(103-1) Celsia is an organization that strives to be a stimulating, productive place to work and that cares for people. We know that great results are the fruit of the best energy of our employees to face the challenges every day. We create healthy work environments – in inclusive spaces – that foster constant dialogue. We accept and celebrate differences; we build trust and we have a less-hierarchical structure that inspires teamwork. At Celsia, we dare to be different.
(103-2) (103-3) Talent is the key piece to achieve each of the goals set in our MEGA. We have empowered work teams; we are constantly evolving and we adopt different models and practices, reflected in new areas of relationship with employee representatives, in personal and work wellness programs, and in strengthening leadership based on communication, all framed in the recognition of differences and respect in general.
Our Human Management Policy defines the guidelines that guide the Company’s performance in relation to employees. At Celsia, each person is clear about what to expect during their relationship with the Company in the most sensitive and closest matters to the performance of their role: from the attraction process, through the enjoyment of their breaks and vacations, to the moment of retirement with a pension.
General Labor Indicators
Employees by Generational Rank
Employees by Labor Category
Incorporation of the Tolima Operation
Last year we integrated the operation of energy transmission, distribution and commercialization in the Department of Tolima, Colombia, which meant an increase in our workforce of 259 people.
During 2019, a total of 156 new employees entered our company. Additionally, 100% of the employees in Tolima and the Zona Franca kept their jobs once all transactions were completed.
In 2019 we had collective bargaining spaces with our union organizations, both in Panama and Colombia. We highlight the signing of a new Collective Contract with the union group that represents the majority of the employees who work in the operation of the municipality of Tuluá (Valle del Cauca, Colombia), as well as with those who attend the operation in Panama.
Representation of employees in collective-bargaining agreements
Diversity and Equity
More than 500 women integrate the Celsia team in Colombia and Central America: 29.42% of the total of our employees. Of these, 15 hold Senior Management positions: 27% of the total of senior managers. In our Diversity Policy, we declare our commitment to respect and, even more, to the promotion of gender diversity as an enriching element of the organizational culture.
The Equipares Seal
We continue with the Work Plan drawn up with the Colombian Ministry of Labor and the United Nations Development Programme (UNDP). We constituted the Equipares Seal Committee as part of our commitment to work for equity.
Continue with the Positive Labor-Relations Program, which advances toward the construction of a Collective-Relationship Model with a common vision and which is aligned with our MEGA.
Consolidate the Management Model for Gender Equity, leveraged in the methodology developed by the UNDP.
Carry out workshops for the construction of a bipartite Collective Negotiation and Recognition Model between collectivities and the Company.
Incorporate all contractors in the Supplier-Development Program.
Implement a Labor Model that is not dependent on traditional management, where the leaders of each team and Human-Management partners are the protagonists to continue strengthening the healthy work relationships that have characterized us.
Awards and Recognition
Premios y reconocimientos
Recibimos el Sello de la Igualdad de Género, categoría Oro, por reducir las brechas entre hombres y mujeres en las operaciones de Panamá. Este es el más alto reconocimiento que otorgan el Ministerio de Trabajo y Desarrollo Laboral (Mitradel) y el PNUD.
Fuimos reconocidos en Colombia por la organización Aequales con la tercera posición en el Ranking PAR en su primera edición realizada en Medellín. Esta medición evalúa la gestión de las organizaciones para lograr la equidad de género.
A Big and Ambitious Goal that provides strategic guidelines to the Organization.
A voluntary process between workers’ associations (generally, but not always, gathered in a union or group of unions) and employers.
A certification program that recognizes companies that effectively implement efforts to achieve gender equality and cultural transformation.