OCCUPATIONAL HEALTH & SAFETY POLICY
Outlines our commitment to caring for the life, health and wellbeing of our personnel, contractors and stakeholders.
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KNOWOUR PRIORITY
AREAS
AREAS
OUR PEOPLE
Our people are the backbone of Grupo México for whom we foster an environment of wellbeing and our values of honesty, respect and responsibility.
Our management in this area is built on four pillars:
Diversity, inclusion and non-discrimination
Labor practices
Human capital development
Recruitment and retaining talent
For more information, see Management Approach
OUR COMMITMENTS:
- Recruit and maintain a team that is motivated by adequate and competitive salary packages, and training and skill development to encourage creativity and innovation in the day-to-day work and processes.
- Continually improve our organizational climate and promoting recruitment with performance-based options for growth.
- Promote a positive organizational environment with zero tolerance for discrimination or violence in the workplace.
- Prevent psychosocial risk factors for the wellbeing of our people.
Highlights
45.4 %
of our Mining and Infrastructure operations in Mexico and Peru employees are from local communities.
-17.5 %
reduction in the Grupo México turnover rate in 2023.
GPTW
Our Processing Plant (METCO) received Great Place to Work certification in 2023, for a second year in a row.
33.2 %
is the percentage of inhouse promotions at Grupo México in 2023.
Related policies and codes
Our management in relation to this area is guided by:
CODE OF ETHICS AND COMPANY BEHAVIOUR
Outlines our commitment to business ethics and integrity for both company personnel and suppliers, who play an essential role in our corporate culture.
HUMAN RIGHTS POLICY STATEMENT
Outlines our commitment to promoting respect for the human rights of all our stakeholders.
GENERAL POLICY ON DIVERSITY, INCLUSION AND NON-DISCRIMINATION
Outlines our commitment to being open to different ways of thinking and to fostering inclusive environments, free from discrimination and workplace or sexual harassment.
For further information, please refer to the ESG Policies section.
MANAGEMENT APPROACH
Organizational Management
At Grupo México, we recognize that our people are the driving force behind our long-term success. Our labor practices and human capital strategy are designed to foster a safe, inclusive, and equitable work environment, while promoting professional growth and well-being. For further information, please refer to our Sustainability actions for 2024.
Our management in the area of Our People is built on 4 main pillars:
Diversity, inclusion and non-discrimination
We strive to ensure the creation of work environments that foster diversity, inclusion and gender equality, complying with equal opportunities, regardless of race, faith, age, gender, nationality or sexual orientation.
We seek to foster an environment of respect that extends to our employees, their families, the communities near our operations, and the rest of our stakeholders.
Labor practices
We honor all our obligations and responsibilities as laid out in our collective bargaining agreements, acting in adherence of law and our values, labor culture and Code of Ethics.
Human capital development
We are committed to caring for and supporting the personal and professional growth of our employees. Our goal is to foster their growth by acquiring and upgrading their technical skills and competencies through training and development plans.
- Education. We focus on the professionalization of our workforce. This means we are continually providing programs for our personnel that focus on their formal education, such as academic studies (elementary, middle school, high school, bachelor’s degree) and post-graduate programs (master’s and doctorate degree).
- Training. We focus on developing technical skills (operation and maintenance), going beyond technical safety knowledge, which is continually reinforced. We provide training on management skills and institutional competencies, and we continually reinforce training on human rights and our Code of Ethics for all personnel.
- Development. We continuously prepare our personnel to take on new tasks and responsibilities, as needed, supporting the growth of their professional careers within the company.
Recruitment and retaining talent
To ensure an appropriate workplace climate, which ensures a high level of permanency and a low turnover rate, we maintain a team that is fairly compensated, satisfied, motivated and committed to the organization. We also strive to maximize labor competitiveness, encourage engagement and develop talent.
Corporate goals & targets
Our People 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.
Mining: Increase the number of women in the total workforce by 2% each year.
Infrastructure: Annually increase the participation of women in the total workforce by 0.8%.
Infrastructure: Great Place to Work certification for our five lines of business.
Infrastructure: Increase training hours by 20%.
Follow our annual progress in Corporate Sustainable Goals
Key indicators
Mining
Diversity
8.8%
of the workforce is occupied by women (+23.2% compared with 2022)
34.9%
of our women employees hold STEM positions (+32.9% increase compared with 2022)
Human capital development
+15.3%
increase in new hires in 2023
+8.4%
increase in inhouse promotions in 2023
30.8 hours
average training hours per employee in 2023
46.4%
of the total workforce are hired collaborators and/or residents of local communities near the business units
Recruitment and retaining talent
-2%
decrease in turnover rate in 2023
Southern Copper Corporation (SCC)
Diversity
8.6%
of the workforce is occupied by women
31.4%
of our women employees hold STEM positions (+10.3% increase compared with 2022)
Human capital development
+10.8%
increase in inhouse promotions in 2023
46.3%
of the total workforce are hired collaborators and/or residents of local communities near the business units
28 hours
average training hours per employee in 2023
Infrastructure
Diversity
20.4%
of the workforce is occupied by women (+34.8% compared with 2022)
19.2%
of our women employees hold STEM positions (+5.6% increase compared with 2022)
Human capital development
+16.6%
increase in new hires in 2023
6.3%
of vacant positions were filled inhouse
24.8 hours
average training hours per employee in 2023
40.2%
of the total workforce are hired collaborators and/or residents of local communities near the business units
Evaluation
We use different instruments to review both the performance of our personnel and the application of our processes, while the management and development of our labor practices are reviewed by Internal Control, inhouse audits by the Audit Department and, lastly, independent audits.
Instruments:
- Corporate policies related to human resources
- Code of Ethics
- Performance reviews
- Workplace climate surveys
- Comprehensive reporting line
Processes:
Performance reviews
Most company personnel participate in an annual performance review based on objectives defined by the company and the metrics and indicators of our performance improvement process. The goal is to identify the potential of each employee.
Union employees participate in a different type of review each month, which generally results in performance-based monthly bonuses.
Workplace climate surveys
Surveys are conducted every two years to determine the level of satisfaction and to hear the opinions of our employees on various aspects, and to define appropriate action plans.
In the Mining Division, we have added perspectives on diversity, equity and inclusivity to inform our efforts to improve our inclusivity.
Reporting Line
Our Comprehensive Reporting System is available to employees, suppliers, contractors, communities and all inhouse and external stakeholders 24 hours a day.
The Reporting Line is managed by a third party and guarantees anonymity, and no Grupo México person has direct access to any information.
The Ethics and Discipline Committee meets regularly to review and address reports and grievances.
Each division sets the terms and conditions for employment for their non-union personnel, respecting all regulations in each country where we operate.
The reference frameworks applicable are:
INTERNATIONAL
- International Labor Organization (ILO) conventions 87 and 98 on freedom of association and collective bargaining
MÉXICO
- Federal Labor Law (Ley Federal del Trabajo)
ESTADOS UNIDOS
- National Labor Relations Act
- Worker Adjustment and Retraining Notification Act (WARN)
Organizational Management
At Grupo México Transportes, our most valuable asset is our people. Fostering a good workplace culture and providing safe environments for our employees to reach their maximum potential and professional development is a priority. Some of the benefits our employees receive when they join the company are:
- Exclusive transportation to corporate offices from some cities
- Cafeteria service and break room
- Lactation rooms
Our management in the area of Our People focuses on 2 main aspects:
Training and development
At Grupo México Transportes, we recognize that a trained workforce that is constantly learning and on the cutting edge in different areas and operational aspects is key to the ensuring the excellence of our operations and services.
Therefore, both our operational and our administrative personnel receive training each year on key topics and programs to improve efficiency and safety.
- Principal courses provided: Code of Ethics, human rights, anti-corruption, anti-money laundering and conflicts of interest.
Performance review
Our employees participate in a performance review each year, identifying the progress our personnel have made towards their goals.
Reviewing employee performance helps us to identify areas of opportunity and to reinforce strategies, like:
- Setting goals
- Effective communication
- Conflict resolution
- Motivation and leadership
- Teamwork
- Decision-making
Employees with a track record of positive performance reviews may be candidates for inhouse promotions in recognition of their service within the company.
Corporate goals & targets
Our people related corporate goals
The goal has been met
In progress
Slight deviation from course
The goal has not been met
2025
Increase the number of women in the total workforce by 0.7% each year.
Follow our annual progress in Corporate Sustainable Goals.
Key indicators
Transportation
Diversity
8.9%
increase in the female workforce, compared with 2022
3.1%
of our women employees hold STEM positions
Human capital development
+30%
increase in inhouse promotions in 2023
60 hours
average training hours per employee in 2023
Recruitment and retaining talent
-71.4%
decrease in turnover rate in 2023
Evaluation
Grupo México Transportes operates always with respect for the human rights of our personnel, the communities where we operate, our customers and our suppliers. Our corporate policies demonstrate and back this commitment to respect and healthy coexistence.
Additionally, as part of our due diligence processes, the Transportation Division has an Ethics and Disciplinary Committee that promotes adherence to the guidelines laid out in the Code of Ethics, as well as ensuring timely, transparent and fair treatment of cases involving faults or violations of the Code of Ethics.
Ethics and Disciplinary Committee
The tasks of the Ethics and Discipline Committee include receiving, reviewing and following up on reports of violations of our Code of Ethics received through our reporting line. All reports involving any fault or violation of Human Rights are given priority attention, follow-up and resolution. The committee meets quarterly or as needed, depending on the urgency or importance of a report or the matter involves Human Rights, the union or would put at risk the assets or safety of the division.
The Ethics and Discipline Committee meets annually to review all reports received and to confirm, and reinforce, our commitment to operating to the highest standards of safety and respect for human rights.
