A key factor for our success is the diversity of our teams and the people that compose them. Through this article, we provide a quick view of our diverse workforce.
At Rotoplas, we have challenging goals. At the same time, we are aware that achieving ambitious goals require a top-tier team with sharp skills to innovate, challenge and sustain towards achieving a relevant impact through our products and services. Therefore, we are convinced that a diverse team is a successful one. We understand diversity not only as gender, but also as all of the individual qualities or characteristics that make each person unique and valuable.
With this in mind, we want to present a comprehensive but quick view some of our diversity highlights. A selection of the following insights can be found in our Annual Integrated Report, available on our sustainability website.
Per nationality: complete, simplified & leadership analysis
Even though we do not operate in countries like Venezuela, France or India, we have employees with these nationalities in our workforce; nevertheless, they account for a minimal percentage of our total FTEs.
| Nationality | 2020 | 2021 | ||
|---|---|---|---|---|
| Employees | % FTEs | Employees | % FTEs | |
| Mexican | 2406 | 69.5% | 2245 | 66.42% |
| Argentinian | 667 | 19.30% | 714 | 21.12% |
| Peruvian | 145 | 4.20% | 161 | 4.76% |
| United States | 90 | 2.60% | 96 | 2.84% |
| Guatemalan | 68 | 2.00% | 67 | 1.98% |
| Brazilian | 37 | 1.10% | 46 | 1.36% |
| Nicaraguan | 15 | 0.40% | 14 | 0.41% |
| Paraguayan | 7 | 0.20% | 7 | 0.21% |
| Honduran | 5 | 0.10% | 5 | 0.15% |
| Salvadoran | 5 | 0.10% | 5 | 0.15% |
| Uruguayan | 4 | 0.10% | 4 | 0.12% |
| Venezuelan | 4 | 0.10% | 5 | 0.15% |
| Costa Rican | 3 | 0.10% | 3 | 0.09% |
| Colombian | 2 | 0.10% | 2 | 0.06% |
| Bolivian | 1 | 0.00% | 1 | 0.03% |
| Bahamian | 0 | 0.00% | 1 | 0.03% |
| Chilean | 1 | 0.00% | 1 | 0.03% |
| French | 1 | 0.00% | 1 | 0.03% |
| Indian | 1 | 0.00% | 1 | 0.03% |
| Mauritanian | 1 | 0.00% | 0 | 0.00% |
| Ukrainian | 1 | 0.00% | 1 | 0.03% |
| Total | 3464 | 100% | 3380 | 100% |
It is also relevant to show which employees also are on a leadership role, meaning they have direct reports. On the next table it is shown the percentage of FTEs in a leadership role, which considers from jr. manager to CEO. (For a better lecture, we have grouped the headcount into the main nationalities we have).
| Nationality | 2020 | 2021 | ||||
|---|---|---|---|---|---|---|
| Employees | % FTEs | % Leadership FTEs | Employees | % FTEs | % Leadership FTEs | |
| Mexican | 2406 | 69.5% | 64.3% | 2245 | 66.42% | 61.22% |
| United States | 90 | 2.60% | 8.90% | 96 | 2.84% | 9.14% |
| Central American | 96 | 2.80% | 4.00% | 95 | 2.81% | 4.01% |
| Latin American | 831 | 24.00% | 19.70% | 895 | 26.48% | 22.18% |
| Brazilian | 37 | 1.10% | 2.80% | 46 | 1.36% | 3.06% |
| Other | 4 | 0.10% | 0.30% | 3 | 0.09% | 0.29% |
| Total | 3464 | 100.0% | 100.0% | 3380 | 100.00% | 100.00% |
Per age group & gender
| Per age group and gender | 2020 | 2021 | ||||
|---|---|---|---|---|---|---|
| <30 years | 30-50 years | > 50 years | <30 years | 30-50 years | > 50 years | |
| Total | 35% | 56% | 9% | 25% | 66% | 10% |
| Women | 26% | 64% | 9% | 23% | 70% | 7% |
| Men | 38% | 53% | 9% | 25% | 65% | 10% |
Woman / man salary ratio
When analyzing gender diversity, we aim to consider not only positions but the remuneration of the people that have these roles. Our compensation is divided between fixed income (the one received regardless the month results) and variable income (which accounts for achieving the monthly goals for the position). With this regard, both on fixed and on fixed and variable ratio, women advantage men on two out of four categories. Nevertheless, these brackets are not the same, as fixed compensation is surpassed by women on middle management and individual contributor; while fixed plus variable income are surpassed by women on individual contributor and equaled on operator level.
This means, there is still a gap to close on executives and middle management compensation, challenge that we are tackling through a series of initiatives oriented towards developing our key talent.
| Per age group and gender | 2020 | 2021 | ||||
|---|---|---|---|---|---|---|
| <30 years | 30-50 years | > 50 years | <30 years | 30-50 years | > 50 years | |
| Total | 35% | 56% | 9% | 25% | 66% | 10% |
| Women | 26% | 64% | 9% | 23% | 70% | 7% |
| Men | 38% | 53% | 9% | 25% | 65% | 10% |
LGBTIQ+
Being diversity a multi-factor issue, this year we surveyed our employees to map those who consider themselves members of the LGBTIQ+ community. Being this a voluntary survey, we did not account for the total of our workforce. Instead, we received a total of XXXX submissions.
| Answer | Latam | Brazil | USA | |||
|---|---|---|---|---|---|---|
| Answers | % | Answers | % | Answers | % | |
| Yes | 24 | 4% | 2.00 | 11% | 5.00 | 8% |
| No | 539 | 93% | 16.00 | 89% | 49.00 | 77% |
| I’d rather not say | 19 | 3% | 0.00 | 0% | 10.00 | 16% |
| Total | 582 | 18 | 100% | 64 | 100% | |
Ethnic group belonging & Race (for the US)
We also performed a voluntary survey to assess for ethnicity and race identification. On ethnicity, 22% of our Brazilian workforce identify themselves as members of an ethnic group, where only 6.7% of our Spanish speaking workforce did so. On the US, 26& identified themselves as Hispanic or latino.
| Answer | Latam | Brazil | Answer | USA | |||
|---|---|---|---|---|---|---|---|
| Answers | % | Answers | % | Answers | % | ||
| Yes | 39 | 7% | 4 | 22% | Hispanic or latino | 16 | 26% |
| No | 524 | 90% | 14 | 78% | Not hispanic or latino | 21 | 34% |
| Prefer not to answer | 18 | 3% | 0 | 0% | Prefer not to answer | 24 | 39% |
| Total | 581 | 100% | 18 | 100% | Total | 61 | 100% |
| USA | ||
|---|---|---|
| Answers | % | |
| Indian American | 4 | 7% |
| Asian | 2 | 3% |
| Native Hawaian | 1 | 2% |
| Black | 13 | 21% |
| White | 28 | 46% |
| Would Rather not answer | 13 | 21% |
| Total | 61 | 100% |
Disability
Regarding disability, we used the same voluntary tool to collect data on this characteristic. Over the three regions, we only received 12 answers of employees who consider themselves as part of this group. This calls out for further integration of people with disability into our workforce.
| Answer | Latam | Brazil | USA | |||
|---|---|---|---|---|---|---|
| Answers | % | Answers | % | Answers | % | |
| Yes | 12 | 2% | 0 | 2% | 0 | 0% |
| No | 568 | 97% | 18 | 97% | 61 | 100% |
| I’d rather not say | 3 | 1% | 0 | 1% | 0 | 0% |
| Total | 583 | 100% | 18 | 100% | 61 | 100% |
Turnover per age groups
Finally, we wish to include turnover indicator related to diversity, this is because we consider we need to have a deep dive on the insights about those who leave the organization. As we cannot account for race, ethnicity or sexual orientation, we do so by presenting age groups.
| Month | 2020 month | 2021 month | ||||||
|---|---|---|---|---|---|---|---|---|
| < 30 años | 30 – 50 años | > 50 años | Total | < 30 años | 30 – 50 años | > 50 años | Total | |
| January | 3.9% | 1.4% | 1.3% | 1.80% | 1.20% | 1.30% | ||
| February | 4.6% | 2.0% | 0.5% | 1.90% | 0.80% | 0.50% | ||
| March | 3.6% | 1.3% | 1.0% | 2.20% | 1.30% | 0.30% | ||
| April | 2.3% | 0.8% | 0.5% | 1.90% | 1.20% | 0.80% | ||
| May | 4.7% | 4.8% | 1.8% | 2.20% | 1.10% | 1.10% | ||
| June | 1.7% | 1.2% | 0.8% | 2.70% | 1.10% | 1.70% | ||
| July | 4.5% | 2.2% | 4.9% | 2.70% | 1.50% | 3.00% | ||
| August | 2.7% | 1.0% | 0.8% | 3.50% | 2.10% | 1.50% | ||
| September | 1.7% | 1.4% | 3.2% | 2.80% | 0.90% | 1.50% | ||
| October | 2.2% | 1.6% | 1.1% | 2.70% | 1.10% | 0.90% | ||
| November | 1.1% | 1.0% | 0.0% | 3.30% | 1.70% | 0.90% | ||
| December | 2.5% | 1.8% | 1.8% | 3.50% | 1.60% | 1.50% | ||
| Total | 34.7% | 20.3% | 17.6% | 23.9% | 34.70% | 20.30% | 19.70% | 19.70% |
We invite you to review further diversity information in our Sustainability Website and in our Annual Integrated Report.
