EMPLOYEES
With its employees, CMPC recognizes the value of good relations in the workplace, based on respect and communication stipulated in the organization’s policies and code of conduct. Each subsidiary has freedom of association to form groups and collective bargaining agreements, which also applies to its contractors with their associations and unions. Collective bargaining is carried out independently and in environments prioritizing the search for agreements.
DIRECT EMPLOYEES
| 2020 | 2021 | 2022 | 2023 | 2024 | |
| Total | 19,641 | 20,068 | 23,391 | 25,351 | 25,648 |
JOB ROTATION
| 2020 | 2021 | 2022 | 2023 | 2024 | |
| N° of employees (Annual recruitments) | 2,939 | 4,270 | 3,937 | 5,278 | 4,842 |
| Rotation Rate | 15.0% | 20% | 19.95% | 18.53% | 20,80% |
VOLUNTARY ROTATION
| 2020 | 2021 | 2022 | 2023 | 2024 | |
| Voluntary Rotation | 5.78% | 8.2% | 8.9% | 7.6% | 7.9% |
EMPLOYEE EXPERIENCE
Since 2022, CMPC evaluates employee’s experience through 2 tools: Gallup Q12 and the organization and Effectiveness Index. The Q12 survey measures 12 elements based on employee’s needs that ultimately predict high team performance. Engaged employees are highly involved in and enthusiastic about their work and workplace. Driving performance and innovation, increasing business results and impacting its productivity, profitability, retention, and employee turnover. Improving the experience of our teams and its results will allow CMPC to generate the route to advance in the achievement of its 2030 Strategy.
Since 2022, CMPC evaluates employee’s experience through 2 tools: Gallup Q12 and the organization and Effectiveness Index. The Q12 survey measures 12 elements based on employee’s needs that ultimately predict high team performance. Engaged employees are highly involved in and enthusiastic about their work and workplace. Driving performance and innovation, increasing business results and impacting its productivity, profitability, retention, and employee turnover. Improving the experience of our teams and its results will allow CMPC to generate the route to advance in the achievement of its 2030 Strategy.
EMPLOYEE ENGAGEMENT: AVERAGE GLOBAL ENGAGEMENT OF CMPC (ON A SCALE OF 1 TO 5)
| 2022 | 2023 |
| 3.75 | 3.87 |
We experienced a significant increase, moving also our engagement ratio from 2,13:1 in 2022 to 3,08:1 in 2023, meaning we have three engaged employees per each actively disengaged.
VACANCIES COVERED BY INTERNAL COLLABORATORS
| 2020 | 2021 | 2022 | 2023 | 2024 | |
| Percentage of open positions filled by internal candidates | 10% | 26.8% | 31.8% | 37.7% | 36.2% |
UNIONIZATION
| 2019 | 2020 | 2021 | 2022 | 2023 | 2024 | |
| NO. OF UNIONIZED EMPLOYEES | 10,887 | 11,448 | 11,305 | 13,455 | 12,665 | 12,238 |
| PERCENTAGE OF UNIONIZED EMPLOYEES | 60.4% | 58.3% | 56.3% | 57.5% | 49.96% | 52% |
Este dato excluye a Softys
UNION BENEFITS AND COLLECTIVE BARGAINING COVERAGE
| 2020 | 2021 | 2022 | 2023 | 2024 | |
| No. of employees covered by union | 12,753 | 12,108 | 14,809 | 17,641 | 16,361 |
| Percentage of employees covered by collective bargaining agreements | 64.8% | 60.3% | 63.3% | 69.6% | 62.97% |
For more information, please read our Declaration on Fundamental Principles at Work
WORK AND FAMILY LIFE
We support our employees in their quality of life and the possibility of achieving an excellent work-family balance through the following initiatives*:
- Breastfeeding rooms at CMPC’s corporate offices in Chile and Softys’ various international sites.
- Regarding childcare benefits for employees, we have a nursery at the Company’s headquarters and also at our different operations.
- Monetary contributions for childcare services for children under 2 years of age and discounts for day care centers; in Peru, Softys provides additional days to women’s legal duration of pre and postnatal maternity leave.
- Paid leave for fathers: workers have 10 days of paid leave to enhance parental co-responsibility and work-life balance, as a complement to the legal leave.
- Children adaptation: One (1) hour of paid leave at the beginning of the day for 2 weeks for the father, mother or caregiver to accompany children who enter the school for the first time, from nursery to kindergarten.
- Gradual reincorporation of parents after birth: 100% teleworking or partial scheme, for mother, father or caregiver of children under 2 years of age, subject to the nature of their functions.
- Care leave for serious illness: 5 business days of paid leave, without make-up time, to care for a sick dependent family member.
- Sports contribution benefits: reimbursement to collaborators who carry out any sports activity; alliances with gyms throughout Chile, so that collaborators can access preferential discounts; sports spaces and/or gyms in some plants and/or buildings of our company.
(*)Non-exhaustive list. Applicable for collaborators whose role is compatible with the benefit.
INTEGRITY AND ETHICAL CONDUCT
At CMPC, we are committed to fostering a culture of integrity, transparency, and respect. To support this commitment, we have implemented a Whistleblower Line, a confidential tool that allows any individual to report actions or behaviors that may violate the Company’s principles and values, corporate policies, or applicable laws. This mechanism reinforces our dedication to ethical conduct and accountability, ensuring that every report is handled with strict confidentiality and the highest standards of care.
The Whistleblower Line is managed by CMPC’s Corporate Legal Department, which is responsible for receiving, investigating, and following up on reports submitted through this channel. The Department operates with strict confidentiality and ensures that each case is treated rigorously and impartially. Investigation outcomes are reported to the Ethics and Compliance Committee, ensuring full traceability of the process and the implementation of corrective or disciplinary measures when appropriate.
Once a report is submitted, it is assessed to determine whether there is sufficient information to initiate an investigation. If so, the Corporate Legal Department leads the internal investigation, which may include collecting additional information and conducting interviews. Throughout the process, whistleblowers are protected from retaliation, and they can track the status of their case through a system using a unique code.
CMPC provides training on the use of the reporting channel, both through general e-learning modules and targeted workshops, to ensure that all personnel are informed about the process for reporting ethical misconduct and to promote a culture of transparency and accountability across the organization.
At CMPC, we are committed to fostering a culture of integrity, transparency, and respect. To support this commitment, we have implemented a Whistleblower Line, a confidential tool that allows any individual to report actions or behaviors that may violate the Company’s principles and values, corporate policies, or applicable laws. This mechanism reinforces our dedication to ethical conduct and accountability, ensuring that every report is handled with strict confidentiality and the highest standards of care.
The Whistleblower Line is managed by CMPC’s Corporate Legal Department, which is responsible for receiving, investigating, and following up on reports submitted through this channel. The Department operates with strict confidentiality and ensures that each case is treated rigorously and impartially. Investigation outcomes are reported to the Ethics and Compliance Committee, ensuring full traceability of the process and the implementation of corrective or disciplinary measures when appropriate.
Once a report is submitted, it is assessed to determine whether there is sufficient information to initiate an investigation. If so, the Corporate Legal Department leads the internal investigation, which may include collecting additional information and conducting interviews. Throughout the process, whistleblowers are protected from retaliation, and they can track the status of their case through a system using a unique code.
CMPC provides training on the use of the reporting channel, both through general e-learning modules and targeted workshops, to ensure that all personnel are informed about the process for reporting ethical misconduct and to promote a culture of transparency and accountability across the organization.
LOCAL EMPLOYMENT
Based on its commitment to strengthening the local value chain, CMPC monitors the percentage of local workers within its workforce. In the case of operations in Chile for 2024, 27% of collaborators work in the same commune where they reside and are therefore considered local, while 9% of senior managers are considered local.
Based on its commitment to strengthening the local value chain, CMPC monitors the percentage of local workers within its workforce. In the case of operations in Chile for 2024, 27% of collaborators work in the same commune where they reside and are therefore considered local, while 9% of senior managers are considered local.
