PEOPLE
Just as roots, the trunk, branches and leaves each play an essential role in the life of a tree, in a company each individual is a relevant part of the whole and their contribution is key to building the organization.
Workforce Diversity
NUMBER OF EMPLOYEES BY NATIONALITY AND GENDER
Number of Employees by Age Group
Years of Service
Number of Persons with Disabilities
Currently, we have several employees with registered disabilities and are assisting others with the disability accreditation process.
In compliance with Law No. 21.015 on Workplace Inclusion, in 2021 we made a donation to the Tacal Foundation, an organization that promotes workplace insertion of people with disabilities and fosters training initiatives to contribute to cultural change within organizations and facilitate effective social-workplace inclusion.
Working Conditions
Employment Contracts
Workplace Flexibility
Salary Equity
Our compensation policy is based on the Hay methodology and links compensation practices to rank, positioning within the pay band and performance, regardless of gender, in order to prevent potential unjustified salary gaps between men and women. Consequently, we have no specific plans or targets for reducing gaps since any existing differences are based not on gender but rather know-how and experience.
Salary Gap
Board Salary Gap
Our Board of Directors is comprised only of men and, therefore, there is no salary gap. No particular position is comparable to another. Compensation is determined by shareholders at the annual general meeting as mandated by regulations.
Workplace and Sexual Harassment
The company’s whistleblower channel is managed by the Vice President of Corporate Compliance and Risk. It automatically forwards claims involving workplace or sexual harassment to the Vice President of Corporate Human Resources and Communications, which is responsible for investigating each case.
The investigation process is outlined in the Molymet Internal Handbook, clearly describing the stages and policies that should be followed regardless of the origin of the claim.
One claim of workplace harassment was received at the corporate level in 2021.
Paternity Leave
We do not have a policy specifying extended paternity leave beyond the legally allowed period.
In 2021, no fathers made use of paternity leave other than the five days legally permitted following the birth of a child.
In contrast, 11 mothers used this benefit in 2021. In Chile, maternity leave consists of 84 days under normal circumstances and was extended by up to 90 additional days during the pandemic.
Workplace Safety
The company’s safety management is outlined in the Molymet Occupational Health and Safety Policy, which is based on a preventative model. Every year specific accident reduction goals are set. In 2021, we specifically focused on maintaining accident and incident rates of 0.
Indicators as of December 2021
0.55
Accident rate
0
Fatality rate
0
Occupational disease rate
0.16
Average days lost
Subcontracting Policy
We have special rules for contractors and subcontractors that establish administrative procedures, requirements and risk prevention obligations they must meet when developing projects or providing services for Molymet. These procedures include preventative measures and activities that must be adopted in order to guarantee proper hygiene and safety conditions for all employees, whether or not they are considered subcontractors as per Law No. 16,744 on workplace accidents and occupational diseases, and the provisions of D.S. 594.
Training and Benefits
319
employees were trained in 2021
51,14%
of total workforce
19,7
average hours per person
$216
million invested in training
Total Average Hours of Training
Executives
Women
Men
Total
Supervisors
Women
Men
Total
Professionals
Women
Men
Total
Administrative staff / operators
Women
Men
Total
Total Average Hours by Gender
Women
Men
Total
Total Training Investment in 2021 (Ch$)
2021
graduate scholarships 2021
Training Focal Points and Topics
Technical
to increase knowledge and skills required for position.
Sustainability
to expand knowledge and good practices for sustainability.
Leadership and management skills
to enhance skills for people development.
Languages
to develop additional skills for professional growth through language classes and coaching, specifically in English.
Orientation
to take all new hires through a corporate and plant orientation process to give them an overall view of the business they are joining.
Occupational health and safety
to increase knowledge and self-care conduct and good safety and risk prevention practices.
