After two years in which the human resources market has been transformed, most companies have included new initiatives to address current work needs; Schneider Electric, for example, has implemented staff attraction and retention strategies that strengthen workplace equity and work-life balance.
According to the National Survey of Occupation and Employment, New Edition (ENOEN), carried out by the National Institute of Statistics and Geography (INEGI), in the second quarter of 2022, the Economically Active Population in Mexico was 59.3 million people, 1.7 million more than in the second quarter of the previous year, which shows that the economy continues to reactivate, however, it is necessary to integrate more actions that allow job stability.
Schneider Electric, the French company dedicated to providing digital and automation solutions, within the framework of the International Equal Pay Day, has indicated that employee satisfaction is an essential part, for which they have integrated actions such as a payment policy fair, which equitably rewards employees, regardless of their gender and age, because they seek to advance people’s skills and knowledge.
To eliminate the salary gap, the multinational has a specific review in which a certain budget is assigned to be able to close the differences and that all employees have a decent salary for their professional development and skills.
“We are pleased to see, within the company, how our equity policy is a reality, and that in recent years we have promoted even more actions to eradicate this salary gap, so that men and women are treated equally. What matters is the talent and skills that the collaborator has”, highlights Gladys Juárez, vice president of Human Resources of Schneider Electric Mexico and Central America.
These practices are in line with Schneider Electric’s “Life Is On” concept, which seeks to empower everyone to make the most of energy and resources, thus supporting progress and sustainability.
In this way, the company’s strategies promote competitiveness in the labor market, but they not only seek better salaries for employees, but also achieve a balance between their personal and professional lives.
That is why it grants its collaborators five months of maternity leave and one month of paternity leave, which exceeds the periods that are normally given: three months and two weeks, respectively.
On the other hand, the company has taken advantage of the advantages of remote work, and has included the hybrid modality, as well as staggered schedules so that employees can better manage their time.
Through these actions, not only has it been possible to attract personnel, but also to preserve them so that they can reach C-Suite levels and have a professional career within Schneider Electric, such is the case of success stories such as the majority of its vice presidents and their current CEO, Jesús Carmona, who began their professional life in the company at an early age and now hold managerial positions.
Learn more about actions to achieve greater inclusion and labor equity from Schneider Electric, the company that helps companies in the digital transformation, at:
