8.3 Diversity, Equity and Inclusion
Diversity and Inclusion within a work environment have acquired a strategic value, generating changes that involve training, dialogue, and awareness at all levels of the company.
FFG guarantees respect for the ethnic, cultural, sexual orientation and beliefs of our employees as an enriching element. We promote equality between men and women in access to employment, training, promotion, remuneration and fair working conditions.
Number of employees in employment positions by gender at regional level
Wage Ratio
The wage ratio indicates the di erence between the average salary of women and the average salary of men by professional category, during the same period and in similar working positions. Below, we present the data for the year 2022, by country and according to each of the positions.
*Others include: Executives, O cers, Assistants and Auxiliaries.
** The 204.7% of others in Panama represent that women earn more compared to men in similar positions.
Maternity and Paternity Leaves
We work to improve the balance between professional and family life. We maintain constant communication with our employees to meet new parents and thus support them with work schemes and permits that allow them to continue their professional career in the company.
* Percentage of reinstatements remaining at the post after 12 months of the leave.
In addition to the benefits established by law, we have 5 breastfeeding rooms, three of them in the main buildings of the cities of Tegucigalpa and San Pedro Sula in Honduras, and one in the buildings of Panama and Guatemala respectively; these spaces are designed so that nursing mothers can pump milk in the workplace, store it properly and at the end of their working day take it home to feed their babies.
Program “Together without Labels”
During 2022 it was redefined with the organizational purpose of promoting initiatives that generate change, a diverse, inclusive and gender-equitable environment, leading the business through a culture focused on the value of people.
Communities created within the program “Together without Labels”
Community with gender equity: focuses on employee development, promoting equal rights and opportunities for men and women who are part of the organization.
Community by affinity: seeks to unite employees around a shared mission, generating pride and belonging, satisfaction in recognizing the values they defend, their own identity accepted and valued.
Multigenerational community: aims to cohere teams regardless of their age and create multigenerational teams, avoiding stereotypes and segmentations by generation.
Our achievements and activities 2022:
- Signing the UN Women Empowerment Principles Statement and the Global Compact.
- Creation of the Diversity, Equity and Inclusion Policy for FFG.
- Support for the FICOHSA Corporate Gender Collective Intelligence Program, of the Women Forward Program.
- Discussions «The Voice of Mom and Dad» with the purpose of gathering information to elaborate the policy, benefits and actions of maternity and paternity that contribute to the protection and welfare of mothers and fathers of FFG.
- Participation in 4 diagnoses with the purpose of knowing our current situation in issues of Diversity, Equity, and Inclusion, to know what the strategic lines of action are to face the challenges of today and tomorrow; also have a broader vision that strengthens the culture of belonging within the company.
- Family Activity «Furry Friends» for recreation and inclusion of family and pets.
Goals for 2023:
- Creation of the Diversity, Equity, and Inclusion Strategy.
- Increased survey measurement of the Women’s Empowerment Principles (WEPs).
- Launching of the “Together without Labels” committee.
- Creation of the «Women’s Pull” movement.