ODS 9, 2-7
Our talent
Our team is the driving force behind each of our achievements. We know that their well-being and development are key factors in enabling them to face challenges with innovation and leadership every day. That is why we encourage collaboration and respect, convinced that their growth translates into the success of the company. With a culture based on trust and inclusion, we create an environment where every employee can give their best, strengthening us as an organization and generating value for all our stakeholders.
220MEN
152WOMEN
TOTAL*
372
49%
Men
51%
Women
62%
Men
38%
Women
58%
Men
42%
Women
100%
Men
100%
Women
8%
Women
92%
Men
- All of our employees are located in Mexico. The figures reported in this report correspond to the workforce of Administradora Fibra Danhos as of December 31, 2024.
- STEM: Science, technology, engineering, and mathematics. In 2024, all maintenance operator positions at our properties were incorporated into this calculation.
2-7, 2-8, 405-2
Gender pay gap
For Fibra Danhos, job performance and results are the only factors taken into account in compensation. For several years now, we have been gradually reducing the gender pay gap. Our goal is to steadily work toward full equality among our employees, focusing especially on the specific disparities at each job level.
Type of contractual relationship
Total internal employees: 372
Total fixed external employees: 1,920
Fixed external employees are those who provide services regularly and continually in our properties but are not directly employed by Administradora Fibra Danhos. These services include cleaning, security, gardening and paramedical assistance
| GENDER PAY GAP | ||||
|---|---|---|---|---|
| GENDER PAY GAP | Managers | Administrative and operating staff | All workforce | |
| Pay gap** | 0.61 | 0.80 | 1.30 | 0.85 |
28%
31-40 years
21%
18-30 years
24%
41-50 years
27%
51 or more
8%
Other
87%
Latin American
0.4%
Foreign
nationalities
4%
Indigenous
community
members
- Statistics obtained from the voluntary diversity and inclusion survey, in which 64% of the workforce participated in 2024.
- In 2024, we adjusted the way we calculate this indicator to align it with the GRI standard, so the numbers differ from those presented in 2023. This indicator does not include the salary of our executive director for confidentiality reasons. The ratio of assistant manager positions is not presented because 100% of our employees in this category are men. This indicator considers only base salary.
ODS 13, 403-5, 404-1, 404-2
Talent development
Strengthening our team's skills and knowledge is key to our capacity to innovate and compete. That is why our training initiatives* aim to support our employees’ professional growth as well as the excellence, motivation, and the long-term continuity of our operations.
We also have various partnerships and agreements with educational institutions that provide our employees access to a range of options to strengthen their knowledge and expand their opportunities for advancement.
Hours invested in training: 3,536.75**
Average hours of training per employee: 9.51
| HOURS OF TRAINING BY TOPIC | |
|---|---|
| ESG | 1.70% |
| Cybersecurity | 1.81% |
| Ethics | 0.92% |
| Software and information technology | 22.28% |
| Administration | 16.87% |
| Leadership | 6.47% |
| Occupational safety and health | 31.24% |
| Operational risk management | 5.37% |
| Energy efficiency | 0.51% |
| Evacuations and drills | 8.20% |
| Environment | 1.30% |
| Financial risk management | 3.34% |
Hours of training by gender
77.63%MEN
21.95%WOMEN
- No investment was recorded for most of the training provided in 2024, as it was carried out through partnerships with service providers, public institutions, or nonprofit organizations.
- In 2024, the training data collection process was strengthened with the inclusion of new training metrics.