(102-7, 102-8, 405-1)
Despite the adverse climate surrounding our working activities because of the continuing pandemic last year, Grupo Danhos remains convinced that this company’s success depends on its ability to have talented people working in line with the business strategy and values. That is why our prime concern last year was to protect the health and safety of our 346 employees and fully support them in this critical time. Starting in April, all of our corporate employees returned to work in the office, so we can say that working conditions returned to normal.
We are reporting more employees at Fibra Danhos this past year because of the entry into force of the new Outsourcing Law on April 24, 2021, regularizing the incorporation of maintenance staff to the corporate payroll in keeping with this new labor provision.
TOTAL EMPLOYEES IN 2021: 346
WORKFORCE BY GENDER
Women: 146
Men: 200
TOTAL EMPLOYEES BY GENDER AND AGE RANGE
*years
TOTAL TURNOVER RATE 2021: 16.18%
DEPARTURES BY GENDER
Women: 27
Men: 29
TURNOVER RATE BY GENDER AND AGE RANGE
*years
| Category | 2021 | ||
|---|---|---|---|
| Women | Men | Total | |
| Senior Management | 5 | 4 | 9 |
| Middle Management | 9 | 22 | 31 |
| FD Corporate | 132 | 174 | 306 |
| Total | 146 | 200 | 346 |
(401-1)
Our Personnel Recruitment, Selection and Hiring Policy establishes the guidelines for this process, aimed at ensuring that the people we hire are those whose knowledge and skills match the organization’s challenges and needs, without regard to religious belief, political or sexual preference, social and economic condition, or any other factor that might be a motive for discrimination.
For this reason, and given our unwavering commitment to the advancement of all employees, we try to fill vacancies internally. During the year we brought in 61 new employees, and of the 22 vacancies, plus another 13 new positions, all were filled by promoting employees already with the company, a total of 35. This instils a culture of growth and development within the company, and also gives employees a stronger sense of recognition and belonging.
We usually conduct evaluations and post job offerings, in which we weigh the job qualifications, knowledge and psychometrics of each candidate as well as their performance and career.
We also support young people who are close to obtaining their academic degrees and preparing to enter the job market.
One woman completed an internship with the company in 2021, and in 2022 we plan to increase the number of interns working in various areas of the company.
One issue of vital importance to Danhos is minimizing employee turnover, because it strengthens the organization both in terms of its labor culture as well as in operating expenses and productivity.
The absentee rate closed the year at 4.90%, equivalent to 279 absences, based on 584,560 work hours, compared to 3.05%, 143 absences and 447,480 work hours in 2020. The increase is attributed to the expansion of our workforce following passage of the new Outsourcing Law.
We also have an Occupational Safety Policy (https://api.fibradanhos.com.mx/static/policy/10_occupational_health_and_safety_policy_2022_en.pdf), that guarantees compliance with health and safety laws and regulations, ensuring that our employees have healthy, safe workplaces and that we minimize the risks associated with the daily activities of each of them.
(102-35, 102-36, 102-41, 201-1, 201-3, 401-2)
At Danhos, we seek to offer our employees competitive and fair salaries and benefits. We have a comprehensive compensation plan and competitive benefits that exceed the regulatory minimum, which we are confident will enable us to retain the best talent and help improve their quality of life. Our policies and procedures on compensation link raises and promotions to the individual capacity, performance and merits of each employee. We also guarantee our employees safe, healthy and sustainable workplaces, free of discrimination or harassment, as stipulated in our Protocol on Workplace Sexual Harassment.
All of our staff is of legal age, as established in the applicable regulations and in international labor ethics principles. We recognize the right to free association, although no Danhos employees are union members and thus we have no collective bargaining agreements with our workers. No employee belongs to or identifies with any specific ethnic group.
As you can see, salaries for men and women at Fibra Danhos are very similar at the senior management, middle management and corporate levels. This is because employees at all levels have similar work experience to their peers.
In 2021 we maintained salaries and benefits in accordance with our Labor Diversity, Inclusion, Equality and Non-Discrimination Policy created in 2020. We postponed the study we had planned on reducing the wage gap due to the COVID-19 pandemic; we expect to conduct this study in 2022.
(201-3, 401-2)
| Average | Median |
|---|---|
| $36,081 pesos | $19,757 pesos |
In addition to competitive remuneration, we offer benefits like an employee savings fund, made up of payroll deductions of 10% of each employee’s nominal salary, matched by the company, and major medical insurance covering $ 40 million pesos per event. In 2021, the total premium for this benefit was $ 6,360,052. During the most intense phase of the pandemic, we offered specialized medical expense insurance for COVID and reimbursement of the cost of PCR tests. We also offered a program of antigen testing in corporate headquarters and at various properties, to control and avoid propagation of the pandemic. We also offer life insurance for all employees, with a total premium of $216,681 for the year. The insurance covers 12 months of the employee’s salary in the event of their death, and double indemnity for accidental death and dismemberment. All of this is stipulated in our Compensation Policy.
Another benefit is complementary profit-sharing equivalent to at least one month of their salary. Nearly all of these benefits and remuneration were maintained despite the reduction in revenues due to the pandemic.
(401-3)
We also offer maternity and paternity leave and nursing time for mothers, according to the Federal Labor Law. In 2021, no employees took parental leave.
(405-1)
Diversity, gender equity and inclusion are among Fibra Danhos’ material issues, which is why we promote a diverse and inclusive culture, which we consider key for our employees to be able to develop and be valued for their differences.
Aware that sustainable development begins with us, we offer our employees a safe and dignified working environment, characterized by respect, fairness and transparency, in which any difference is considered an asset. Evidence of our constant effort to improve diversity and equity is our target of gradually increasing the presence of women in our corporate staff.
(404-3)
One of our priorities is to achieve fluid communication with all our employees, because this gives us the feedback we need to reinforce our policies and strategies and to find the best way to convey them through actions that strengthen our people’s commitment to the company.
Last year our employees once again played a vital role in our results. Despite working in unprecedented conditions, they all showed remarkable reciprocity and a sense of belonging.
Because we could not conduct our annual work environment survey last year, the 2019 results remained in effect, in which 58% of respondents were from our corporate employees and 42% from our building staff (59% were women and 41% were men). Although most of those surveyed found Danhos a good place to work, had a strong sense of belonging, were aware of the performance goals of their area, understood how their work fits into the organizational goals, and believed their immediate superior showed interest in the work they do, most respondents also believed they needed more training to do their job, that there were not enough career opportunities or room for professional advancement, and that employees needed to be appropriately prepared for promotion.
A new work environment survey will be conducted in 2022, when we will update the company’s status with respect to its employees and respond any new their concerns.
(405-2)
| Level | Salary Difference |
|---|---|
| Senior management level | Women +3% |
| Managerial level | Women +2% |
| Fibra Danhos Corporate | Men +2% |
(403-1, 403-2, 403-3)
We know that service excellence depends largely on the conditions that permit our employees to do their jobs impeccably each day. That is why we place fundamental importance on creating a climate of well-being, health and safety, where human rights are fully respected. This is the purpose of our Occupational Health and Safety Policy (https://api.fibradanhos.com.mx/static/policy/10_occupational_health_and_safety_policy_2022_en.pdf), which is overseen by the ESG Committee.
In all of our properties we have civil defense programs led by internal brigades who are fully trained in first aid, firefighting, evacuation, search and rescue, in the event of contingencies on our premises. Additionally, employee onboarding includes a course on accident prevention, direct reporting of incidents, and emergency contacts. In total, all of our employees received occupational health and safety training. Our employee training covers business ethics, quality of life and community engagement, led by the Social Responsibility, Business Ethics, Quality of Life and Community Engagement Committees. This is stipulated in our Occupational Risk Environment and Quality Declaration (https://api.fibradanhos.com.mx/static/policy/7_occupational_risk_prevention_quality_policy_2022_en.pdf).
In our corporate offices and in our properties we have paramedic services available for initial medical attention. Due to the pandemic, we were for a second year unable to continue our regular programs on prevention of obesity, high blood pressure, diabetes, glucose, cholesterol and triglycerides, fatty liver, gallstones, anemia, pulmonary embolism, hyperthyroidism, gastritis and colitis, among others, although we plan to resume these in the medium term.
Nevertheless, we took various measures to mitigate and prevent the pandemic in our offices and publicized them among our stakeholders.
Hygiene measures:
The following table shows disability leave during the year for work-related risk (WR), general illness (GI) and maternity (MAT). By the nature of our business our employees are not exposed to a high risk of accident, so these incidents are recorded only during travel to and from work.
| Month | WR | Days | GI | Days | MAT | Days |
|---|---|---|---|---|---|---|
| Jan | 0 | 0 | 3 | 65 | 0 | 0 |
| Feb | 0 | 0 | 2 | 36 | 0 | 0 |
| Mar | 0 | 0 | 4 | 69 | 0 | 0 |
| Apr | 0 | 0 | 9 | 89 | 0 | 0 |
| May | 0 | 0 | 9 | 97 | 0 | 0 |
| Jun | 0 | 0 | 6 | 33 | 0 | 0 |
| Jul | 1 | 7 | 7 | 52 | 0 | 0 |
| Aug | 1 | 22 | 12 | 85 | 0 | 0 |
| Sep | 2 | 47 | 8 | 38 | 0 | 0 |
| Oct | 3 | 65 | 7 | 35 | 0 | 0 |
| Nov | 2 | 30 | 8 | 91 | 0 | 0 |
| Dec | 0 | 0 | 7 | 96 | 0 | 0 |
| Total | 9 | 171 | 82 | 786 | 0 | 0 |
(403-9)
As a result of these figures, the work-related injury rate in 2021 was 3.70%.
To guarantee the health and safety of our maintenance workers, we apply the strictest safety measures to all activities carried out in our buildings.
We provide all maintenance staff with training in various health and safety areas, both in person and by videoconference.
We encourage safe and healthy spaces and require full compliance with all injury prevention measures, to instill a culture of occupational safety and health. We provide all maintenance staff with training in various health and safety areas, both in person and by videoconference. Next year we will be developing a risk prevention plan that specifically addresses the most frequent types of accidents reported in 2021.
The training will cover the following:
In every workplace we have safety scorecards for closely monitoring accident rates, so that maintenance staff can be sure to follow safety rules and maintain a good record of accident-free workdays. There were no fatalities last year, and the only incidents reported were minor.
(406-1)
We are aware of the value and importance of human rights. We encourage positive work experiences based on respect and the enjoyment of such rights as well as spaces that encourage safety and healthy work relationships. We understand our responsibility to respect, protect, prevent or mitigate any impact that might affect them. In 2020, we drafted a set of Guiding Human Rights Principles (https://api.fibradanhos.com.mx/static/policy/8_human_rights_principales_policy_2022_en.pdf) which reiterate our commitment to respecting our employees’ human rights and to equal opportunity and non-discrimination. They also stress our stance against slavery and child labor both within our own organization and in our sphere of influence.
For 2022 we will launch a cross-disciplinary human rights training program for our employees, based on the Ten Principles of the UN Global Compact and the UN Guiding Principles on Business and Human Rights.
(412-3)
In order to identify, prevent, mitigate and respond to the possible negative consequences of Fibra Danhos’ activities on human rights, we have a due diligence process to evaluate the real and potential impact of our activities on human rights, formulate conclusions and determine corrective action. This due diligence process:
We pledge to continue expanding this due diligence process to ensure respect for, promotion and awareness of human rights, as established in the UN Guiding Principles on Business and Human Rights, and to create mechanisms for remediation, when necessary, where our developments are located.
In 2021 we acquired additional due diligence responsibilities with passage of the new outsourcing law, and extended the process to our main service providers, to ensure that they are also in compliance with this law intended to safeguard the economic well-being and health of their employees. Various areas, including the Human Capital department conducted audits of suppliers to determine their degree of compliance with labor, tax and social security obligations to their workers.
With the results of these audits we offered observations and recommendations to each service provider and proposed the following plan for following up on them:
(404-1, 404-2)
Having well-prepared and deeply committed employees whose productivity is sustained by a culture of high performance demands appropriate training. That is why we have a Training, Education and Development Policy focused on giving employees the tools they need for their professional and personal advancement.
In 2020, we incorporated a new Policy on Prevention of Pyscho-Social Risk Factors based on Mexican standard NOM-035 STPS-2018. This regulation, issued by the Ministry of Labor and Social Planning, stipulates actions for creating a positive working environment by identifying, analyzing and preventing psycho-social risk factors and workplace violence.
In parallel, we developed a Human Capital blog, a place where all the Danhos family can find information about work-related events, employee benefits, and authorized workdays and holidays—they can also post birthdays and their work anniversary, and there are sections for recommending books, films and travel destinations.
A total of 2,798 work hours of training were given, attended by 859 employees, an average of three hours and fifteen minutes per employee. Training was an important issue during the year, because it included many more employees—465 in 2020—with a lower number of hours.
We have a Training, Education and Development Policy focused on giving employees the tools they need for their professional and personal advancement.
The topics covered in our 2021 training were focused primarily on employees’ emotional health, including:
We also launched a psychological counseling service for employees through the digital insurance platform Surexs, which provided talks on a variety of topics:
Other training was provided as well on priority issues like data security, to make sure employees understood the importance of safeguarding our information during the many activities they carry out each day, and the sensitivity of the information they handle.
These sessions addressed the following topics:
Finally, we offered an introductory session on human rights and how companies can use their influence for good, which was shared with all of the staff in corporate headquarters. We also began incorporating our suppliers into these training sessions by distributing material to them.
