We strive to attract and retain the most competent and professional collaborators, with the precise abilities and skill set for the position; thus, we provide the best services experiences and increase the Company’s profitability. We are completely focused on attracting talent with great knowledge and key specialization, providing our clients with the highest quality products. Moreover, we respect the right to freedom of association and collective bargaining.
A diverse workforce strengthens our overall growth strategy. Being inclusive and providing all our collaborators with the same opportunities will help us enhance decision-making processes and be a more responsible company.
Regardless of gender, race, religion, or any other subjective issue, we categorically reject any type of discrimination. Our focus is to promote personal development based on talent, character, education, knowledge, discipline, and effort.
During 2022, several actions, programs and initiatives were implemented:
Furthermore, we are working to close the pay gap between men and women. During 2022-2023 we will be working to properly establish the ratio of remuneration between men and women and set KPIs accordingly.
*698 collaborators have temporal contracts and are not included in the above chart.
*Japan is not included because there are only 3 collaborators in the office.
At Metalsa, diversity, equity and inclusion are evaluated in different dimensions, which are: age/generation, gender, nationality, and multicultural origin, LGBTQ+ community, and people with disabilities. We have a DEI Committee composed of members of different generations, genders and countries, to supervise these issues.
We implemented the DEI Awareness Program, in which collaborators are trained such as the foundations of Diversity, Equity and Inclusion, what is unconscious bias and on topics how to stop it, how to have more inclusive conversations and how to put it into practice what was learned in simulations. Also, we carried out a DEI survey aimed at collecting information on the current understanding and perception of these topics in Metalsa and how it can be improved.
Every two years we carry out Metalsa’s Employee Satisfaction Survey across all our facilities in order to assess our organization’s work environment. This survey measures several significant categories for our collaborators’ quality of life, and thus, our business’ profitability. If the results are low, we carry it out again the following year. The last global survey was in 2021, and in 2022 it was applied again in the Elizabethtown, Hopkinsville and Roanoke facilities.
Metalsa listens and responds: through the MyHD platform, employees can make questions, suggestions, comments or complaints to improve the work environment. We follow up all queries and reply on the same platform.
We offer competitive benefits above the law’s requirements. Some of them are:
At Metalsa, we are responsible for the Health and Safety of all collaborators and any other person who may be affected by our activities. This includes actively fostering and protecting their physical and mental health.
In compliance with the requirements established by the ISO 45001:2015 Standard, we designed and implemented the Metalsa Health and Safety Management System (H&SMS) in all manufacturing plants.
This system seeks to establish collaborative initiatives between the company and its workforce, aiming to define comprehensive Health and Safety measures. This includes improving working conditions and the overall environment, as well as effectively controlling workplace hazards and risks.
For this purpose, we address the prevention of occupational injuries and illnesses, the protection and promotion of workers’ health through the implementation of a logical and phased method, whose principles are based on the PDVA cycle (Plan, Do, Verify and Act).
The H&SMS is adapted to the size and characteristics of Metalsa so we can focus on the identification and control of hazards and risks associated with our operations. The management system scheme is described in the following stages:
Policy
Organization
Planning
Application
Assessment
Audit
Improvement
Five facilities hold the ISO 45001:2018 Health and Safety Management System Certification; the rest will complete their certification process within the next two years.
We strive to implement an H&SMS that guarantees the continuous improvement of the health, work conditions, and well-being of all our collaborators. This will enable them to perform optimally and efficiently, nurturing their professional and personal growth while improving the company’s productivity.
With an active participation of leaders from different areas and H&S specialists, the risk mitigation process includes activities such as: safety tours, training, feedback on unsafe acts, hazard risk identification, leadership in accident investigation, and recognitions for the plants that reach milestones in days without accidents.
The EHS department of each manufacturing site is responsible for continuously assessing their workstation’s risks and hazards, establishing the necessary controls to prevent, mitigate, or eliminate these risks. We also have a General Hazard Identification Matrix for operations, common areas, facilities and buildings.
Our management system is audited annually and must undergo a recertification process every three years. Furthermore, the facilities’ leadership teams carry out monthly assessments to ensure the quality of all processes. Every facility has a Health & Safety committee, which oversees the plant’s performance on these topics, reviewing the accidents that occurred and all their respective corrective measures.
We developed a control board with the key indicators to measure Health and Safety performance. In case a collaborator wants to report any risk, hazard, or possible unsafe condition, they may use a SOS observation card. This serves as a proactive reporting mechanism, mitigating any possible danger for our collaborators.
We provide mandatory safety training in our onboarding program. Global and local safety departments collaboratively choose the pertinent topics, customized to each manufacturing site’s conditions and needs. Plant personnel must undergo safety training sessions at least once a year, ensuring their knowledge remains up-to-date on potential risks and industry best practices.
In addition, our main facilities have medical services that offer different care resources, including prevention and advice on several illnesses. We also carry out vaccination or wellness campaigns for our collaborators (beneficial nutrition, physical activity, etc.). In addition, we execute annual medical exams that include clinical charts, employment history, audiometry, examinations, x-rays, spirometry, among others. These studies are sent to clinical laboratories with the necessary certifications to ensure trustworthy results.
During 2022, all our collaborators were trained on Health and Safety topics.
We constantly train collaborators on their benefits, such as life insurance, discounts at hospitals, medical checkups, and nutritional or psychological consults.
Every year we implement the Safety Awareness Campaign, which aims to communicate any issue related to our collaborator’s occupational safety. During 2022, a digital and print campaign was implemented to reinforce the information and safe-handling use of the tools provided by Metalsa such as risk assessment permits, materials and power industrial vehicles. This contributes significantly to a more secure work environment for all plant processes.
All administrative personnel have a major medical expense insurance, and they have the option to expand their coverage or include dental and sight services, as well as minor medical expenses.
Bob Willard, founder and Chief Sustainability Champion for Sustainability Advantage and member of the Directors College Association, provided the insightful lecture ‘‘The New Environmental, Social and Governance (ESG) Imperative’’ to our Board of Directors and Top Mgmt. Its objective was to equip our leaders with an ESG overview and inform them about upcoming climate change impacts, reaching a level of understanding needed for them to drive our organization forward.
It is imperative to constantly train our collaborators, enabling them to perform their functions with the best integrity, innovation and professionalism possible, updating them to the industry’s best practices. We strive to continually improve their skills, knowledge and competencies to ensure our business’ resilience and sustainability for the future.
During 2022, some of the most important training programs were:
| Job category | Women | Men |
| Directors |
1 |
7 |
| Managers |
53 |
243 |
| Operators and administrators |
1,594 |
10,226 |
| Total |
1,648 |
10,476 |
| Job category | Women | Men |
| Directors |
138 |
642 |
| Managers |
3,700 |
17,653 |
| Operators and administrators |
42,205 |
115,875 |
| Total |
46,043 |
134,170 |
In addition, we carry out our annual performance review for all administrative personnel, in which we evaluate the goals established the previous year. This process begins with the collaborator’s self evaluation to be later reviewed by their respective coordinator; subsequently, there is a feedback session where both of them can talk about objective-setting, competencies development, and whether or not Metalsa’s values are being lived within the team.
| Job category | Women | Men |
| Directors |
1% |
1% |
| Managers |
2% |
5% |
| Administrators |
21% |
71% |