- We understand that people are the core of our strategy
- Training and development
- Inspiring leadership
- We want the best talent for our team
- We promote the well-being of our employees
- Diversity, Equity and Inclusion
- Climate and organizational commitment
- Some numbers about our employees
- Find more information in the 2022 Annual Report
We understand that people are the core of our strategy
We recognize that people are at the center of our organization, the identity and culture, and attempting to leverage their development and their relationship to the environment.
We believe in a leadership that promotes open dialogues and constant listening because these are the only way to build trust-based relationships.
Because we are a company with a regional reach, that promotes the ability to exert influence, dialogue, and leadership, we have a prospective and strategic of the environment and contribute to the harmonious development of the territories where we operate.
We promote the well-being of our employees
To protect the physical, emotional, mental, and financial health of our employees, we implemented policies that contribute to each individual’s development and well-being, and we promote healthy, sustainable lifestyles that go beyond the work, family, and social spheres.
Sexual harassment prevention and attention
We are an organization committed to actively promoting respect for human rights in developing its business, portfolio, and value chain.
Therefore, the corporate philosophy and promotes the construction of new ways to respect and repair human rights.
Learn more about our policy here
Occupational Health and Safety
The companies of the SURA business group have occupational health and safety systems that seek to generate safe and healthy work environments and promote the well-being of employees.
The companies have policies, annual work plans, procedures and participation mechanisms for employees.
Total number of lost workdays due to accidents: 4,250
Severity rate (million hours lost due to injuries): 0.026
See more about our OHS Programs here
We believe in the importance of people’s well-being. We have a diverse portfolio of benefits, designed for different moments in the lives of our employees and with comprehensive health options. All this in order to promote the loyalty and commitment of our employees, contribute to their quality of life and that of those around them.
See more here
The company has support groups such as
Copasst: is responsible for promoting and monitoring compliance with occupational health and safety standards. Similarly, it is a mechanism for employee participation and communication between employees and employer.
Labor Coexistence Committee (CCL): made up of employees in order to promote healthy labor relations and prevent situations of workplace harassment and in the event of any situation of harassment, the CCL receives it through the mechanisms provided in each company and the managed through the procedures that are held within it.
Emergency Committee: it is responsible for coordinating at a strategic level the execution of the activities that must be carried out for the comprehensive management of emergencies, mitigating the consequences on people, facilities and equipment.
Flexible hours: as a response to diversity and the challenges posed by our environment, we allow our employees who are not responsible for assistance or customer service to work flexible hours so they may find balance in all the spheres of their lives.
Time bank: we have implemented different strategies, such as working four addition hours a week to leave Friday afternoons free, having a free afternoon off on people’s birthdays, and have a short workday on Fridays.
Tele-work: at Grupo Empresarial SURA we promote teleworking and working from home.
Part-time working options: mainly in health care positions.
Protection of maternity and paternity
Lactation rooms: in our facilities we have lactation rooms with adequate conditions for the extraction and storage of breast milk, to later transport it home and dispose of it to feed the baby, in the temporary absence of the mother.
Protection for breast-feeding: after the end of maternity leave, our employees have a staggered return to the workplace and have the benefit of working part-time remote work for up to two months.
Extended parental leave: in addition to the legal licenses for the main caregiver and the second caregiver, the Company grants 7 paid working days in the event of the birth or adoption of children, (both for the main caregiver and for the secondary caregiver) and has the benefit of extralegal vacations (between 15 and 40 days per year depending on seniority) that can be used as an extension of the license.
Childcare facilities or contributions: in Colombia, Grupo SURA has agreements with private institutions for childcare. In countries such as Chile, the Company directly pays the nursery/nursery expenses for children of employees under 2 years of age in accordance with internal policies.
We invest in the talent of our employees at all levels, enabling programs and activities that allow them to better understand themselves, develop skills and strengthen work teams.
Average hours of training per employee: 51
Average investment in training per employee is USD 153
Over the past year, we have invested USD 4,605,605 in training and development programs.
Some numbers about our employees
Our compensation scheme comprises fixed payments and other incentives which are reflected as follows at the organizational levels.
Annual compensation for top executives
Variable compensation is part of the total compensation of the CEO and the Executive Committee. It is made up of short-term and long-term incentives, both tied to financial performance indicators and sustainability metrics. As of 2021, our sustainability goals have greater relevance in the evaluation in order to carry out a comprehensive review of compliance with the Company’s strategy.
In Grupo SURA, this compensation is paid as follows: 60% in cash and 40% in shares. For values generated in shares, a clause applies in which they are not made effective in the event of dismissal of the employee for issues related to fraud or fraudulent action.
|Relative financial metrics
Average measurement indicators of sustainability and Sustainable Finance
|Time allowed for the CEO’s variable compensation
|Multiple of the annual base salary paid in shares to the CEO
|Multiple of the annual base salary paid in shares to members of the executive committee
Annual total CEO compensation to average employee compensation ratio Grupo SURA: 54.63
Equal pay is guaranteed for the same level of position regardless of the gender of the person who occupies the level and position.
We have an increased salary policy in an equitable and transparent system for salary allocation.
Working conditions and benefits are the same for all employees regardless of level or gender. There is no wage discrimination.
32.92% Global mean (average) raw gender pay gap Grupo SURA This gap is because women occupy positions in the company that receive lower salaries. Therefore, this figure shows vertical segregation (women are concentrated in lower-level positions, while men are concentrated in higher-level positions).
When analyzing the gap by position level, it is concluded that the gap is impacted by the number of male or female occupants at the levels and its historical evolution demonstrates the changes in the gender composition at each level.
Action plan to close gender pay gap
- *Training on gender equality and unconscious bias
Provide training to employees and pay decision makers (leaders) on gender equality and unconscious bias. This helps raise awareness of gender biases and stereotypes that can influence salary and promotion decisions and foster a culture of equality and fairness.
- * Review criteria in selection processes to mitigate gender biases, especially at manager and higher levels that may suggest a glass ceiling for women.