3.2.2. Real Estate Development Business Unit

(GRI 102-7, 102-8) (SDGs 8.5, 10.3) T : Creating jobs

In this unit we have 296 workers on the roster. However, due to the nature of our operations, construction contractors are used for sales and rental; operating shopping centers and corporate complexes; and safety and cleanliness.

Guatemala has a total of 125 women and 171 men with permanent contracts, 98%.

Personnel by type of contract 2019

98% 2%

Permanent Temporary

Personnel of third-party companies

(GRI 102-8) (SDGs 8.5, 10.3) As is known, to operate our real estate complexes it is necessary to hire cleaning and security personnel, while construction requires the employment of construction specialists (bricklayers), hired through service provider companies, depending on the size of the building. In Guatemala, all persons hired, under this modality, receive legal benefits. In the construction sector, the recruitment of personnel amounted to 6,257 persons, representing 96% and 99.5% of them are full-time employees. Because of the nature of the work, 99% are men; 69% are under 30, 28% are between 20 and 50, while 3% are over 50. For cleaning and security, 356 people worked in the different shopping malls that we operate, with 96% with a permanent contract, all located in Guatemala. It should be noted that 80% of these workers are men and 61% are under 30 years old.

Staff Turnover

(SDGs 5.1, 8.5, 8.6, 10.3) The Corporate Policy defines the guidelines for recruitment and selection processes to attract, develop and retain the best talent and drive their effectiveness. Because of this recruitment and selection policy we have trained ideal staff for the different positions that need to be covered. This aspect is important because we meet the requirements of the different areas in time to hire professionals who have the ideal profile to adapt themselves and deliver results. In Guatemala, the law provides for two months of proof for dismissal with no compensation payment. Other scenarios to take into consideration for the termination to a position may be due to poor performance, which is analyzed in a feedback meeting with the boss or leader, to identify opportunities for improvement in a reasonable period of time. If there are no improvements, a written or verbal attention call is issued. Finally, if termination is decided, it is evaluated together with the Human Resources area. If the worker resigns voluntarily, he must submit a letter to his immediate superior, and then the Human Resources area is notified and they conduct an exit interview to find out the reasons for said decision. Employees who retire receive support in the procedures and documentation requirements to complete their file.