Committed
GRI 102-7, 102-8
TEAM
Metalsa is made up of a team of professionals who have the skills to provide the best service and products for our customers.
Collaborators
Workforce by region and gender
2 Total headcount as of December 31, 2020. This total does not consider China operations, since we sold this business unit in April 2020.
* 15 collaborators in China did not disclose their gender.
Workforce by region and contract
2.6%
Turnover
rate
rate
The well-being, as well as the personal and professional development of our collaborators is paramount.
We are a company with a diverse workforce that ensures that both men and women achieve their full potential, and exercise their rights equally by having a well-paid, discrimination-free formal employment.
Metalsa implements initiatives that promote the development of a healthy and productive society. Therefore, within its organization, it fosters an inclusive and safe organizational culture; that is, it promotes actions aimed at honoring Human Rights and non-discrimination; talent attraction, retention and promotion mechanisms; wages and benefits that surpass the minimum established by law. In addition, it provides operational health and safety plans that ensure the wellbeing of all collaborators.
We strive to generate a highly productive community that promotes equal opportunities and non-discrimination for all people. We are committed to preventing, addressing and sanctioning any type of practice that goes against our culture.
Organizational Culture
People as drivers of competitive advantages.
Quality products and services can only be produced by quality people.
People as agents of change for a better world.
Everything we do as a company should contribute to sustainable solutions for the transportation industry and the world.
Thus, we protect our collaborators’ Human Rights, promote work environments conducive to the comprehensive development of our people, both personally and professionally, fight discrimination, and promote violence-free work conditions. With this, we generate scenarios that are beneficial for the free development and well-being of our collaborators.
We defined our posture on diversity, equality and inclusion (DEI) in 2020. In addition, we developed a strategy with actions plans to ensure diversity and inclusion at Metalsa in future years. During 2021, we will begin implementing this new policy, striving to meet our targets in order to raise awareness about the importance of diversity and ensure and inclusive culture.
DEI Statement
At Metalsa we believe that anyone can reach their full potential by being themselves. We are committed to building a better society and creating an inclusive environment with equal opportunities where collaborators enrich the value added while combining the diversity of their unique perspectives and knowledge.”
We have a competitive wages and benefits plan in place that surpasses the minimum established by law. Through these efforts, we strive to attract and retain the best talent, as we contribute to improving their quality of life. Collaborators who work at Metalsa receive these benefits, and this leads to driving sustainable economic development in the communities where we operate.
benefits
- Fixed and variable pay
- Equity-based pay
- Signing bonuses or recruitment incentive payments
- Termination compensations with clawback
- Paid vacations
- Life insurance
- Medical insurance (private or governmental)
- Retirement saving plans
- Maternity and paternity leave benefits
In order to assess Metalsa’s work environment, every two years our collaborators complete the Employee Satisfaction Survey (ESS). The ESS measures several significant categories for their quality of life, and thus, our business’ profitability. Due to the COVID-19 extenuating circumstances, we did not carry out the survey this year; nonetheless, we will conduct it in 2021.
Values
Training & Development
We are convinced that a person who receives training, is a person that will have the possibility of getting better opportunities in the future that will guarantee their wellbeing. That is why we offer our collaborators several face-to-face and online courses, the latter provided by means of an e-learning platform, through which they can acquire knowledge and strengthen skills for their professional development. All courses are designed according to the needs of the business and aligned for our collaborators’ different profiles.
We provide comprehensive training to improve our collaborators abilities to develop strategic solutions for the company.
Additionally, we grant scholarships so our most committed collaborators are able to finish their college bachelor’s degrees, or enroll for master’s degrees, PhD’s or a second language.
We manage all our training programs through a service model divided into an Expert Center and a Human Development Solution Center; the Human Development Business Partner translates developmental needs and shares them with the Human Development Share Center and Center of Expertise (CoE). Within the CoE, we provide training through Metalsa University, which has three schools: Leadership, Business and Operations so that all learning solutions are aligned with our business strategy.
We aim that all learning solutions in Metalsa University are aligned and impact our business strategy through our collaborators’ development.
During 2020, we launched several courses, some of them were:
- Development Program for Sites Coordinators
- Learning experiences through Coursera
- Learning communities’ development, through Metalsa On, such as: Leadership and Virtual Equipment, Productive Time, Wellbeing and Personal Growth.
- Disruptive Learning, focused on innovative and agile learning trends.
- GL 100
Furthermore, we are aware of the dynamic and competitive environment where we live and therefore, we have designed our performance evaluation process in keeping with corporate strategy and needs, allowing us to have clear and challenging goals. All our collaborators receive annual performance evaluations.
2020 TRAINING HOURS 3
Operations
117,468
training
hours
hours
4.6
training hours
per collaborator
per collaborator
Administrative
8,953
training
hours
hours
2.4
training hours
per collaborator
per collaborator
3 2020 training hours data only include Mexico’s collaborators.
Health
& Safety
GRI 403: 103-1, 103-2, 103-3
GRI 403-1, 403-2, 403-3, 403-5, 403-7, 403-8, 403-9
GRI 403-1, 403-2, 403-3, 403-5, 403-7, 403-8, 403-9
The health and safety of all our collaborators are one of the top priorities at Metalsa. We understand that the excellence in our service depends largely on the conditions in which our collaborators work to provide impeccable quality in their daily activities. Therefore, we believe that it is of utmost importance to concentrate efforts on the good physical and emotional health through a series of initiatives that respond to their needs.
This year was exceptionally demanding for our people and our business, as we experienced the unprecedent challenges of the COVID-19 pandemic. We focused on maintaining healthy and safe work environments, with all preventive hygiene measures to ensure our collaborators’ wellbeing.
Our plant in India obtained the first ISO 45001 Health and Safety Management System Certification in Metalsa.
4 TRIR. (# Lost Time Cases + Restricted Light Duty Cases + Medical Treatment Cases) X 200,000 / Worked Hours.
5 LWIR. # of Lost Time cases X 200,000 / Worked Hours.
6 LWSR. # Lost time days X 200,000 / Worked Hours.
5 LWIR. # of Lost Time cases X 200,000 / Worked Hours.
6 LWSR. # Lost time days X 200,000 / Worked Hours.
During 2020, we achieved a reduction in the recordable incident rate.
0.85
Total Recordable
Incident Rate
(TRIR)4 | -13% vs 2019
Incident Rate
(TRIR)4 | -13% vs 2019
0.29
Lost Workday
Incident Rate
(LWIR);5 sustained 2019 performance
Incident Rate
(LWIR);5 sustained 2019 performance
14.77
Lost Workday
Severity Rate
(LWSR)6 -8% vs 2019
Severity Rate
(LWSR)6 -8% vs 2019
4 TRIR. (# Lost Time Cases + Restricted Light Duty Cases + Medical Treatment Cases) X 200,000 / Worked Hours.
5 LWIR. # of Lost Time cases X 200,000 / Worked Hours.
6 LWSR. # Lost time days X 200,000 / Worked Hours.
5 LWIR. # of Lost Time cases X 200,000 / Worked Hours.
6 LWSR. # Lost time days X 200,000 / Worked Hours.
We were recognized by several governmental institutions for our extraordinary compliance with COVID-19 regulations.
COVID-19 countermeasures
People’s Safety First
- Created the Pandemic Response Team.
- Developed a Playbook with safety procedures to ensure collaborators wellbeing.
- Conducted audits to ensure processes are being executed.
- Implemented home office and kept constant communication with our collaborators.
- Implemented the mandatory use of face shield and protective equipment policy.
- Rolled out a COVID-19 Prevention Awareness Campaign with weekly notifications.
Furthermore, we developed the COVID-19 Update Template to send to all collaborators of confirmed positives, active cases and returned to work; a questionnaire to detect all possible COVID-19 cases; and created a COVID-19 Awareness Newsletter, which was mailed to all team members with the status of the national situation of COVID-19, safety measurements and recommendations to stay safe; a Safe Restart of Operations Checklist and a Coronavirus-Managing Stress Campaign.