As of June 2022, IDEI’s workforce comprises 300 direct employees distributed among 44% men, 56% women and 4,540 third parties’ construction workers, distributed among 90% men, 10% women.
Human Resources Policies, Procedures, and Working Conditions
Human resources policies and procedures are managed centrally at corporate level. The Company has developed labor policies and procedures that are consistent with IFC's PS2 provisions and in compliance with local labor law. The Company has implemented policies and procedures that govern all human resources aspects (e.g., employee selection, onboarding, gender strategy, compensation packages tailored individually to employee needs, working hours and overtime, and disciplinary practices). Workers and contractors engaged by the Company are made aware of their terms of employment, rights, and responsibilities at the time of hiring, through the contract provisions, the Internal Labor Regulation Policy, the Safety and Hygiene Policy, and the IDEI Code of Ethics and Conduct.
To prevent sexual harassment, the Code of Ethics and Conduct established that the organization would sanction any behavior that can be considered harassment. As part of the training programs, Code of Ethics and Conduct training is being provided, based on practical cases that help the employees identify behaviors contrary to the practices established within the code.
To handle an allegation of sexual harassment and other types of power abuse or gender-based violence against employees, IDEI has adopted the Policy for the Management of the Anonymous Reporting Line. The Code of Conduct and sustainability report includes the Complaint Line's contact number and email address. Based on this system, the organization directs the Internal Audit Committee to analyze and evaluate sexual harassment or gender-based violence cases. Per the system, any necessary sanctions, must be based on the national labor law and the Internal Labor Regulation System. According to IDEI’s management, there are no court cases against company, filed by employees or unions based on alleged labor law violations.
IDEI, based on the law, has developed the Psychosocial Risk Prevention Policy and Promotion and Internal Mobility Policy that define the procedures to provide equal opportunity and non-discrimination to attract and retain female workers.
Workers’ Organizations
Based on the national law (Ley Federal del Trabajo), the Company respects the right of association of their workers. All workers (direct and third parties) are unionized based on national legislation. Further, all IDEI’s construction projects have unionized workers.
Retrenchment
IDEI hasn't retrenchment experiences. During the Covid 19 – pandemic, one of the main objectives of the executive committee was to safeguard 100% of the jobs in the Company. To achieve this objective, a temporary salary discount for four months was agreed upon and implemented with the direct employees to support cash flow and take care of the workforce, avoiding layoffs. The full salary was recovered in 2021once the pandemic and IDEI’s business allowed it.
Grievance Mechanism
The worker's grievance mechanism equivalent is the Policy for the Management of the Anonymous Reporting Line, also called Complaint Line. The HR department provides training to each new IDEI employee, explaining the content of the Code of Ethics and the performance of the Complaint Line. This is available to all stakeholders 24 hours a day, 365 days a year. Based on this system, the organization directs to the Internal Audit Area to analyze, evaluate the complaints and prepare a response or action as needed.
To accomplish PS1 and PS2 IDEI, the Policy for the Management of the Anonymous Reporting Line and the Complaint Line will be updated to cover contractors and anonymous reporting in line with PS2 requirements, including a procedure for: (i) reception of grievances and requests, anonymous or not, (ii) procedure for analysis and investigation of the complaints, and (iii) procedures to respond and implement the agreements if necessary. (ESAP action No 4).
Occupational Health and Safety (OHS)
At the Corporate Level, there is a committee, consisted of Board of Directors, the Audit Committee, the Vice President of Administration and Finance and the Vice President of Operations, who are responsible to supervise and approve OHS objectives and initiatives, provide necessary sources such as budgets, in line with Safety and Hygiene Policy.
IDEI, through an external consultant, monitors OHS aspects associated with its operations, including an emergency response plan, LFS measures, safety training and emergency drills, incidents management, among others.
As per ESAP Action No. 1, IDEI will develop procedures to ensure oversight of occupational health and safety performance of their contractors during construction.
Workers Engaged by Third Parties
IDEI’s constructions activities rely on contractors. The E&S responsibilities with the constructor companies are documented through binding legal contracts. Among those responsibilities, the Contractor is required to design and implement proper measures in order to prevent the pollution and comply with the E&S country law. The construction companies and other third-party share their compliance information with the law, such as the social security, training certificates, etc. of their workers on the IDEI - SAP Information System.
IDEI will upgrade their contractor management procedures to include relevant contractual E&S requirements for contractors to comply with the company’s E&S policies and procedures, including compliance with IFC’s PSs, as relevant and applicable to the contractor’s activities, oversight procedures for contractor E&S performance, and actions to be taken when contractors are found out of compliance. The contractor management procedure will include: (i) minimum E&S requirements for contractors in line with the IFC PSs (including mandatory competency trainings etc.), (ii) E&S pre-qualification criteria and process, (iii) communication and training, (iv) E&S audit, (v) requirements and process for E&S risk assessment prior to work commencement, (vi) E&S monitoring and reporting (including performance indicators), and (vii) requirements and provisions regarding compliance with labor host country law and PS2 (including non-discrimination, compensation, training, timely payment of salaries, freedom of association, no child/forced labor, grievance mechanism, occupational health and safety, etc.) (ESAP Action No.5).
COVID-19 Response
COVID-19 measures were implemented during the course of the pandemic, including home office, health risk protocol and operation certificates in each office and construction project, monitoring of hygiene measures and recommendations of the federal and health government. First team for home office was personnel at risk due to illness, age or pregnancy, and mothers of children under 12 years of age who had difficulties caring for their children due to the suspension of classes. At the time of the appraisal, all workers returned to the office.
