Diversity and inclusion
As a company, we are creating a diverse and inclusive environment where people feel safe, respected, and valued as well as free to create and innovate. For this reason, along with the respective area, we have created and implemented our Diversity and Inclusion Policy.
Collaborators by age range
| 2018 | 2019 | 2020 | ||||
| < 30 years | 3,935 | 22.82% | 3,922 | 21.96% | 3,867 | 19.69% |
| Between 30 and 60 years | 12,784 | 74.12% | 13,176 | 73.78% | 15,020 | 76.47% |
| > 60 years | 528 | 3.06% | 761 | 4.26% | 754 | 3.84% |
Women compared to the total number of direct employees
| 2017 | 2018 | 2019 | 2020 |
| 13.7% | 14.3% | 15.4% | 16.8% |
Women by level
| 2018 | 2019 | 2020 | ||||
| Managers | 181 | 7.32% | 228 | 8.32% | 266 | 8.05% |
| Professionals and technicians | 1,512 | 61.14% | 1,499 | 54.71% | 1,670 | 50.54% |
| Operators | 780 | 31.54% | 1,013 | 36.9% | 1,368 | 41.40% |
Women promoted to management positions
| 2017 | 2018 | 2019 | 2020 | |
| No. | 32 | 35 | 54 | 47 |
Wage of women compared to men
In 2019, the Company developed an exercise to identify the wage gap between men and women, at equal working conditions, in similar job positions. The following assumptions were considered:
- People who joined the company in the year
- People from Empresas CMPC at the corporate level and/or Fundación CMPC (CMPC Foundation).
- Persons in categories C, D, and F of the CMPC position platform.
In 2020, the exercise of identifying wage gaps was repeated, considering the 100% of the people who joined CMPC in the year, as well as including the total number of people who joined the company previous year.
Average wage gap by category and percentage
| 2019 | 2020 | |
| Hires by reporting year *1 | ||
| Managers and senior executives | 76.71% | 109.94% |
| Professionals and technicians | 60.21% | 81.42% |
| Operators | 76.27% | 81.83% |
| Consolidated by category *2 | ||
| Managers | – | 77.71% |
| Professionals and technicians | – | 94.25% |
| Operators | – | 82.66% |
*Note 1: The wage gap for hires in 2019 is recalculated and verified, which increases in coverage.
*Note 2: In accordance with the General Rule No. 386 of the FMC in Chile.
Collaborators with disabilities
| 2018 | 2019 | 2020 | |
| % | 1.1% | 1.0% | 1.1% |
Diversity and inclusion goal
| We aim to reach a 2.5% of the staffing with people with disabilities by the year 2025. |
| Baseline 2019 | 2020 | Target to 2025 | |
| % of people with disabilities | 1.0% (170 pple.) | 1.1% (219 pple.) | 2.5% (100%) |
| Annual change (%) | 0.1% | 1.5% | |
| % of progress to target | *6.6% | 100% |
*Note: the percentage of progress to target has been calculated on the progress in percentage points, i.e. from 0.1% over the remaining 1.5%.