OUR APPROACH TO EMPOWERING OUR PEOPLE
Our people are key to our business success and the positive impact we make on the planet and society. By fostering a supportive and empowering working environment, we can improve employee satisfaction, offer better and more equal employee opportunities, and improve retention rates.
As part of our corporate purpose, we aspire to provide a safe and healthy workplace environment that, above all, promotes a healthy work-life balance and demonstrates inclusion.
2024 Highlights
10.00%
Women in the workforce vs total workfoce
2023: 9.62%
3rd
2024 Merco Talento ranking (out of 18 mining companies in Peru)
2023: 4th place (out of 16 companies)
Empowering our people focus areas
Diversity, Equity and Inclusion
At Hochschild, diversity, inclusion, and a safe work environment that promotes equal opportunities for all are fundamental to the sustainability of our company and to our corporate purpose. We are committed to respecting human rights and promoting diversity and inclusion. As such, we reject any acts of discrimination that are based on race, gender, religion, ethnicity, age or any other distinguishing characteristic or trait. Our Human Rights Policy outlines our commitment to promoting equal opportunities for all, including the participation, education and empowerment of women in the workplace.
We strive to maintain a workplace free from harassment and discrimination that is based on any grounds. To support our efforts, we have established two specialised committees to specifically address cases of sexual harassment: The Intervention Committee, responsible for receiving and investigating complaints and issuing a report; and the Human Resources Committee, which makes a final decision regarding the complaint. The Committees receive training on handling reports and incidents of harassment in the workplace. In 2024, no discrimination complaints were registered.
Recruitment, Retention and Engagement
We are committed to attracting and retaining a skilled workforce by creating a workplace that is engaging, innovative, and defined by our corporate purpose and values. In 2024, nearly 97% of our employees were permanent full-time workers, with a voluntary turnover rate of 4.96%. In the 2024 Merco Talento ranking, Hochschild was ranked 3th among 18 mining sector companies in Peru and placed 28th out of the top 100 companies in Peru based on our talent retention and attraction efforts. The ranking promotes the improvement of human capital management within organisations, providing them with various metrics and evaluation elements that contribute to a better understanding of the aspirations of the individuals working within them. We are also proud to report that the Hochschild-operated joint venture in Argentina was recognised as a Great Place to Work.
Innovations through technological solutions
We strive to promote innovation in all aspects of our business to increase productivity, improve worker safety and reduce our impact on the environment. Our ongoing Innova platform allows Hochschild to receive initiatives from every level of the company. Launched in 2022, the objective of the tool is to incorporate technology and innovation into our processes, proposed by our workers. Anyone, at any time, can use the platform to upload their disruptive, applied, or incremental initiatives so that they can be evaluated and implemented in a timely way.
In 2024, our Environmental Ambassadors in Peru and Argentina were challenged to make environmental improvements across our operating mine sites, organized through the Innova platform. As part of this initiative, a total of 27 proposals were received, covering areas such as waste management, energy efficiency, emission reduction, and resource conservation. To date, eight impactful projects have been selected which will be evaluated and supported for implementation in 2025.
Labour Relations
Our Code of Conduct sets out our undertakings to treat all employees and contractors fairly and to create a workplace that is free of harassment or intimidation. Our principles and practices related to fair compensation, job security, and professional development opportunities underpin our relations with our workforce.
We acknowledge the rights of our employees to join organisations that protect and support their interests. This includes supporting the right to freedom of association and collective bargaining, in accordance with the laws and regulations of the countries in which we operate, and as outlined in our Human Rights Policy. In 2024, approximately 70% of our total workforce was represented by a trade union or similar body. We recorded 0 strikes or lockouts during 2024.
At Hochschild, we support the right to a living wage and comply with the minimum wage required by law, provide financial benefits to our employees such as a pension, and have a performance-based incentive pay programme that covers all direct employees. We also seek to reduce excessive working hours for all employees and comply with national law on working hours and overtime.
Contribution to the SDGs
