Grupo Peña Verde is aware that the financial and technical strength that has defined it throughout its more than 65 years of history comes from the talent, commitment, capability, discipline, and human values of the people who make up its work team. For this reason, our people are at the heart of our decisions, and we developed and embrace a work cultured centered on integrity, the customer, teamwork, transformation, and personal harmony.
As a result, during 2021, Grupo Peña Verde was once again recognized as one of the best companies to work for in Mexico.
At the end of 2021, the Peña Verde Community was comprised of more than 950 employees in Mexico, London, Miami, and Chile.
Breakdown of employees by country
| Subsidiary | No. of permanent employees | No. of temporary employees | Total number of employees | Employees | in Mexico |
|---|---|---|---|
| General de Seguro (1) | 610 | 37 | 647 |
| Servicios Administrativos Peña Verde | 114 | 0 | 114 |
| Reaseguradora Patria | 109 | 0 | 109 |
| CCSS | 29 | 0 | 29 |
| General de Salud | 62 | 9 | 71 |
| Total employees in Mexico | 924 Employees in |
46 Other Countries(2) |
970 |
| Santiago (Chile) | 6 | 0 | 6 |
| Miami (United States) | 1 | 0 | 1 |
| Londres (United Kingdom) | 4 | 0 | 4 |
| Total employees in other countries | 11 | 0 | 11 |
| Total employees Grupo Peña Verde | 935 | 46 | 981 |
(2) Wholly owned by Reaseguradora Patria
Breakdown of General de Seguros' employees by state
| State | # of collaborators |
|---|---|
| Aguascalientes | 2 |
| Chihuahua | 17 |
| Ciudad Obregon | 12 |
| Culiacan | 9 |
| Durango | 3 |
| Guadalajara | 15 |
| Guasave | 3 |
| Hermosillo | 28 |
| Irapuato | 4 |
| Leon | 10 |
| Los Mochis | 3 |
| Merida | 16 |
| Mexicali | 14 |
| México | 252 |
| Ciudad de México | 504 |
| Monterrey | 15 |
| Morelia | 6 |
| Nogales | 3 |
| Orizaba | 11 |
| Puebla | 7 |
| Querétaro | 6 |
| Satélite | 4 |
| Tijuana | 13 |
| Torreón | 13 |
Peña Verde Experience
We embrace the best labor practices in Mexico
and in each country where we operate!
- Social responsibility and well-being projects for our employees.
- Strong work culture built on total respect and transparency.
- Multicultural work groups with high human value.
- Competitive value proposal based on equity, seeking professional development and sound life-work balance.
- Continuous human training and development focused on achieving an integral growth.
Working, learning, and growing with Grupo Peña
Verde will be one of the best experiences in your
life and professional career!
- Succession plans that guarantee the continuity of the business by identifying and developing talent.
- Training plans to develop and grow on the job.
- Mobility and growth among the Group’s companies both nationally and internationally.
- Focus on constant challenges that strengthen talent in every business units.
- Functional leadership models.
- High-performance teams.
- Focus on competencies and cultural principles.
Turnover rate
- During 2021, our consolidated turnover rate was 16%
- Given that several medical practitioners working at CCSS were allowed to study a specialty in 2021, this was the Group’s subsidiary with the highest turnover rate, at 74%.
- General de Seguros had the lowest turnover rate, at 12.4%.
- In 2021, General de Seguros, Reaseguradora Patria, and Servicios Administrativos Peña Verde had turnover rates of 21.1%, 14.7%, and 16.6%, respectively.
For greater detail, the following tables show the breakdown of the turnover rate of our subsidiaries, as well as the consolidated turnover rate of the Group, by age group, and gender:
CCSS
General de Salud
General de Seguros
Reaseguradora Patria
Grupo Peña Verde
Servicios Administrativos Peña Verde
During 2021, Grupo Peña Verde drafted its Diversity and Inclusion Policy, in which it reaffirms, among other things, its stance for equal opportunities between men and women in the workplace and that their career progress should only be determined by their efforts and abilities.
Breakdown of employees by gender (%)
| Employees | % of permanent male employees | % of temporary male employees | % of male employees | % of permanent female employees | % of temporary female employees | % of female employees |
|---|---|---|---|---|---|---|
| GENERAL DE SEGUROS | 33% | 2% | 35% | 30% | 2% | 32% |
| SERVICIOS ADMINISTRATIVOS PEÑA VERDE | 6% | 0% | 6% | 5% | 0% | 5% |
| REASEGURADORA PATRIA | 6% | 0% | 6% | 5% | 0% | 5% |
| CCSS | 1% | 0% | 1% | 2% | 0% | 2% |
| GENERAL DE SALUD |
3% | 1% | 4% | 3% | 0 | 4% |
| GRUPO PEÑA VERDE |
49% | 3% | 52% | 46% | 2% | 48% |
Training
Based on the guidelines established in its training policy, Grupo Peña Verde manages the training of its employees throughout its subsidiaries. This policy promotes employee proactivity by making them the main responsible for defining and following up on their Training Agenda.
In turn, immediate supervisors and department heads are responsible for providing the necessary support to enable their team members to make appropriate progress in their training process. The Training and Organizational Development Area is in charge of closely monitoring training and development programs (thereby ensuring compliance with the policy and its alignment with the objective of ensuring the continuity of the business through succession and career plans).
The following is a summary of the different types of training to which the Peña Verde community has access:
Average hours of training per employee per year.
| Company | Strategic Team | Tactical Team | Operational Team |
|---|---|---|---|
| INSURANCE DIVISION | 239 hrs. | 506 hrs. | 8,360 hrs. |
| REINSURANCE DIVISION | 99 hrs. | 960 hrs. | 3,333 hrs. |
| SET DIVISION | 147 hrs. | 1,214 hrs. | 1,860 hrs. |
| GAEF DIVISION | 12 hrs. | 236 hrs. | 384 hrs. |
| GRUPO PEÑA VERDE | 497 HRS | 2,916 HRS | 13,937 HRS |
ACCOUNTABILITY,
YOUR BEST VERSION IN ACTION
During 2021, Grupo Peña Verde continued to rely on the “Accountability” culture system, which is focused on responsibility and accountability, to further promote its cultural transformation process.
2021 ACHIEVEMENTS
SAFEGUARDING THE HEALTH OF OUR EMPLOYEES
For Grupo Peña Verde, the physical and mental well- being of its employees is very important; therefore, during the last six years, it has carried out several efforts aimed at protecting and promoting health, with the purpose of allowing the Peña Verde community to balance and enjoy their job, personal, and social lives to the fullest.
During 2021, 7 men and 18 women were temporarily absent from work due to parental leave (2.2% of eligible employees), who returned to work at the end of the leave period (return to work rate = 100%).
Among employee benefits provided by Grupo Peña Verde, we have a variety of health benefits (both required by law and additional ones),
such as access to the Mexican Institute of Social Security (IMSS, for its acronym in Spanish), major medical insurance, and a flexible scheme of payroll deductions in the event that employees wish to purchase additional health insurance. In this way, employees have at their disposal several health institutions to which they can go for work-related or non-work-related issues.
In addition, we have a telephone counseling service called the “Wellness Line”, which provides support on emotional, nutritional, administrative, legal, and team management issues. We also offer front-line support for emotional issues through therapies.
Likewise, aware of the importance of prevention, we carry out a number of voluntary activities aimed at promoting health, highlighting:
In 2021, the Group applied the psychosocial risk and severe traumatic event identification surveys, as included in NOM-035 (established by the Secretariat of Labor and Social Welfare, or STPS, for its acronym in Spanish), with a participation of more than 80% across all divisions.
According to the results of the first survey, Grupo Peña Verde is at healthy psychosocial risk levels, though we determined the need to implement mitigation plans to better distribute workloads and honor work schedules, as these could lead health problems for our people.
To follow up on these results, we have held several talks with leaders to raise awareness of the importance of honoring work schedules and distributing workloads appropriately.
In addition, we are reviewing policies that will help to improve both aspects.
At area and department levels, Human Resources department held meetings with area and department leaders to jointly develop improvement plans for their teams.
Regarding the results of severe traumatic events, a protocol was established to deal with this kind of situations, whereby cases detected were handled through psychological counseling, which is part of our well-being platform.
Health Protocols
All health protocols are outlined in an internal document handed out to every employee; in this way, we strive to ensure that the entire team is aware of the guidelines to be followed for their well-being and the steps to be taken in the event of any health issue.
In addition, the CCSS department provides health services that are available to all employees during their workday.
In line with the continuous improvement that defines Grupo Peña Verde, this department is also responsible for gathering feedback from employees on the effectiveness of the service.
Consequently, and in order to formulate and implement improvements in the medical service, the Clinic, Human Resource and Legal departments analyze the monthly statisticalreportpreparedbythemedicalserviceonthe cases that were attended.
Medical Care Color System
Process Overview
The employee must request over-the-phone medical assistance from the CCSS by dialing the number provided in the internal document. In case the employee is unable to make the call due to the seriousness of the injury or requires immediate medical assistance, this will be carried out at the place of the accident (in line with the Medical Care Color System).
The doctor providing medical assistance will determine whether the severity of the injury requires the employee to be transferred to a medical clinic or emergency room operated by the IMSS. In this case, the doctor will notify the employee’s emergency contact to go to the Group’s facilities and accompany the employee to an IMSS medical facility. On request, the employee will be transferred to a private hospital at his/her own expense.
The treating doctor will keep a record of the incident in the “Medical Consultation Report” as part of the protocol for closing the medical assistance and/or assessment provided and will notify the Organizational Development Specialist by e-mail in cases where there has been an emotional or psychological condition (stress, depression, anxiety, among others), in order to provide a follow-up along with the employee
The report made by the doctor is strictly confidential and will be managed by the CCSS (department that provides the medical service).
Employee Safety
In Grupo Peña Verde we have a security awareness program in different areas, highlighting cybersecurity and physical security.
For physical security, we use different media (such as newsletters and podcasts) to address selected topics based on a periodic analysis of publicly available sources, which is carried out by our internal staff with the support of specialized providers in this kind of reports.
In addition, we provide training on human rights to all security personnel of the Industrial Banking Police stationed at our facilities. In this regard, it is worth noting that in 2021 we held a human rights workshop for our entire security staff.
