In line with our culture and labor policies, we pay special attention to the working conditions of our employees and guarantee compliance with all obligations established in labor legislation and collective agreements.
GRI (3-3) At Celsia we do our best to grow together, we respect the regulatory framework of each country, and we promote inclusion, equity, diversity and innovation as great strengths. We vibrate with our cultural pillars and promote work practices that allow our employees to work in an environment of trust and harmony, and feel proud to be part of the company.
Our employees feel that they contribute to a purpose with which they connect and this is a differentiating factor to attract and retain the best talent, achieve extraordinary results, strengthen their sense of belonging, improve the organizational climate and contribute to Celsia being recognized as one of the best places to work.
We welcome the new people joining the energy era into our culture and accompany them in their consolidation process, for them to integrate our practices and unlearn external habits or practices that are not aligned with our way of being and acting.
We encourage and promote respect for Human Rights and the rights derived from the ILO conventions that apply in the regions in which we operate, as an inherent result of our management of relationships in the work environment.
Our Management
GRI (3-3) (2-23) (2-24) (2-25) (2-29)
- Our leaders promote, inspire and develop their teams for them to act with total commitment and vibrate with our cultural pillars.
- We have policies, procedures and codes of conduct that guide the actions of the company and its employees, and promote honest, transparent and integral behaviors.
- In our Diversity Policy, we declare our commitment to diversity and gender equality as key elements of our culture.
- We have a Respect Policy as the basis of our relationships. In it, we establish mechanisms and tools for preventing and immediately resolving harassment, moral, sexual, psychological or other workplace harassment, and any act that violates the dignity of our employees.
- We have a protocol for addressing situations of workplace harassment and sexual harassment, in light of which we train all the company’s employees and promote working environments.
Service-Provision Contracts
GRI (2-8) These contracts cover technological services, security, transportation, infrastructure maintenance, civil works, food, locative repairs and photovoltaic installations.
Other Indicators
Employees Represented by Unions or Collective Agreements
GRI (2-30) For employees who, when exercising their right to freedom of association, choose not to join any group, we have a pre-established portfolio of individual benefits, for them to select those they consider according to their needs and expectations
Labor Indicators
Get to know the indicators that reflect the composition of our workforce and other important data linked to our work practices here.
Employees
Pay Equity
Main Results
GRI (3-3)
Our process of promoting inclusion and equity was recognized in Colombia with the Gold Seal from Equipares, and in Panama with the Gold Seal of Gender Equality, which account for the effective actions we carry out in this matter, the cultural transformation of the work environment and the implementation of socially responsible practices.
We carry out training and empowerment processes for leaders and employees in legal labor aspects and good relationship practices.
We accompany businesses with advice and in the organization of work: Establishing days and reporting news within the framework of respect for the rights of all our employees. Moreover, we identify opportunities for improvement and implement actions.
We carried out a collective bargaining process with satisfactory results with EnergyGO, and we reached an agreement to hold the first collective bargaining with this union, amidst excellent relations and inclusive language.
Lessons Learned
GRI (3-3)
We use digital technology to manage legal labor documentation. This allows us to be quicker and more reliable, make life easier for employees, reduce the use of paper and enable multi-region labor management simply and quickly, without the need for physical documents.
Relevant Fact
Cementos Argos and Celsia, Grupo Argos companies, among the top 3 in labor gender equity
Relevant Facts
Cementos Argos and Celsia, Grupo Argos companies, among the top 3 in labor gender equity
Topic / Indicator | Own indicators | CSA S&P Indicator | SASB indicator | GRI indicator | TCFD | External assurance |
|---|---|---|---|---|---|---|
Employees in Celsia | – | 3.1.2, 3.1.3 | – | 2-7, 405-1 | – | |
Women in different job categories | – | 3.1.2 | – | 2-7, 405-1 | – | |
Women in management positions | – | 3.1.2 | – | 2-7, 405-1 | – | |
Women in income-generating management positions and STEM | – | 3.1.2 | – | 2-7, 405-1 | – | |
Service-Provision Contracts | – | – | – | 2-8 | – | |
Pay Equity | – | 3.1.4 | – | 405-2 | – | |
Freedom of association | – | 3.1.5 | – | 2-30 | – |
Collective bargaining: A voluntary process carried out between associations of workers grouped in collective agreements or union organizations and employers.
Good labor practices manual: A document that consolidates the actions and behaviors adapted to the work practices of an organization.
ILO: The International Labour Organization.
