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

  2017 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

  2017 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:

  1. People who joined the company in the year
  2. People from Empresas CMPC at the corporate level and/or Fundación CMPC (CMPC Foundation).
  3. 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

2017 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.
Target 10.2: By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status
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%.