At Grupo Bimbo we are committed to guaranteeing a safe workplace, one where there is an atmosphere of complete respect, trust, and inclusion; where everyone can develop their personal and professional potential in total harmony.
We strive to offer all personnel fulfilling and productive work that can meet their expectations and abilities to contribute with that work to full development.
133,692
ASSOCIATES ON THE PAYROLL
SAFETY AND
Wellness
As part of Grupo Bimbo’s commitment to safety and wellness, we strive to guarantee a risk-free workplace so as to ensure physical integrity and drive an improve quality of life for our associates.
We have implemented strategies focused on preventing accidents, physical and psycho-social risks, and promoting healthy habits among associates so as to enhance their well-being and quality of life. Thanks to this there has been a 22% reduction in the number of injuries and 8% less days lost due to disabling work injuries vs. that recorded for 2019; fortunately, there were no fatalities in 2020.
SAFETY AND
Wellness
As part of Grupo Bimbo’s commitment to safety and wellness, we strive to guarantee a risk-free workplace so as to ensure physical integrity and drive an improve quality of life for our associates.
We have implemented strategies focused on preventing accidents, physical and psycho-social risks, and promoting healthy habits among associates so as to enhance their well-being and quality of life. Thanks to this there has been a 22% reduction in the number of injuries and 8% less days lost due to disabling work injuries vs. that recorded for 2019; fortunately, there were no fatalities in 2020.
Grupo Bimbo has a Global Model for Wellness that provides guidance on how to promote health and prevent physical and psychosocial risks at the work center.
Objectives:
1. Ensure healthy work atmospheres.
2. Facilitate self-management of healthy lifestyles, for associates and their family members.
The Talent Management process is the cornerstone for driving the development of our associates, which reflects our philosophy through our commitment to compensate their performance and develop their potential.
The three pillars that support talent management within Grupo Bimbo are:
In order to monitor and measure professional development results and drive good labor relations, year after year we conduct a performance evaluation, which is based on preestablished criteria and prior knowledge of both the associate who evaluates as well as the associate being evaluated.
With the same purpose in mind, we have included in our global evaluation model, a feedback mechanism which we apply three times a year, and which fosters constant participation from our leaders towards talent management.
94,869
EVALUATED ASSOCIATES
71%
94,869
EVALUATED ASSOCIATES
71%
As part of a talent development policy based on global mobility strategies, we undertook the task of identifying leaders with greater development potential to promote their careers expansion by assigning new professional challenges in different markets, thereby driving greater expertise, experience, and professional growth.
We have policies aimed at promoting international movement, either temporary or permanent. In this way we seek to offer our associates opportunities by taking their talent to those operations that need them.
With an individual development plan we focus efforts on identifying outstanding talent and implementing development measures.
Turnover
By using Turnover we help to identify if talent is being properly managed, thereby measuring the effectiveness of personnel retention; reducing recruitment costs; and having the right talent in the right place. This way we can ensure our competitiveness within the industry.
Training
At Grupo Bimbo we have ongoing training programs that focus on institutional subjects and content as per the profile and level of responsibility of all our associates, who from the first year continuously receive technical courses and training.
In light of the new reality, GB has adapted programs and technological platforms to serve and remain at the forefront of education and training subjects.
No permanencia
Usando la No Permanencia nos ayudamos a identificar si se está gestionando el talento de manera adecuada, y así medir la efectividad de la retención del personal, reducir costos de reclutamiento y tener al talento adecuado en el lugar correcto; asegurándonos de ser competitivos dentro de la industria.
capacitación
En Grupo Bimbo contamos con programas de capacitación permanente enfocados en temas institucionales y contenidos acordes al perfil y nivel de responsabilidad de todos nuestros colaboradores, quienes desde el primer año reciben cursos técnicos y formación de manera continua.
Ante la nueva realidad, Grupo Bimbo se ha adaptado con programas y plataformas tecnológicas para atender y mantenernos a la vanguardia en temas de formación y capacitación.
* Hours of training for active collaborators at the end of 2020.
We drive comprehensive human development with training that not only focuses on professional competencies, but also personal subjects and those of general interest, such as programs to prepare our associates for their retirement phase in life.
Despite the pandemic, global participation was extraordinary, achieving responses from slightly more than 89,000 associates. The results state that the majority of our people have a better perception than that recorded after the previous survey. Moreover, Company culture is reported as being positive, with descriptions such as “a well-managed company” or “more than just a place where I work, a place I care about.”
Despite the pandemic, global participation was extraordinary, achieving responses from slightly more than 89,000 associates. The results state that the majority of our people have a better perception than that recorded after the previous survey. Moreover, Company culture is reported as being positive, with descriptions such as “a well-managed company” or “more than just a place where I work, a place I care about.”
Our commitment to offer a better quality of life to our associates, we are aligned with the Compensation Policy, which is based on a model of total rewards.
We have designed a compensation plan for our associates, which remains currently effective and competitive.
At Grupo Bimbo we value equality for all, and we respect the differences in each individual. We are therefore convinced that diversity enriches us, and inclusion strengthens us as a community.
In keeping with this culture, we seek to promote diversity among our associates via the deliberated inclusion of at least 25% representation of minority groups among candidates for each vacant position. This policy has follow-up in a bimonthly report that is prepared together with the Talent Attraction area.
Our Code of Ethics has enabled us to transcend and focus our behavior towards building the Company we are today.
In support of the family, we respect all rights related to maternity and paternity encompassed in the labor legislation of each geography.
Another benefit offered mothers and fathers of minors is the opportunity to work from home, which as of the health contingency of 2020 is done full time in compliance with health and safety measures established by the authorities in each country.
In addition to other considerations such as leave for child care, with the right to resume work activities after a year and without losing seniority.
In support of the family, we respect all rights related to maternity and paternity encompassed in the labor legislation of each geography.
Another benefit offered mothers and fathers of minors is the opportunity to work from home, which as of the health contingency of 2020 is done full time in compliance with health and safety measures established by the authorities in each country.
Grupo Bimbo has defined policies that forbid the hiring of child labor in any of its operations, as pursuant to the Policy on Staff Relations, in addition to that set forth in our Code of Ethics.
Top guarantee compliance with this precept, the corresponding official documentation is requested during the recruitment process, ensuring proof of age for the candidates. In some countries, said information is in fact validated by government agencies or public health institutions.
Pursuant to that expressed in our Code of Ethics, at Grupo Bimbo we categorically reject any manner of forced labor. In order to put this provision into effect, we have the Speak-Up hotline to report any corresponding case or anomaly.
At the time of preparing this report, there were no claims or significant risk reported regarding these practices. To prevent them, the use of voluntarily signing individual work agreements is reported. On the other hand, the USA and Canada reported having criteria within their Collective Bargaining Agreements regarding overtime.