Our Team

Workforce and Quality of Life


At Megacable we strive to create a workspace in which physical and emotional integrity and equal opportunities are guaranteed for all our employees, with the aim of fostering a sense of pride and belonging, as well as attracting and retaining the best talent.

23,980

employees

61%

unionized

Our strategy to have the best talent and contribute positively to their quality of life is based on four guidelines:

  • Attract the best talent

  • Increase talent permanence

  • Train employees towards a service culture

  • Achieve a more efficient organization

Employees breakdown by contract

Employees breakdown by gender

* The percentage of male employees is higher than that of female employees due to the business line.

All our employees enjoy benefits superior to those established by the Federal Labor Law. In addition, year after year we expand the portfolio of companies that sponsor benefits, services or articles of interest for our employees and their immediate families at prices that are accessible or lower than the market and with payment facilities, through the payroll system. Some of them are: life insurance, medical insurance, clinical laboratories, medical services, car insurance, gyms, transportation companies, airlines, restaurants, price clubs, among others. Moreover, all employees have parental permissions.

We have 150 active benefit agreements for employees.

Thanks to the implementation of initiatives to ensure the comprehensive well-being of employees and our efforts to retain talent, turnover in the year was 12.87% for men and 14.24% for women.

For the last three years, we have implemented the Parent School Workshop, which aims to provide employees (and their spouse, if applicable) a space to reflect and act on their relationship with their children, through the exchange of information and experiences that allow them to develop skills to solve and learn about several problems. Furthermore, we provide a space to analyze the basic criteria for family group dynamics, as well as to examine the different stages and problems that a family and the couple go through to favor communication within the family group and in certain contexts.

Equal
Opportunities


At Megacable, we are aware that inclusion and diversity in the telecommunications industry are key factors for the sector’s sustainable development. Therefore, we continue to implement initiatives and carry out efforts to ensure equal opportunities and non-discrimination, as established in our Code of Ethics. We promote inclusive and violence-free workspaces, where the professional and personal growth of all employees is ensured. In addition, we require our suppliers to support the eradication of child labor and prohibit any form of labor exploitation.

The Code of Ethics establishes Megacable’s guidelines in favor of equal opportunities and the rejection of discrimination.

32 %

of Coordination, Direction and Management positions are occupied by women.

Training


We need to constantly train and update our employees so they can perform their duties with the greatest preparation, professionalism, innovation and alignment with the best practices in the sector.

Our goal is to constantly improve their skills, knowledge and competencies to ensure our business’ sustainability in the future, as well as to improve their quality of life.

Through our human capital development and training program, we grant certifications in the use of new technologies and provide training aimed primarily at service technicians. In 2021, we trained 16,000 operational employees on a wide variety of topics, such as: sales management, Xview Plus features, Mega Mobile launch, sales coach to increase productivity, comprehensive training for excellent service, basic radio frequency concepts, acquisition and domain of new technologies in telecommunications, among others.

Additionally, we encourage employees to perfect their soft skills, thus, we trained 180 managers and coordinators through the certification programs for leaders with vision in the telecommunications business, as well as the course in strategic sales management, with the support of the Tecnológico de Estudios Superiores de Monterrey. For middle-management employees, we imparted the Developing Leaders course to 300 supervisors, and for operational personnel who aspire to be supervisors, we trained 160 employees with the Talent Seedbed program.

Training hours breakdown by gender

109

courses imparted during 2021

23,473

employees trained

244,409

training hours

In addition, in order to provide the best service, we must have the best talent, which includes aligning our short, medium and long-term objectives with the Company’s business and sustainability strategy. Therefore, we have a performance review process that measures and assesses fundamental components to ensure that employees are in ideal conditions to meet their goals. In 2021, we evaluated 100% of the employees who apply to this assessment (technical positions do not receive performance reviews, since they have a direct compensation model based on their performance).









We imparted 39,612 training hours on safety issues.

Occupational
Health and Safety


We have an occupational health and safety management system that covers 100% of our employees and has the purpose of maintaining a safe workspace, so all our employees enjoy physical and mental well-being.

We comply with the NOM-030 standard of the Ministry of Labor to ensure safety and hygiene in the Company; we have an internal program certified by civil protection and we carry out health initiatives for employees.

The health management system includes programs such as campaigns and health fairs, vaccination campaigns, health and safety training, hygiene advice, medical evaluations, incident prevention program, use of personal protective equipment, and an accident investigation procedure.

In 2021 we continued providing training to mitigate safety risks and ensure the well-being of employees. Some of the topics were employment induction, risk prevention in electrical installations and rooftops, personal protective equipment for the safety of motorcyclists, defensive driving and environmental education, among others.

Moreover, we carried out an evaluation with the participation of more than 22,000 employees to comply with the NOM-035-STPS-2018 standard, Psychosocial risk factors at work. This regulation, which came into force in 2019, establishes the elements to identify, analyze and prevent psychosocial risk factors, which are those that can cause anxiety and stress disorders.

During the year, we continued applying the federal, municipal and state protocols against COVID-19. We implemented preventive measures to avoid contagion among employees, such as social distancing, temperature monitoring, sanitization, antibacterial gel, use of face masks, prevention notices and advice in case of contagion.

We performed 21,500 random antigen tests to detect COVID-19 and protect employees’ health.

Additionally, in several cities where we have presence, the PrevenIMSS health campaigns were implemented, in which we carried out the following activities:

  • Blood pressure monitoring

  • Weight control

  • Blood glucose detection

  • Vaccination against influenza:

  • Nutrition

  • Oral health

  • Sexual health

1,200

employees vaccinated