We have some pillars of culture and labor practices that allow our employees to perceive a work environment in which they feel confidence, harmony and pride in working at Celsia.
GRI (3-3) At Celsia, we do our best to grow together, guaranteeing respect for the regulatory framework of each country. We promote inclusion and equity, diversity and innovation being a great strength, so we make our employees feel that they contribute to a purpose with which they connect, which serves as a differentiator to attract and retain the best talent, to achieve extraordinary results. and strengthen the sense of belonging, improve the work environment among colleagues and make Celsia recognized as one of the best places to work.
With our Culture and labor practices, we pay special attention to the working conditions provided to employees, ensuring compliance with each of the obligations contemplated in Labor Legislation and in Collective Agreements, promoting respect for Human Rights and the rights derived from the International Labour Organization (ILO) conventions applicable in the regions in which we operate, as the natural result of the way we manage relationships in the workplace.
Our Management
GRI (3-3) (2-23) (2-24) (2-25) (2-29)
- Our leaders promote, inspire and develop their teams, which act with total commitment and vibrate with the pillars of the Celsia Culture.
- We have policies, procedures and codes of conduct that guide the Company’s actions and employees, promoting honest, transparent and comprehensive behavior in the development of functions and activities.
- In the Diversity Policy, we declare our commitment to diversity and gender equality as a fundamental element of our Culture.
- We have a Policy of respect in which we practice a culture of principles and values; appreciation for the other is the basis of our relationships, by establishing mechanisms and tools to prevent and immediately resolve harassment, workplace bullying – whether moral, sexual, psychological or of another nature – and any other act that violates the dignity of the people who work in the Company.
Labor Indicators
Learn about the indicators that reflect the composition of our workforce and other relevant data related to labor practices.
Our Employees
Women in the Job Categories
Service-Provision Contracts
GRI (2-8) These Contracts cover technological services, security, transportation, infrastructure maintenance, civil works, food, local repairs, and photovoltaic installations.
Colombia
Central America
Total
Other Indicators
Employees Represented by Unions or Collective Agreements
Pay Equity
Principal Results in 2022
GRI (3-3)
We were recognized in Colombia with the Equipares Gold Category Seal and in Panama with the Gold Level Gender-Equality Seal. This recognition accounts for the effective actions to guarantee gender equality and the cultural transformation of work environments in a sustainable manner.
We carried out training and empowerment processes for leaders and employees in legal labor aspects and good relationship practices.
We accompanied businesses with constant advice and support in the definition of work organization, such as the establishment of work days, news reports, among others.
We implemented process simplification to manage and report payroll novelties, which allowed us to make life easier and be more agile and reliable.
We used new technologies to manage labor legal documentation.
We carried out training and socialization on workplace- and sexual-harassment behaviors.
GRI (3-3) Short-, Medium- and Long-Term Objectives:
Short Term(0 to 2 years)
- Develop and disseminate a policy for individual- and collective-labor relations under the ILO framework, which allows us to transcend the management of labor relations in the Company and for all the countries where we are present.
- Prepare and develop the Collective-Bargaining Process in Colombia, to continue strengthening the relationship with employee representatives.
- Continue strengthening our process to accompany and develop service providers in labor matters.
Medium Term(3 to 5 years)
- Generate spaces for joint training with the collectives in business logic, ILO standards, which promote ideation and collective-construction tables in a close, productive environment.
Long Term(6 or more years)
- Consolidate in a manual the good labor practices that we have in Celsia as a referencing mechanism and evolution of our model.
- Have 35% of women in our total workforce in management positions and junior management positions by 2030.
Collective Bargaining: A voluntary process that is carried out between associations of workers grouped in collective agreements or union organizations and employers.
Manual of Good Labor Practices: A document that consolidates the actions and behaviors that are adapted to the labor practices of an organization.
ILO: International Labour Organization.
