Our People: Strategy and Objectives
Secure the talent pipeline and ensure a fair and respectful workplace
Secure the talent pipeline and ensure a fair and ethical workplace
We seek to attract, develop and retain the best people, and engage them over the long-term. We work to develop an organisational culture based on trust, and to embed ethics and integrity into our culture in order to create a fair and respectful workplace. We seek to strengthen the talent pipeline with people who possess the right skills and capabilities to satisfy our present and future needs. Talent Management is a key element of our strategy to develop & engage our workforce. Building Trust is a high priority in order to engage employees and build constructive relationships with unions.
To secure our talent pipeline we collaborate with leading educational institutions such as the National Autonomous University of Mexico (UNAM), the National Polytechnic Institute (IPN), the University of Guanajuato and the the University of Zacatecas to offer internships. Our approach is to detect talent by closely monitoring the performance of our interns throughout their internships as we give priority to recruit from our pool of interns. Effective training is offered to our new recruits according to their needs and always considering health and safety as non-negotiable elements of their training.
Fresnillo plc’s Centre for Technical Studies (CETEF) was created to train high quality mining technicians for our specific needs. Candidates to join the CETEF are chosen from the communities surrounding our operations in order to favour local employment while securing the talent pipeline. Our training approach is based on a model that favours hands on experience, spending 20% studying theory and 80% practicing with modern equipment. Furthermore, we also have an agreement with Peñoles to send our candidates to their Centre for Technical Studies of Laguna del Rey (CETLAR). The CETLAR follows a similar logic to the CETEF but focuses on training maintenance technicians.
Increasing the participation of woman in mining is fundamental to secure the talent pipeline.
Developing and retaining talent is fundamental to meeting the human capital requirements of our business strategy and consistent with our vision to engage our people for the long term. Planning of human capital requirements is carefully aligned to our operations and explorations with frequent feedback to monitor progress.
Our approach to evaluating performance was reengineered to achieve a better alignment between individual objectives of our people and the business strategy. Monitoring the performance with respect to the objectives and behaviours also allows for detecting leadership potential, training needs and the expectations of our people. We aim at reinforcing feedback and openness and embedding them in our culture.
Leadership skills are developed through our “Leaders with Vision” programme that selects candidates with high leadership potential and takes them through a series of seminars to develop their skills. Our senior executives deliver these seminars throughout the year as a mechanism to raise engagement and foster relationships. Our senior executives themselves participate in a training programme organised by one of the leading business schools in Mexico, the Mexico Autonomous Institute of Technology (ITAM). Recognising innovative contributions from people and nurturing entrepreneurship has been the objective of our “Value Creation Projects.”
Culture of trust
Our vision is to nurture an avant-garde and honest culture founded on Trust. Our working climate survey provides insightful information on the perception of our people with respect to our organisational culture and our areas of opportunity. To reinforce the culture, we targeted business ethics as a lever of influence.
Our approach to compensation is externally competitive and internally equitable. We provide competitive wages and benefits matching or exceeding median wages in the countries where we operate. In Mexico, we regularly conduct market reviews to ensure that compensation remains competitive. We offer non-unionised employees life insurance, health care, disability coverage, maternity and paternity leave, retirement provision, savings fund and profit sharing (known as PTU in Mexico). Our collective agreements with unionised-employees consider compensation and working conditions, such as wages, recruitment and dismissals, shifts and working hours, national holidays, vacations, work permits, disciplinary measures, personal equipment, training, health and safety, occupational diseases, life insurance, career opportunities (rank, seniority, etc.), savings fund and early retirement compensation. Whenever there are redundancies in a mine or a specific department, these employees are given preference over new external candidates to fill open positions in other mines or departments.
We are committed to ensuring that our people are treated fairly and with dignity in the workplace. Hence, we do not tolerate any form of harassment, intimidation or discrimination. We promote equal opportunity in the workplace. Employment and career development decisions must be based on performance, qualifications, skills, experience and ethical behaviour. Discriminatory practices are unacceptable. Recognising that women are underrepresented in our workforce, we implement rules for compensation of non-unionised employees based on salary ranges that are gender independent. Currently, differences in the compensation of women with respect to men are due mainly to seniority in their positions.
Responsible labour policies and human rights
We are strongly committed to internationally recognised human and labour rights, and take necessary measures to prevent and remedy any deviations thereof. The Honours Commission is responsible for investigating and sanctioning unethical behaviours, including infringements to human and labour rights. To raise awareness of these issues, our ‘Aguas’ (Watch out) campaign engages people to speak out and denounce these behaviours in conjunction with our Fresnillo Plays Fair whistleblowing programme. This allows anyone to anonymously report incidents of discrimination or harassment, whether they involve a co-worker, a supervisor or manager. Whoever is found, after an appropriate investigation, to have engaged in discrimination or harassment, is subject to appropriate disciplinary action, which, depending on the gravity, may include dismissal.
Freedom of association
We respect the rights of employees to freedom of association and collective bargaining as laid out in Mexican law. We are committed to building positive and productive relations with local labour unions through continuous dialogue and collaboration. Good relations with unions have also facilitated their buy-in of our efforts to embed safety in our culture.
Child labour or compulsory work are banned from our operations and are regularly monitored by Mexican Authorities. Child labour deprives youth of their childhood, dignity and education. Our minimum age for employment is 18, and we mandate such hiring practices for our contractors at all sites where we operate. We contribute to the eradication of child labour in our communities by supporting school infrastructure and reading and education programmes that improve educational opportunities for children.
Forced labour - UK Modern Slavery Act
Modern Slavery makes reference to two types of offense:
i) Slavery, servitude and forced or compulsory labour; and ii) Human trafficking.
We require mining contractors and suppliers to comply with our Code of Conduct, with contracts that stipulate compliance with our health and safety policies and operating procedures. All contractors must register their employees with the Mexican health and pension system (IMSS), which in turn requires disclosure of compensation and working hours. This year we conducted focus groups with employees and contractors to evaluate their work experience and our corporate responsibility; no evidence of modern slavery was detected. Our employees and contractors must treat members of the community with dignity and respect. Their behaviour must not impact the wellbeing of vulnerable members of the community by engaging in activities such as compulsory labour or sexual exploitation. All employees and contractors are encouraged to report any such incident to our whistleblowing line as mentioned above. We intend to increase our programme with risk assessments, due diligence and training tailored to the Modern Slavery Act