ALFA pioneers programs in Mexico that support the comprehensive advancement of its employees and their families.

The company considers its employees as its most valuable asset and the main reason for its success. That’s why their quality of life and advancement is a priority and a constant task.

LALFA has ongoing programs that cover key aspects of its employees’ comprehensive well-being, such as health and safety, training and development, recreational and formative activities for employees, and initiatives that support an appropriate family-work balance.

In addition, ALFA is a firm supporter of human rights and the right to free association, as well as gender equality and opportunities for all its employees.

CONGRUENCY MOVEMENT

Since 2014, ALFA has been an active participant in Movimiento Congruencia (Congruency Movement), an institution whose mission is to promote the inclusion of handicapped persons socially and professionally into the business world. In 2016, 401 people with disabilities worked in ALFA’s companies.

OPPORTUNITIES FOR ALL

Through the launch of TogetherALFA, employees, ALFA seeks to boost the comprehensive advancement of women in the company. Another example is the Women in Nemak program, which aims to create an optimal environment within the company in which women can develop their full potential.

SIGMA-ANSPAC

The Sigma-ANSPAC Program continued its efforts to support employees, particularly in the commercial and operational areas, with courses and workshops on personal advancement and human development. The instructors are volunteers, primarily family members of company employees. In 2016, 5,589 students participated in the ANSPAC programs.

WORKFORCE

ALFA employs a workforce comprised of employees of 40 nationalities, whose varying traditions, specialties and ways of working together foster a rich, robust labor culture.

At the end of 2016, ALFA had 81,084 employees in 27 countries, in Europe, Asia and the Americas.
EMPLOYEE TYPE MEN WOMEN TOTAL
EXECUTIVES 1,320 205 1,525
EMPLOYEES 28,140 20,514 48,654
UNIONIZED 27,122 3,783 30,905
TOTAL 56,582 24,502 81,084

HEALTH

ALFA encourages the prevention of illness through initiatives such as health fairs, vaccination campaigns, medical examinations, nutritional consultations and physical conditioning programs, among others. Most plants have internal medical offices that provide continuous care to employees.

SAFETY

The physical integrity of employees is a priority for ALFA, and a focus of special attention and resources. All plants have Safety Committees with clear objectives and plans for action, monitoring and review of results. Regrettably, despite these efforts, in 2016 there was an upturn in the number and seriousness of accidents. This deepens our sense of obligation to stress preventive measures and a culture of safety.

EQUAL OPPORTUNITIES

At ALFA, men and women have equal opportunities for development. There is no difference between the base salaries for each of them, because compensation is determined according to employees’ capacities and experience. ALFA’s companies maintain gender equality policies, such as the DAK Americas Equal Employment Opportunity Policy. In 2016, 30.22% of ALFA’s workforce were women.

LABOR RELATIONS

ALFA respects its employees’ right to free association in trade union organizations and collective bargaining agreements. This policy is monitored by the Human Resources Committee of each business group.

TRAINING

Training is a key element in the performance, motivation and retention of talent in ALFA. For this purpose, the company offers development programs that enable employees to train, update and acquire new knowledge at all levels and specialties. ALFA invested U.S. $13.1 million in training programs.

AVERAGE HOURS OF TRAINING BROKEN DOWN BY GENDER AND JOB CATEGORY
2016* 2015
AVEGARE OF TRAINING 31 27
AVERAGE HOURS OF TRAINING PER MALE EMPLOYEE 25 25
AVERAGE HOURS OF TRAINING PER WOMEN EMPLOYEE 19 19
AVERAGE HOURS OF TRAINING PER UNIONIZED EMPLOYEE< 22 27
AVERAGE HOURS OF TRAINING PER NON-UNION EMPLOYEE< 29 25

PERFORMANCE EVALUATIONS

Both the executive staff and plant workers receive regular performance evaluations that allow them to strengthen or reorient their actions to achieve the expected goals and performance.

EMPLOYEES RECEIVING REGULAR PERFORMANCE AND PROFESSIONAL DEVELOPMENT EVALUATIONS
2016*
MEN
2016*
WOMEN
2015
MEN
2015
WOMEN
PERCENTAGE 75% 58% 91% 92%

* 2016 data include the numbers for Sigma global.

HUMAN RIGHTS

The company provides employment and development opportunities to employees regardless of gender, race, religion, culture or economic status. All of the employees receive human rights training once they’re hired. Likewise, ALFA’s minimum age limit for hiring is 18 years old, and it makes sure that its suppliers meet the requirement of minimum age limit established by law in all of the countries it operates.

FAMILY-WORK BALANCE

In addition to advancement and recreation programs for the employee’s families, ALFA also provides options for improving the family-work balance. Flex-time schedules, maternity and paternity leave, and work-from-home policies, are proof of ALFA’s flexibility to adopt new working practices.