Human talent and culture
We understand human talent as the beginning and the source of competitiveness
It is a fundamental pillar of our strategy, together with culture and knowledge, that allows us to create a powerful differentiation to compete in the markets where we are present.
Lines of work
Our management of human talent is based on four main lines of work: Attraction and commitment, Design and compensation, Organizational development and Health and safety at work.
We monitor indicators
We monitor multiple indicators around the management of human talent, with the aim of detecting opportunities and promoting initiatives aimed at the attraction, development, care and loyalty of employees.
We monitor trends
We complement our strategy, monitoring trends and signals to which we must be attentive, to contribute to the development of our Talent in aspects such as: integral leadership, universal learning, employer brand, flexible organizations and development of organizational capacities.
Climate and commitment
In 2020 we carried out the measurement of organizational climate and commitment in Grupo SURA, with 100% coverage of employees. We obtained a score of 91 in climate, 95 in commitment and 98 in satisfaction, these results are higher than the average of companies in the general and financial market.
Some of indicators for our employees are:
Women in the workforce
Women in management positions
Women in top management positions
Women in middle management positions
Women in junior management positions
Women in management positions in revenue – generating functions
Women in science, technology, mathematics and engineering positions
Employees under 30 years of age
Employees between 30 and 50 years old
Employees over 50 years
Employees represented by an independent trade union or collective bargaining: 3515
Employees with disabilities
New employee hires
Open positions filled by internal candidates
Total administrative turnover rate
Administrative voluntary turnover rate
Total administrative and commercial turnover rate
Administrative and commercial voluntary turnover rate
Employee Engagement *Data reported taking into account the results of SURA AM
Our businesses demand skills and technical expertise to back our value proposition. Our compensation scheme contains fixed payments and other incentives which are reflected as follows at organizational levels.
Annual Executive Compensation
Variable compensation is part of the total compensation of the CEO and the Executive Committee. It is made up of short and long-term incentives, both tied to financial performance indicators and sustainability metrics. As of 2021, our sustainability goals are more relevant in the evaluation in order to carry out a comprehensive review of compliance with the Company’s strategy. See the variable compensation indicators Here
At Grupo SURA, this compensation is paid as follows: 40% in cash, 30% in bonds, and 30% in stocks. Amounts in bonds and stocks include a clause that states their non-payment paid if the employee is fired due to fraud or wilful misconduct.
|Long-term Incentive||Short-term Incentive|
|Financial||Long term ROE||ROE|
|Performance period||5 years||1 year|
|Longest time vesting period for variable CEO compensation||5 years||
|Base salary multiple represented in shares for the CEO||2.4|
|Base salary multiple represented in shares for members of the executive committee||2.7|
We invest in the talent of our employees at every level, implementing programs and activities that improve their self-knowledge, develop competencies, and strengthen the teams.
Average investment in training per employee in 2020 was USD $ 134
Average hours of training per employee in 2020 were 25.1
USD 4,220,566 have been invested in training and development programs.
Health & Safety
We implement policies that contribute to the well-being and development of each of our employees. This is the result of integrating physical, emotional, mental, and financial health by taking up healthy and sustainable lifestyles that go beyond work, family, and society.
Flexible work hours
Aware that there are different interests and preferences, the Company has a flexible time system for those employees whose responsibilities are not assistance or direct contact with clients, The employee can define in different schedules, the time distribution without affecting the number of working hours.
Different strategies such as working an extra hour for 4 days, to enjoy half-day on Friday, twice a month; have half day off for the personal enjoyment of employees on their birthday and having a shorter day on Fridays, are some of the benefit that can be found along Grupo SURA´s different companies.
Teleworking and flexoffice are available in Grupo SURA´s different companies. The first option, arragements are made so the employee can work from home and, in the second one, the employee has the possibility to choose a different place to perform his/her duties.
Extended paternity /maternity leave
Aware that the first months of a child's life are important for both the baby and their parents, the Business Group offers the benefit of adding paid days to legal maternity/patenity leave.
Women have the possibility, after completing their legal maternity leave, to enjoy half a day of teleworking for 2 months, seeking to protect breastfeeding and facilitate the care of infants in their first months of life.