OUR
EMPLOYEES

At Grupo Danhos, we are convinced that a company’s success depends on its ability to have people with the skills, competencies and know-how needed. Only with talented people working in line with the business strategy can we continue to meet our goals. For this reason, we seek to attract and retain the most highly trained, professional employees through daily recognition of their skills, and by constant inculcation of the FIBRA’s values.

In 2019, we had 2018 employees, all of them full-time and on payroll; we do not have any union members among our employees. (102-7,102-8, 405-1)

By age group

Ten employees hold management positions, six men and four women.

Talent recruitment and retention

Our Personnel Recruitment, Selection and Hiring Policy establishes the guidelines for these processes, which focus on valuation of the candidates’ knowledge and skills, avoiding any type of discrimination.

During the year we provided performance evaluations to 184 employees—84% of our total—eight of which were promoted, four men and four women. (404-3)

Due to our unwavering commitment to the advancement of all employees, we try to fill vacancies internally, so we conduct evaluations and post job offering, in which we weigh the job qualifications, knowledge and psychometrics of each candidate as well as their performance and career.

In 2019 we put out two job postings to fill operating management positions at Parque Toreo and the under-manager of maintenance at Parque Tezontle. 75% of the staff of each area responded to the posing, and two internal employees were selected for these positions. (401-1)

(102-8)

Compensation

We have a comprehensive compensation plan and competitive benefits that exceed regulatory minimums, which we are confident will enable us to retain the best talent and help improve their quality of life. All of our staff is full-time, and their salaries are determined according to the responsibilities and duties of each position.

(405-2)
Senior management level Men	Senior Management level Women
Difference in percentages: Women +3%
Managerial level Men	Managerial level Women
Difference in percentages: Women +22%
Fibra Danhos Corporate Men	Fibra Danhos Corporate Women
Difference in percentages: Men +2%

As you can see, except at the managerial level, where women earn more on average, salaries for the other two levels are virtually equal.

Although we have done well in this area in the past, under our Diversity and Inclusion Policy by which we strive to “promote equal conditions for all employees regardless of physical condition, religion, gender, race or sexual preference,” we will continue to work on further narrowing this gap.

(102-35, 201-3, 402-1)

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.

We also offer life insurance for all employees, covering 12 months of their salary in the event of their death.

Other benefits include maternity and paternity leave and nursing time for mothers, according to the Federal Labor Law. All employees who have school-age children also receive a backpack and school supplies for each of them. We invested $ 40,950 pesos in this benefit in 2019. (403-1)

Human resources management

One of our priorities is to achieve fluid communication with all our employees, because this gives us the feedback we need to strengthen our policies and strategies and to find the best way to convey them through actions that strengthen our people’s commitment to the company.

Accordingly, and to make sure we are offering a pleasant, safe working environment where their human rights are respected, every year we conduct a workplace environment survey.

The survey is distributed by e-mail, and last year 130 employees participated—60% of the total. Of these, 58% work in our corporate offices and 42% in the different properties. 59% were women and 41% were men. The age ranges of those who responded were: 26 to 32 years, 30%; 33 to 40, 26% and 41 to 50, 23%.

The survey consisted of a number of questions with responses on the five-level Likert scale (ranging from strongly agree to strongly disagree) and the most interesting results were the following:

• Most of those surveyed find Danhos a good place to work, have a strong sense of belonging, are aware of the performance goals of their area, understand how their work fits into the organizational goals, and believe their immediate superior shows interest in the work they do.
• Most respondents also believe they need more training to do their job, that there are not enough career opportunities or room for professional advancement, that employees need to be appropriately prepared for promotion, and that they do not receive constant feedback from their immediate superiors about the quality of their work.

So in this mix of aspects our employees find positive—which we will continue to strengthen—there were also areas where we were not coming up to their expectations, such as more training, a closer focus on their needs, more promotion opportunities and more feedback about their jobs.

Employee participation in the survey grew 7% over 2018, to 60% of the total. We hope that in 2020 both participation and satisfaction rates will rise, as we focus increasingly on their expectations and needs.

One of the tenets of our Code of Ethics is that “maintaining harmonious and cordial relations is a prerequisite for the formation and productivity of work teams”, so we strive to create and maintain a climate of mutual trust and respect, which permits the free interchange of ideas and supports people in achieving their fullest potential on the job.

During the year we hired 54 new employees, involving a total of $ 139,620 pesos ($ 85,500 work-hours in cost invested; $ 24,120 pesos invested in onboarding and $ 30,000 pesos in recruitment sources).

We also recorded 42 employee departures, 39 of them voluntary resignations and three were dismissed for breach of work contract.

Turnover is higher among women employees because we employ more women (151) than men (70). The highest turnover is among people employed as receptionists and in the Sales area. Although these are hierarchically basic levels, they are highly important for Fibra Danhos to function correctly.

Health, safety and human rights

We know that service excellence depends largely on our ability to offer conditions that permit our employees to deliver impeccable quality in their day-to-day work. 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, 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 and 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, 45 employees received occupational health and safety training.

In our corporate offices and in our properties, we have paramedic services available for initial medical attention. Last year we paid special attention to health care and nutrition. Under the guidance of a nutritionist, we began a program in July in which 42 employees participated, 39 continued on to regular tracking, and in this group a total of 152 kilos were lost, a 19% reduction in the percentage of body fat.

Employees also had 179 consultations with doctors about other issues: high blood pressure, diabetes, glucose, cholesterol or triglycerides, fatty liver, gallstones, anemia, pulmonary embolism, hypothyroidism, gastritis, colitis, and others.

On the matter of safety, given the nature of our business employees are not exposed to a high risk of accident. In 2019 our employees suffered 46 incapacitating accidents on the way to work or home, equivalent to 414 days lost. Unfortunately, there was a slight 6% increase in this type of accident last year, so we will step up training on these issues in order to reduce them; although the accident rate is already low, our goal is zero accidents among our employees.

During the year, 40 employees took disability time (19.72%), translated into 1,167 days of lost work for the following reasons: 520 for general illness; 588 for maternity; 13 for work-related injury and 46 for injuries during the commute to or from work. (403-2)

The total number of working hours in the year was 496,386, and 2,664 hours were lost due to absenteeism—65 days in corporate offices and 231 in properties. This was a 13% reduction compared to 2018. The reduction indicates that employee commitment and stability has increased, through benefits that promote a sense of belonging and performance. These factors encourage punctuality and the effective use of work time, meeting the personnel needs of each area and ensuring a more even distribution of the work load.

Training in human rights is another essential part of our employee training, as stipulated in the first section of our Code of Ethics: “The organization considers respect for human rights to be an essential principle of its operation and its relations with stakeholders.” We have a human rights policy specifying how we address this matter, and provide support through our Línea Ética hotline for those who feel their human rights have been violated. We avoid any type of discrimination on the basis of race, gender, marital status, age, social position, religion, political or sexual orientation, or any other characteristic not related directly to our operations. We are proud to report that there were no complaints in 2019 relating to job discrimination or human rights violations. (406-1)

The Code is disseminated in our website so that stakeholders can learn about it and apply it, and all Fibra Danhos employees sign in agreement of the code when they join the company. In addition to a focus on respect for others, the Code covers the correct and confidential management of information and strictly ethical conduct, to avoid situations of corruption or conflicts of interest. (102-25)

We make sure our Code of Ethics is respected at all times through a preventive approach, and we provide tools for employees to report any breach of the Code or to air any concerns they might have. Our Línea Ética hotline is managed by an independent firm, Global Ethics, which is a world-class company that provides ethical reporting help lines, guaranteeing that situations are dealt with impartially. Línea Ética is open not only to employees but to any stakeholder who has a question, complaint or report to make. They can do so through the website https:/danhosteescucha.lineaetica.com.mx, or by e-mail at danhosteescucha@lineaetica.com.mx.

During the year, Línea Ética received five complaints ranging from poor attitude to workplace harassment. All of them were resolved by measures which ranged, depending on the gravity of the case, from training, reprimand, change of area, and even dismissal. None of the cases was related to corruption.

Training

(404-1)

Having well-prepared and deeply committed employees whose productivity is sustained by a culture of high performance demands appropriate training. That is why we focus our training on giving employees the tools they need for their professional and personal advancement. We invested a total of $480,000 pesos in training during the year.

All courses and workshops take into account the promotion of cultural diversity and defense of human rights, and in this way we ensure equality and non-discrimination in all of our processes and operations. During the year, we held eight talks and workshops—three more than in 2018—on gender equity, human rights, health and safety, and commitment to sustainability. 304 employees attended these workshops, which provided a total of 3,853 work-hours of training—an average of 19 hours per employee.