Diversity and Inclusion
As a company, we are building a diverse and inclusive environment where people feel safe, respected, valued, and free to create and innovate. For this reason, we have created and introduced our Diversity and Inclusion Policy with the People and Organization department.
Employees by Age Range
| 2018 | 2019 | 2020 | 2021 | |||||
| < 30 years | 3,935 | 22.82% | 3,922 | 21.96% | 3,867 | 19.69% | 4,126 | 25.08% |
| 30 to 60 years old | 12,784 | 74.12% | 13,176 | 73.78% | 15,020 | 76.47% | 15,180 | 92.30% |
| > 60 years | 528 | 3.06% | 761 | 4.26% | 754 | 3.84% | 762 | 4.63% |
Women by Total Number of Direct Employees
| 2018 | 2019 | 2020 | 2021 | |
| Percentage of the total | 14.3% | 15.4% | 16.8% | 23.3% |
Women by Level
| 2018 | 2019 | 2020 | 2021 | |||||
| Managers | 181 | 7.32% | 228 | 8.32% | 266 | 8.05% | 315 | 8.69% |
| Professionals and Technicians | 1,512 | 61.14% | 1,499 | 54.71% | 1,670 | 50.54% | 1,782 | 49.19% |
| Operators | 780 | 31.54% | 1,013 | 36.9% | 1,368 | 41.40% | 1,526 | 42.12% |
Women Promoted to Leadership Positions
| 2018 | 2019 | 2020 | 2021 | |
| Total | 35 | 54 | 47 | 43 |
Women’s Salaries compared to men’s
In 2019, the Company carried out an exercise to identify the gap between men’s and women’s salaries, at equal working conditions, in similar positions. The following assumptions were considered:
- People who joined the Company during that year;
- People from Empresas CMPC at the corporate level and/or Fundación CMPC;
- People in categories C, D, and F of CMPC’s position platform.
In 2020, the salary gap identification exercise was repeated, considering 100% of the people who joined that year and the total number of people who joined in the previous year.
Percentage of Average Salary Gap by Category
| 2019 | 2020 | 2021 | |
| Salary gap in new hires by reporting year*1 | |||
| Managers and Senior Executives | 76.71% | 109.94% | 93.1% |
| Professionals and Technicians | 60.21% | 81.42% | 104.3% |
| Operators | 76.27% | 81.83% | 83.9% |
| Average wage gap*2 | |||
| Managers | – | 77.71% | 85.20 % |
| Professionals and Technicians | – | 94.25% | 86.65% |
| Operators | – | 82.66% | 74.21% |
*Note 1: The wage gap is recalculated and verified for 2019 hires, increasing coverage.
*Note 2: Under General Rule No. 386 of the CMF in Chile
Employees with Disabilities
| 2018 | 2019 | 2020 | 2021 | |
| Percentage | 1.1% | 1.0% | 1.1% | 1.29% |
Diversity and Inclusion Goal
| We aim to reach 2,5% of the workforce with people with disabilities by 2025. |
Goal 10.2: By 2030, empower and promote the social, economic, and political inclusion of all people, regardless of age, gender, disability, race, ethnicity, origin, religion or economic, or status.
| 2019 Baseline | 2020 | 2021 | Goal by 2025 | |
| Percentage of people with disabilities | 1.0% (170 pers.) | 1.1% (219 pers.) | 1.29% (279) | 2.5% |
| Annual variation (%) | – | 0.1% | -0.1% | 1.5% |
| Percentage of progress towards goal | – | *6.6% | -13.5% | 100% |
*Note: The progress towards the goal has been calculated on the progress in percentage points, i.e., from 0.1% over the remaining 1.5%.