentage of the Transportation Division workforce who are women.

Participation 2022/2023

+8.9%

Annual increase in the number of women employees.

STEM Participation

3.1%

Percentage of the total women in the Transportation Division in STEM positions (science, technology, engineering, mathematics).

New Hires

+8.9%

Total increase in the number of women hired.

Infrastructure

Participation

20.4%

Total percentage of the Infrastructure Division workforce who are women.

Participation 2022/2023

+34.8%

Annual increase in the number of women employees.

STEM Participation

19.2%

Percentage of the total women in the Infrastructure Division in STEM positions (science, technology, engineering, mathematics).

New Hires

+34.8%

Total increase in the number of women hired.

Certifications

Great Place To Work for Women certification for Perforadora México (oil).

Roles & Responsibilities

The organizational supervision of diversity & inclusion management is structured as follows:

Strategy and compliance

Operational supervision

Executive Leadership /

Board of Directors

Sets the short, medium and long term direction of the organization and the corresponding investments needed.
- Audit Committee
  
  Oversight and monitoring mechanism for environmental, social and governance risk management for the Board of Directors.
  - Sustainable Development Committee
    
    Monitors the performance of our actions and activities, defines executive adjustments, assesses the related risks and opportunities, and prepares strategic recommendations for the Board of Directors.
    - Sustainable Development Department
      
      Leads the design and implementation of projects, initiatives and other related actions in close collaboration with the corresponding areas of the company.
      - Diversity and Inclusion Taskforce
        
        Coordinates the DEI agenda at the Grupo México level. Sets and monitors goals, targets, policies, strategies and budgets to promote diversity and inclusion across our three divisions.
        
        Operational sites
        
        The Leadership/Managers and the Human Resources and Community Development departments at each site are responsible for ensuring the 5 aspects of the DEI Strategic Plan are carried out.
      - Community Development Department
        
        Oversight of community-related topics for the Mining and Infrastructure divisions.
- Human Resources Department
  
  Designs, manages, implements and evaluates mechanisms, processes, initiatives and programs involving labor aspects, personnel management, human capital development, and recruitment and retention.

Evaluación

Our human resources teams regularly monitor the effectiveness of our DEI Strategic Plan through:

Hiring and promotions

Training

Recruitment

Compliance

Community engagement

Hiring and promotions

The number of women that are hired into or are promoted in each area of the company. (monthly)

Training

That personnel are familiar with and abide by the Policy on Diversity, Inclusion and Non-Discrimination, and complete their DEI and non-violence in the workplace courses. (annually)

Recruitment

That our recruitment materials continue to use inclusive language. (ongoing)

Compliance

To ensure the Ethics and Discipline Committee has addressed incidents of harassment immediately. (continual)

Community engagement

The Community Development Department has an Impact Measuring office, which reviews the objectives and programs of our community development model in terms of promoting diversity and inclusion in our neighbor communities. (periodically)

The following federal laws and international standards inform our DEI programs and initiatives:

INTERNATIONAL

MEXICO

PERU

ILO Conventions 100 and 111 on employment and occupation discrimination and promoting equal remuneration

Federal Law to Prevent and Eliminate Discrimination

Law N° 26270 – Anti-Discrimination Law
Law N° 28983 – Equal Opportunity Law
Law N° 30709 – Law prohibiting salary discrimination between men and women

Contemporary

Great Stories

Mobile Documentary Filmmaking Workshop

Public reports

Public Report: GM Schools

We operate 11 company-sponsored schools, providing spaces for the comprehensive development of our employees and their families, in addition to improving the level of education in these communities. Located in Mexico and Peru, these schools offer preschool, elementary and middle school education.

Public reports

Public Report: Emissions intensity targets for Grupo México’s operations

We provide an overview of our operational emissions and copper equivalent intensities from 2022 onwards.

Great Stories

Mexican Gray Wolf

Introduction The wolf plays a key role in the biomes it inhabits. By limiting the behavior and overgrazing of its prey, these habitats increase their richness and diversity. Ecosystems tend to self-regulate once the wolf populations are of a sufficient size. Wolves were once the most widely distributed land mammal in the northern hemisphere. They […]

Public reports

Public Report: 2023 Sustainability Actions – Cibersecurity

At Grupo México, we have a General Policy of Information Security that standardizes expectations in this area with an institutional approach. Additionally, each of our divisions has its own information security policy, which has been published and disseminated internally to all personnel through their respective intranet portals and institutional email campaigns.

Announcements

They recognize Grupo México’s social practices for its commitment to communities.

Grupo México received the ‘Exceptional Companies’ recognition, awarded by the Coordinating Business Council, the Institute for Quality Promotion, and the Communication Council, for maintaining social practices that address the needs of the communities where it operates. According to the jury that, from a social perspective, evaluated the 137 submissions from companies across various industrial sectors […]