Our success relies on our people

We seek to promote our Company culture and provide a positive and stimulating working environment where we actively encourage professional and personal development.

HOW WE MEASURE OUR PERFORMANCE

Gender Diversity

%s of female workers, leaders and Board members

Employee Turnover

% voluntary turnover

Empowering our people focus areas

Promoting Diversity & Inclusion

At Hochschild, diversity, inclusion and a safe work environment that promotes equal opportunities for all are fundamental to the sustainability of our company and to our corporate purpose. We are committed to respecting human rights and promoting diversity and inclusion. As such, we reject any acts of discrimination that are based on race, gender, religion, ethnicity, age or any other distinguishing characteristic or trait. Our recently updated Human Rights Policy outlines our commitment to promoting equal opportunities for all, including the participation, education and empowerment of women in the workplace.

 

Recruitment, Retention & Engagement

We are committed to attracting and retaining a skilled workforce by creating a workplace that is engaging, innovative and defined by our corporate purpose and values. In 2023, nearly 94% of our employees were permanent full-time workers, with a low voluntary turnover rate of 4.5%. In the 2023 Merco Talento ranking, Hochschild was ranked 4th among 17 mining sector companies in Peru and placed 36th out of the top 100 companies in Peru based on our talent retention and attraction efforts. The ranking promotes the improvement of human capital management within organisations, providing them with various metrics and evaluation elements that contribute to a better understanding of the aspirations of the individuals working within them.

Innovations through technological solutions

We strive to promote innovation in all aspects of our business to increase productivity, improve worker safety and reduce our impact on the environment. Our ongoing Innova platform allows Hochschild to receive initiatives from every level of the company. Launched in 2022, the objective of the tool is to incorporate technology and innovation into our processes, proposed by our workers. Anyone, at any time, can use the platform to upload their disruptive, applied, or incremental initiatives so that they can be evaluated and implemented in a timely way. In 2023, we developed two Innova Campaigns on the following topics:

  • ChatGPT and Artificial Intelligence for efficiency at Hochschild
  • Conversemos en familia, for the families who participated in the family workshop in October, as part of the Environmental Culture Transformation Plan (ECTP)

Eight projects were implemented this year, having been proposed between 2021-2023. A further four projects have passed the Evaluation stage and are expected to be implemented in 2024.

 

Labour Relations

We recognise and respect the right to freedom of association and collective bargaining, in accordance with the laws and regulations of the countries in which we operate. Underpinning our relations with our workforce are principles and practices related to fair compensation, job security and professional development opportunities. In 2023, approximately 74% of our total workforce was represented by a trade union or similar body. We recorded 0 strikes or lockouts during 2023. Management also conducts discussions on health and safety with worker representatives and trade unions.

Diversity and Inclusion

Anti-sexual harassment

In 2023 we carried out the third annual ELSA survey, a comprehensive diagnostic and intervention tool that helps companies respond preventatively to sexual harassment in the workplace. Our findings help Hochschild to identify existing gaps and other opportunities for improvement. The survey found that:

  • 69% of employees know and have read the Anti-Harassment Policy;
  • 88% have received training on the subject;
  • 70% were aware of the investigation process for complaints
View our people policies

Recognising Extraordinary Employee Behaviour

Brilla HOC online platform

A platform to acknowledge extraordinary employee behaviours that reflect our cultural attributes and purpose:

  1. It recognises behaviours aligned with our cultural attributes
  2. It encourages recognition between peers
  3. It provides a common recognition system for all our locations 

Diversity and Inclusion

Internships for Women

We strongly believe that diversity helps promote new and innovative ideas that can contribute to our overall business success. Our continued focus on gender diversity, in a male-dominant industry, is reflected in our “Mujeres de Oro” (Women of Gold) internship programme. This one year programme offers young women. professionals rotations across eight different departments at the Inmaculada mine, such as plant, mine, safety, community relations, and environment. The programme also offers mentorship, training, and the potential for a permanent career with Hochschild. In 2023, Hochschild hired nine out of ten women who completed the programme in 2023.

Diversity and Inclusion

Increasing gender diversity at Hochschild

In 2023 Hochschild successfully increased the representation of women at multiple levels of the organization. We have increased the percentage of women in our entire workforce from 9% to 9.6%. Similarly, the percentage of women in leadership roles has risen from 15% to 18%. As a result, we are proud that we are moving closer to our 2030 gender diversity ambition. As a mining company, we recognise the challenges faced by our industry to build female representation. These incremental improvements are reflective of the important progress that is needed. We will continue, each year, to promote the participation, education, training, development and leadership of women within our organisation.

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2023 highlights

4.5%

Voluntary Employment Turnover (2022: 3.9%)

9.6%

Female workers Vs Total workforce (2022: 9%)

18%

Women in leadership roles (2022: 15%)

Communities

How we serve our communities