Quality of life of our collaborators

recognizing the fundamental importance of our collaborators in our growth and development, we commit ourselves to their own professional development and integral well-being. We actively seek to attract and retain in each of our businesses the best possible people, the strongest team.

Falabella GPTW

Search, management and retention of talents

we utilize e-learning programs, internships and training-placements, as well as specific and technical courses, to ensure our employees become more informed and empowered to achieve their professional objectives and those of the business. We work to provide individual development plans with access to various types of training. During 2017, a total of 4,357,970 hours of training were performed, which represents an average of 38.9 hours per worker per year, of which 47% were for women.

Institucional

We promote labor inclusion and gender equality in the hiring of employees

and have in recent years developed various programs and policies to promote inclusion and diversity across our different businesses. As part of the commitment to labor inclusion and gender equality, in July 2017 Falabella Retail Chile joined the Gender Parity Initiative (IPG) Chile, an alliance promoted by the Inter-American Development Bank and the World Economic Forum, that seeks permanent reduction in the employment gender gap and an increase in women's labor market participation.

  • At the end of 2017, 51.6% of the staff of the Falabella Companies were women.
  • We have 52,966 (46.7%) Chilean female collaborators, 33,216 (29.3%) Peruvians, 16,333 (14.4%) Colombians, 5,460 (4.8%) Argentines and 5,403 (4.8%) representing other nationalities.
  • The ratio of the average base salaries of our female workers to the average base salaries of our male workers is:
    • 100% for other collaborators.
    • 90% for professionals and technicians.
    • 78% for our managers and executives. This gap is explained mainly because, among the higher positions, there presently exists a greater proportion of men.
good-place-to-work

Good place to work

to promote a collaborative environment and a healthy balance between personal and work-life, it was essential to develop a series of programs and benefits seeking to improve the quality of life of all our employees and their families. In addition, the well-being of employees is periodically analyzed through workplace assessments. Some of the Falabella Companies participate in the Great Place to Work survey, which we undertake ourselves and subsequently use to define goals as part of our commitment to our collaborators.

key-details-image4

Labor flexibility

one way in which we pursue the development and retention of talent, as well asthe quality of life of our workers, is that several of the Falabella Companies have implemented work flexibility plans, with flexible entry and exit times, the possibility of certain days of work outside the office, leave without pay, and other flexible work initiatives.

Employees Image

The health and safety of our employees

is a priority for the Falabella Companies, which is why we have policies that seek to prevent occupational risks and promote a healthy environment. Peer committees composed of collaborators and administrators are in charge of ensuring the health and well-being of their colleagues in their respective facilities. In conjunction with the above, these committees carry out courses, campaigns and inspections with the aim of minimizing risks and managing them. Thanks to these initiatives we have been able to reduce our accident rate, which is constantly monitored in each of the businesses.