Human Capital

Our employees are the basis and foundation of our company. Attracting and retaining key human capital is our main organizational goal, we are convinced happy and fulfilled employees, perform beyond standard and this is what we look for in all our employees.


  • Have at least 40% share of women in total workforce.
  • 20% of our employees belong to a priority group (people with disabilities, LGBTQ+, Indigenous groups, migrants, single parents).
  • Increase by at least 10% of women on the board by 2030.

Engaged and happy employees are key to our success. Hence, we strive to provide safe places to work, free of discrimination, where everyone can perform and develop personally and professionally with appropriate compensations for their work.

Amongst our key challenges in Human Capital are:

  • Encourage inter-department collaboration.
  • Communicate our processes and procedures.
  • Meassure performance with clear indicators and continuous feedback.
  • Emphasis on training and development.
  • Stablish effective communication mechanisms at all organizational levels.
  • Communicate our sustainability agenda.
  • Turnover rate 2019: 14.7%
  • Voluntary leaves: 22

Lost-Time Injury Frequency Rate on 2020:

  • 3.48 Direct employees.
  • 1.09 Outsourced employees.

We prevent excessive wage gaps with a salary range dashboard, measuring gaps amongst same level positions, regardless of age and gender. Middle and operative positions, receive an annual compensation increase with at least the inflation rate, subsequently each case is analyzed by its respective department director in case compensation needs to increase in accordance with their performance. All our employees enjoy a variable additional compensations in accordance with organizational and individual performance.

FUNO® offers employee benefits that go beyond Mexican regulations; we do so in order to develop our human capital and retain key talent; such benefits are covered through ordinary organizational resources. Some benefits we offer are:

  • Life insurance.
  • Private Health insurance.
  • Public/Government Health insurance.
  • Maternity and paternity leave.
  • Pantry cupons.
  • Meal cupons.
  • Holidays beyond Mexican regulations.

Our talent retantion ratio when acquiring new properties is high, almost 95%. When we acquire new properties, we go above and beyond to keep existing employments whenever possible and economically feasible. All employees are fully informed of work conditions, benefits, etc. with at least 15 days’ notice.

Commitment with our people

Currently we are implementing mechanisms to monitor and communicate with our employees; so they can communicate back to us and vice-versa. In 2016, we launched our first organizational climate survey, aiming at listening employees opinions and suggestions

Our survey had the following objectives:

Evaluating 6 key areas.

In order to recognize accomplished employees and to share best business practices, we organize the annual managers meeting, in Mexico City; where we reward best performing managers on:

  • Best Commercialization strategy.
  • Best team work.
  • Best maintenance.
  • Best marketing.
  • Manager of the year.

Privacy and Communication

We have established several communication mechanisms to engage our employees and listen to them. The most relevant ones are:

  • Organizational environment survey
  • “Audit teams” evaluating individual profiles, team and individual needs, in order to reduce breaches.
  • Performance evaluations.
  • Individual feedback processes.
  • Newcomers meetings.
  • Managers annual meeting
  • Direct communication line with Human resources department.
  • email.
  • Open door policy with all our executive team.

All employee information and data is treated with extreme confidentiality; additionally we have implemented security and monitoring mechanisms for the safety of our employees and data protection. At all times the organization respects the personal and private life of its employees.

Diversity and Inclusion.

We provide equal opportunities to our employees; from the time of hiring to salary ranges, training, development, promotions and other employment conditions.

Our workforce represents, the communities where we operate. All municipalities where we are present, present high ethnic diversities. Our hiring processes promotes local hiring in order to have employees with knowledge of local sensitivities and the needs of our guests; this makes our composition a reflection of Mexico´s diversities.

To avoid sensitivities, we do not ask on ethnical or race background; this has allowed us to create working spaces free of discrimination and where Human Rights are respected.

We strive to provide safe and healthy places free of discrimination. Our Code of Ethics, policies and organizational culture, aim at guaranteeing inclusion and equality regardless of gender, age, nationality, ethnicity, race, color, beliefs, language, opinions, sexual orientation, civil status, health status (including HIV, etc.) or political beliefs.

Trainning and Development

Training at FUNO® is managed depending on each department’s needs, prioritizing in accordance with results from the Laboral environment survey, profile audits vs personal skills, and job descriptions.

Currently we are working on the development and training policy for Human capital. Nonetheless we have established guidelines to support employees with:

a. For professional training; we provide update courses, for technological skills and software’s, as well as for productivity and client orientation skills.

b. Subsidies for school; from Masters degrees to diploma courses, as well as to attend conferences and workshops.

c. External training totally or partially; Whenever needed, we pay for specializations, conferences and training courses which are aligned with our business are fully funded by FUNO®.

d. Specialized training on health and safety, environmental procedures, ethics and anti-corruption practices. We continuously provide our employees training on these issues, including the Code of Ethics and our whistleblowing mechanisms.

Objectives and management for employee training are monitored through a dashboard under the SMART Methodology. Results are reviewed and backed by each head of department; such results help assign a metric which are also the foundation for annual salary raises.



Phone number: 01-800-9100-311