Es

working
responsibly

working
responsibly

GRI 202, 401, 402, 405: 103-1, 103-2, 103-3

102-7, 102-8, 102-22, 102-35, 102-36, 102-41, 201-3, 202-1, 401-1, 401-2, 401-3, 402-1, 405-1, 405-2

We are an inclusive Company. We support gender diversity and promote the safety and development of our talented team.

Costa Rica

Working responsibly

Working responsibly

A key element of our success depends on our employees’ commitment, talent and integrity. Therefore, we invest in programs and tools that support a safe, healthy and equitable working environment, and promote their professional development.

We are committed to providing our employees with benefits and opportunities that exceed legally mandated levels. The range of wages and salaries paid depends on the type of position and each person’s qualifications. In no cases are they determined on the basis of gender, age, ethnic origin or social condition.

AVERAGE MONTHLY SALARY BY REGION AND GENDER

RegionWomen Men
Bajio 14,437 16,592
Central17,815 23,819
Central-South14,130 16,460
Northeast 17,129 16,371
Northwest 15,041 16,417
West 13,456 18,792
Southwest 14,217 14,024
Mexico Total 15,175 17,496
Guatemala 17,372 27,016
Costa Rica 19,485 16,628
El Salvador 3,079 1,745
Coremal 20,309 18,053
Grand total 15,13316,901

Within our compensation strategy is designed to offer our personnel compensation based on individual competition and completion of set goals while making sure that gender does not influence wage and salary decisions.

We strive to assure a work environment to promote our employees’ commitment and desire to remain with the Company.

In addition, to our training and development plans we implemented a program to promote a Culture of Legality, as well as activities for our "high performing teams" designed to improve our employees’ styles of communication and leadership skills.

Additionally, to enroll our employees in social security health insurance and providing them with a life insurance policy, during 2018 we established the Xonexca employee cash savings and loan to promote savings culture and awareness, and above all to provide our employees with yields higher than what they can obtain from banks.

At Pochteca we make sure all of our employees have a right to parental leave in keeping with Mexico’s Federal Labor Law, and work regulations.

We make sure all of our employees may take maternity leave in compliance with both local regulations and Mexico’s Federal Labor Law, and we guarantee an employees’ right to return to work post maternity leave.

We grant options to make it easier for them to extend such leaves through a combination of flextime and homeoffice as they begin to resume their duties. To that end we have invested substantially in infrastructure and equipment to assure employees have work connectivity at all times.

80%

Portable computer

60%

Smart phones

Of the 498 women on payroll in 2018, 29 requested maternity leave, 22 whom returned to work, and only 24% left the Company

  • VOIP telephone service with call forwarding between the employees’ office extension and portable computer.
  • A secure VPN connection through which to securely access their information from anywhere.
  • Skype for Business.
  • Joinme.
  • Cloud-based information access, making it possible to access our internal company network “pochtecaNET”.
  • KMkey for documenting our Integrated Management System.
  • OneDrive to backup and store materials online.

Mexico - San Juan

Mexico - San Luis Potosi

Pochteca’s very clear commitment to equity and equal opportunities is backed by our Code of Ethics, which we constantly communicate to all Pochteca employees. The Code is one of the basic introductory documents we provide each new employee. Through our transparency line we receive anonymous reports about such issues and act on them.

We provide our employees and their elected union representatives one month’s notice of any practice or significant change that could affect them directly and substantially, a commitment that is stipulated in their contract.

NUMBER OF ASSOCIATES BY REGION AND GENDER

Region Women Men Grand total
Bajio 36 80 116
Central 216 435 651
Central-South 29 57 86
Northeast 29 48 77
Northwest26 50 76
West 18 31 49
Southwest 12 52 64
Mexico total 366 753 1,119
Guatemala 5 12 17
Costa Rica 7 7 14
El Salvador 6 11 17
Brazil 114 155 269
Grand total 498 938 1,436

PERSONNEL TURNOVER

Region Separations
women
Separations
men
Total
separations
HC Turnover
women
Turnover
men
Turnover
total
Grand total156 411 567 1,436 10.9% 28.6% 39.5%

New HIRINGS 401-1

587

173 Women

414 Men

Mexico - Monterrey

HIRING INDEX BY AGE, GENDER AND REGION

Region Age Women MenGrand total
Bajio

<35

35-50

11

3

32

11

43

14

Central

<35

35-50

>50

63

18

2

137

51

10

200

69

12

Central-South

<35

35-50

8

1

25

11

33

12

Northeast

<35

35-50

10

12

23

15

33

17

Northwest

<35

35-50

3

3

22

3

25

6

West

<35

35-50

>50

9

2

0

8

8

1

17

10

1

Southeast

<35

35-50

7

0

10

5

17

5

Mexico total

<35

35-50

>50

111

29

2

257

104

11

368

133

13

Guatemala <35 011
Costa Rica

<35

35-50

1

1

0

4

1

5

El Salvador

<35

35-50

>50

1

2

0

1

1

1

2

3

1

Brazil

<35

35-50

>50

15

9

2

19

14

3

34

23

5

Grand total 173 414 587

Occupational HEALTH AND SAFETY

Occupational HEALTH AND SAFETY

GRI 403: 103-1, 103-2, 103-3

102-8, 403-2, 403-3, 403-4, 403-5, 403-6, 403-9

We have an occupational health and safety system we classify along three lines:

Identifying operational risks

Using risk matrixes we clasify risks considering their impact and severity, and in each case we establish the necessary controls, which include but are not limited to:

  • Infrastructure requirements
  • Operating equipment
  • Personal Protection Equipment (PPE)
  • Emergency equipment
  • Training needs

Identifying unsafe conditions and practices

We have an EHS (Environmental, Health and Safety) recording and monitoring system, through which our employees can register any condition or act that might lead to an accident. A record is made of the actions taken to avoid such accidents, the date on which they took place and the people in charge.

Weekly safety meetings

Every week we share articles, videos and lessons learned in the course of our operations. The person in charge of each branch convenes her or his team to provide them with weekly updates, and to share employee comments and experiences within the same group.

We expect to take immediate actions directed at diffusion campaigns regarding the benefits to employees and relatives alike of continuing to use the “Orienta-PAE” system. Along these same lines, Culture-of-Legality work plans will be delivered to relatives when they participate on scheduled dates, and we prioritize the most commonly registered topics in the medical-nutritional segments.

We achieved an "Orienta-PAE” use rate of 96% among employees and 4% among employee relatives, 56% of whom were men and 44% women. Among the issues dealt with, 38.8% were of an emotional nature, 25% legal, 16.3% medical, 15% diet, and 5% family economy.

  • In 2018, the system used on the part of relatives decreased from 11% to 4%.
  • Cases of general use grew from 321 to 369.
  • Cases that could adversely affect productivity narrowed from 90% to 87%
  • Emotional family cases grew from 4.17% to 32.2%.
  • Orthopedic and trauma issues climbed from 9% to 23% and otolaryngology ones increased from 18% to 38%.

GENERAL NATURE

Emotional
Emotional conflicts 19.35%
Addictions6.45%
Family Relations 32.26%
Interpersonal12.90%
Couple Relations 25.81%
Courtship3.23%
Legal
Social security15.00%
Labor10.00%
Penal15.00%
Family30.00%
Civil10.00%
Administrative20.00%
Medical
Orthopedic & Trauma23.08%
Otolaryngology38.46%
Dentistry15.38%
Internal Medicine15.38%
Gynecology and Obstetrics7.69%
Nutritional
Healthy weight8.33%
Growth phases8.33%
Calorie modification
program
25.00%
Meal plan58.33%
Family Economy
Credit100.00%

To promote a prevention culture we adopted a Secure Environment Strategy that allows us to recognize how the various participating branches are performing

Costa Rica

Our 2018 safety results show no fatal accidents either on the job or while commuting. However, our 2019 training program includes subjects such as material management to reduce lesser accidents, and the screening of videos to better explain proper material handling and maintenance of personal protective gear.

5En 2015 2016 2017 2018 1.19 1.18 1.97 0.26 ACCIDENT INDEX
6En ACCIDENTS AND INJURIES 2018 2016 2017 2015 Incapacitating Non incapacitating Commuting 9 2 16 21 20 2 15 15 2 3 3
7En 2018 TYPES OF ACCIDENTS 9 1 4 2 7 3 Falls Crush injuries to extremities Commuting accidents Eye injuries Chemical burns Cuts

We had no fatal on-the-job or commuting accidents11

There were no permanent disability injuries

1 These results include those of our Brazilian operations.

Emergency brigades

Emergency brigades

GRI 403: 103-1, 103-3

403-1

We have health and safety commissions in each workplace in compliance with Mexico’s Federal Labor Law. Approximately 10% of our entire personnel are engaged in these brigades.

10En SECURITY COMMISSIONS E V A C U A T I O N S F I R E F I G H T I N G F I R S T A I D D O C U M E N T A T I O N P R O C E D U R E S
  • At present we actively participate in the full-drills initiative of Mexico’s Civil Protection Ministry.
  • We constantly update our emergency protocols.
  • The leadership team receives crisis management training during which we gauge resource management competencies and offer emergency response guidelines.

STRATEGIC ALLIANCES

STRATEGIC ALLIANCES

102-13, 403-1

We actively participate in PAMI, an industrial support group comprised of 13 companies in the Ecatepec-Tlalnepantla region. The association is dedicated to the prevention, management and control of industrial risk related to the sorts of activities in which affiliated businesses are engaged, and which could affect their assets, those of their surrounding communities, their installations and the environment.

Since 2012 we have been partners of the Minatitlan – Cosoleacaque, Veracruz industrial zone’s Regional Integral Security Committee (CRIS).

This industrial association tries to provide support to affiliated businesses by offering human and material resources for attending to and controlling major emergencies, as well as minimizing harm to personnel and installations, and reduce impacts to the environment and the community.

Guatemala

Costa Rica

TRAINING AND evaluation

TRAINING AND evaluation

GRI 404: 103-1, 103-2, 103-3

404-1, 404-2, 404-3

As part of our interest in our employees’ continuous development, we have designed an annual training and abilities program including the following topics:

  • Applicable laws
  • Pinpointing needs
  • Business strategies

Our training process begins by applying our Training Needs Analysis (TNA) to each of our employees. We consider other factors when designing the plan such as:

  • Company strategies
  • Audits
  • Corrective actions
  • Development plans
  • Changes to applicable norms
  • Process and infrastructure changes
  • Customer needs

Plan courses are available online through UVP (Pochteca Online University) or pochtecaNET, or on site with company or external instructors.

In 2018 we conducted 30,682 hours of on-line and on-site training

EMPLOYEES TRAINED

1,119

366 Women

753 Men

TRAINING BY PERSONNEL CATEGORY
Administration274
Senior executives 13
Managers 110
Operations 481
Sales 241

3,896

Hours of on-line training

26,786

Hours of on-site training

The performance evaluation process begins by defining and loading each employee’s goals based on the competencies framework so that they can develop their responsibilities. Mid year we conduct a review of initial objectives to make sure that by year’s end they fulfill those goals, and to discern gaps of opportunity for generating development plans for each employee.

Evaluation results are presented based on the following scales:

GOALS

No met. The goals posed by the employee at the beginning of the year were not fully met.

Met. All goals were met.

Exceeded. The employee met all goals and undertook other objectives including other special projects.

COMPETENCIES

No met. The employee did not achieve the level of professional development mandatory for fulfilling his or her goals.

Met. The employee accomplish the level of development mandatory for fulfilling his or her goals.

Exceeded. The employee has developed the competencies necessary for fulfilling his or her goals and beyond, and is prepared to take on a new post or responsibility.

  • The general score in relation to all goals assessed during the year is 2, equivalent to meeting them.
  • 43% of participants were women and 57% men, receiving a 2 score, equivalent to fulfilling individual goals and dominating competencies skills.
  • By hierarchy, the average in the case of personal objectives and competencies is equivalent to 2, or Met.

YOUTH DEVELOPMENT

YOUTH DEVELOPMENT

GRI 413: 103-1, 103-2, 103-3

102-13, 413-1

We strengthened our program for attracting and developing "talented youth", through which we continue to integrate trainees in order to prepare them in labor matters and provide them with an opportunity to embark on their working careers at Pochteca.

During 2018, 12 young people participated in the project and after concluding their studies 11 have joined the Company as analysts, coordinators and/or commercial executives. Giving way to a new generation of future talent.

The developing youth programs come from different sources including ANIQ and INROADS, the latter of which provides university scholarships to students in need and helps them find work once they complete their studies.

Mexico - Conjunto LAR