Passion for the team
We stand out for having adaptive and transformative talent management. Through our talent strategy, we align with industry demands, national regulations, and our business objectives.
Our Passion for the Team drives our ability to attract, develop, and retain top talent, positioning us as an employer of choice.
Our People and Culture team works to innovate in ways that generate a positive impact on our workforce’s professional and personal development while prioritising well-being.
Our team
2022
2023
2024
One Aleatica culture
The goal of One Aleatica is to build a corporate culture with shared values, aspirations, and motivations.
Reflecting our commitment to adaptability and innovation, in 2024 we launched the following initiatives:
We Are All Road Safety
We launched the #WeAreAllRoadSafety campaign, a video series depicting driving hazards that prompted viewers to reflect with the question, “What would you have done?”
We Are One Aleatica podcast
Introduced to improve communication around Aleatica Mexico’s efforts in innovation, sustainability, diversity, equity, and inclusion—and most importantly, safety.
One Aleatica day
As every year, we held our global virtual event, One Aleatica Day. This edition focused on customer experience.
Internal communication platform evaluation
An engagement analysis of our internal platform was conducted to improve the communication process and deliver a more accessible and customer-friendly experience.
High-Performance leadership
This year, we successfully deployed the Leadership Manifesto across 100% of the organisation through internal Champions and training sessions (both theoretical and practical). As part of our commitment to fostering a high-performance culture that strengthens leadership and empowers people to reach their full potential, we began transforming our One Aleatica culture two years ago.
To guide this transformation, we introduced the Leadership Manifesto, a framework of principles that guides how we work at Aleatica Mexico:
Speak
Trust is the basis of genuine teamwork.
Humility and learning
An arrogant attitude will lead me to think that reality is the way I see it. ("My truth is THE truth.")
Unconditional responsibility
We choose to act proactively in all situations that involve us.
Impeccable commitments and requests
As a team, we make sure everyone delivers what they commit to.
Effective negotiation
We negotiate in the best interests of the company, not our personal agendas.
Talent recruitment and retention
We recognise that Aleatica Mexico’s success stems from the strength and passion of our people. That’s why we work hard to recruit the best talent for each role. Some of our initiatives include:
Building the best team
Investing in the training of our workforce reflects our belief that continuous development not only enhances individual professional profiles but also strengthens our Company with more qualified and capable talent ready to face daily challenges and contribute to our business objectives.
We launched the Aleatica Go Learning Module, a fully digital platform with over 3,000 e-learning resources. The system is flexible and adapts to each team member’s availability and pace, allowing them to complete their courses with ease and autonomy.
Training hours
Hours was the average training per employee in 2024.
Training hours
of our workforce received training in 2024.
Training hours
15.84 Average hours
Evaluating our talent
Our performance culture is a valuable tool for recognising individual and collective contributions from our employees. It supports constructive feedback and strengthens professional development in an increasingly competitive business landscape.
We use the results of these evaluations to inform development, succession, and compensation decisions.
Performance Evaluations by Gender
Providing the best place to work
Aleatica Balance
Our In-spire model, based on five dimensions, guides our well-being priorities for all team members:
Spiritual well-being
Physical well-being
Intellectual well-being
We support curiosity, continuous learning, and transformative experiences that enrich knowledge.
Relational well-being
We foster healthy bonds and collaborative networks that strengthen interpersonal relationships in and outside the workplace.
Emotional well-being
We provide tools and resources to help our employees identify and manage their emotions in a healthy, conscious manner.
Key initiatives launched this year include:
- A hybrid work model that supports a better work–life balance
- The first Well-being Circuit with five stations aligned to Aleatica Balance dimensions
- Physical activation sessions and active breaks in offices to support physical and mental health
- Aleatica Discount Coupons offering exclusive team member benefits
- A new emotional support helpline for employees and their families
- Workshops and webinars to provide tools for holistic workplace well-being
- Health campaigns and integrated nutrition services with dietary recommendations
Benefits and compensation
We recognise the value of our team’s work by offering competitive remuneration and benefits that exceed legal requirements.
To ensure equity, we conduct an annual review and update of our salary bands, enabling us to maintain fair, market-aligned pay structures. We also offer a variable compensation scheme, designed as a Short-Term Incentive, awarded annually based on the achievement of three types of goals
Shared goals
Contribution to the achievement of strategic business goals that require collective effort. These are measured through KPIs aligned to Aleatica’s sustainability pillars, including:
- Employee safety performance indicator
- Customer safety performance indicator
- Carbon emissions
- Customer complaints
- Compliance training
- Employee engagement
- Operating budget compliance (OpEx)
- Major maintenance delivery
Individual goals
Leadership competency model
Building a great place to work
We work every day to become a competitive and innovative employer, where every team member feels valued, motivated, and aligned with our business goals. In 2024 we conducted the fourth edition of our Organisational Climate Survey, reaching a 70% participation rate, which gave us valuable insights into the concerns and needs of our people.
Engagement: I want it
Refers to the sense of belonging and identification that employees feel towards the organisation.
|
Activity
|
Engagement: I want it
|
|---|---|
|
Pulse 2024
|
78
|
|
Survey 2023
|
74
|
|
Pulse 2022
|
76
|
|
Survey 2021
|
77
|
|
HP Norm
|
80
|
Enablement: I can
Refers to the organisational tools and resources employees need to do their jobs effectively.
|
Activity
|
Enablement: I can
|
|---|---|
|
Pulse 2024
|
76
|
|
Survey 2023
|
71
|
|
Pulse 2022
|
71
|
|
Survey 2021
|
72
|
|
HP Norm
|
81
|
Parental leave
348 STEM employees:
Equivalent to 85% of all STEM employees.
Equivalent to 15% of all STEM employees.
16% of employees are considered STEM collaborators.
Labour rights
Medical services
In these services, we include health monitoring, pre-employment and routine medical exams, drug testing, statistical analysis, health campaigns, webinars, and wellness initiatives. It also supports accident investigations, the Aleatica Balance programme, and nutritional and physiotherapy services.
Our medical services are centralised in Mexico City and supported by corporate-level professionals who work as (on-site staff) implants within Business Units.