Comprehensive Development
Our employees are the base of our success and the values that we have implemented guide our actions, including the way we work with one another, how we respect the environment and how we commit to our stakeholders.
At IEnova, we foster comprehensive development of our personnel by combining career plans, on-the-job and personal development training and initiatives focused on improving the quality of life.
In addition to training, at IEnova, we provide support and follow-up on the professional and personal development of each employee through an internal evaluation system. Managers and direct reports set goals, which are aligned to the company's strategy, in addition to individual objectives consistent with each position. Recognitions and bonuses may be awarded annually based on the successful completion of this annual plan.
The company's hiring policy strictly adheres to the provisions established in the Federal Labor Law within a framework of respect for our employees.
100% of our staff receive an annual performance evaluation.
Benefits
Every year we hire an independent consulting firm to do compensation research and assess our competitive position. Results consistently show that the compensation package and benefits we offer our employees are above the national average.
In collaboration with a human resources consulting firm, we undertook an emotional salary measurement project by which we identify, recognize, and value all benefits and allowances unique to each employee in addition to their salary, which vary depending on their personal circumstances and position within the company. The project contributes to our ability to help achieve the greater wellbeing of our people.
The research on the emotional salary enabled us to understand first-hand what our employees are thinking and feeling in relation to their compensation package, not only in economic terms but also in terms of what is important to each of them.
The study included three phases:
- Analysis of the efficiency of retribution
- Analysis of the value placed on the benefit and return on investment
- Development of a website where employees can visualize their total compensation and the emotional salary brand
The benefits package we offer our employees included a particularly notable innovation in our maternity and paternity benefits. To develop the program we first carried out an in-depth analysis of what other companies traditionally offer their employees, and we improved on that.
Based on the results of the study, in addition to the six weeks of leave prior to and the six weeks after the birth of the child that are guaranteed by the Federal Labor Law, we offer our female employees the opportunity to work from home for a period of up to 10 weeks, and we give them another four weeks during which they can work part-time while still receiving their full salary. If the responsibilities of the position allow it, these periods can be accumulated.
Those employees whose functions don’t allow them to work remotely can accumulate the 14 weeks of this benefit in a part-time framework. For cases in which the newborn requires special care, the mother can ask for an additional unpaid leave of between one and three months.
To know our benefits and performance indicators, we invite you to visit the Social Pillar section of the 2019 Sustainability Report available at Reports and Policies.
Diversity and Inclusion
Through our Code of Ethics, IEnova promotes equal opportunities in all its operations regardless of gender, race, age, creed, political beliefs, social status, physical condition or sexual orientation.
This Code establishes the guidelines and directives to provide equal employment opportunities that respect the diversity and human rights of our employees, thus ensuring a professional and secure working environment.
The Code applies to all staff of IEnova and its subsidiaries in Mexico (either with a permanent or temporary contract and/or subcontracting). In addition, all service providers that have relationships with the company must adhere to this Code.
IEnova condemns any type of forced labor. Employees can use the complaint line to report, anonymously, any situation related to these topics.
For the sixth consecutive year we received the Great Place to Work (GPTW) certification, where, out of the 100 best companies to work for in Mexico, we reached the top 25 of the ranking; and, we have reaffirmed our commitment to the ten Principles of the Global Compact and the Sustainable Development Goals (SDG) of the United Nations.
Health and Safety
IEnova’s philosophy is based on the commitment to work for health and safety day in and day out.
We are permanently working to strengthen our Health and Safety Management System, because we are determined to continue to improve our accident and incident rates. We spare no effort to guarantee the health and safety of our employees.
Our operations are in compliance with the Official Mexican Standards that are derived from the Federal Labor Law. We place particular emphasis on compliance with issues of safety, training, hygiene and occupational hazards, among others. We seek to guide our programs in accordance with international practices, which include paying particular attention to the recommendations of worldwide professional organizations and the United States Department of Labor's Occupational Safety and Health Administration (OSHA).
Best practices are applied and shared with both our employees and our partner-contractors in order to be consistent and maintain the highest occupational safety and quality standards.
Each IEnova business documents the safety compliance plans during construction and operation. Safety is also monitored through regular inspections and special attention audits.
Safety Performance
To learn more about our key performance indicators, we invite you to read the Health and Safety section of our 2019 Sustainability Report available at Reports and Policies.
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