Human rights
At Grupo Financiero Banorte, we recognize the value and importance of human rights, and we understand our responsibility to respect, protect, prevent or mitigate any impact that any of our activities may have on them. Therefore, we launched our human rights policy, a guiding document for the protection and respect of human rights with our stakeholders, detailing how the actions we take as employers, employees, financial service providers and contractors are aligned with our values and commitments.
Financial Education
At Banorte we carry out initiatives that allow our customers and the general public to acquire basic knowledge and skills to better manage their resources, increase and protect their assets with the help of the proper and responsible use of financial products and services.
Financial Inclusion
We promote financial inclusion so that every day a greater number of people have access to financial products and services that meet their needs, and thus continue to create better opportunities.
As signatories to the UNEP-FI Principles for Responsible Banking, in 2022 we signed a commitment on Financial Health and Inclusion, which aims to promote universal financial inclusion and foster a banking sector that supports the financial health of customers by setting targets and measuring them on an annual basis. As it is a priority for Banorte, during 2023 we set a financial inclusion subtarget and a target, both of which were approved by the Board of Directors.
See our report about the general context of Mexico and Banorte.
Diversity, Equity and Inclusion
At Banorte we have a set of practices and initiatives to identify and provide equal opportunities to the diverse groups in our workforce, with the intention of recognizing, valuing and respecting their contributions. Our human resources policies incorporate elements of equity, offering the same opportunities for development and growth to all our employees.
We have formalized a Diversity, Equity and Inclusion Subcommittee, whose purpose is to develop and follow up on the actions implemented internally in this area.
This committee responds to the gradual efforts that have taken place in the Group, including GFNorte's adherence to the United Nations Global Compact, the UN Women's Women's Empowerment Principles, and the recognition of the Bloomberg Gender Equality Index. At Banorte, we have a set of practices and initiatives to identify and provide equal opportunities to diverse groups in our workforce, with the intention of recognizing, valuing and respecting their contributions. Through our Diversity and Inclusion Strategy, we create a culture that drives innovation, growth and competitiveness of our diverse workforce.
The work plan of the Subcommittee will be carried out in different waves over a 4-year period comprising the following topics:
Human Capital
For Banorte the most important thing is our employees, which is why our work has been to contribute to creating a flexible and resilient organization in the face of challenges. Talent is also evolving, and with it, its needs and priorities. Today's employees value flexibility, work/life balance and mutual trust with their organization more than ever. In parallel to this, we find ourselves with segmented talent, with at least four different generations living together within the organization, and with different types of priorities depending on their life stages. We are aware that attracting and retaining technological and strategic profiles, as well as generating favorable conditions for this talent to flourish, is an essential competitive advantage at this time.
Leadership and learning
The development of our employees has been fundamental to the results that Banorte has achieved today. The search for a balance between a results-oriented culture and the generation of a value offer that satisfies the labor and personal expectations of our employees has become one of the strategic objectives of the Human Resources team.
With the purpose of providing the organization's leaders with effective tools to better manage personnel, we have implemented the Human Resources Management System "Success Factors", which integrates the following interactive and information modules:
- Employee Profile
- Recruitment Management
- Goals and objectives
- Succession and development
- Labor discipline
We developed the Banorte leadership model, which incorporates competencies in the performance evaluation scheme, aligning potential measurements and educational offerings for all our employees.
Middle and senior level positions are eligible to receive institutional performance bonuses linked to the fulfillment of objectives as part of the performance evaluation scheme.
Employee value proposition
At Banorte, we want our employees to live their daily lives in a healthy work environment where daily experiences make a difference.
Therefore, in addition to benefits, we offer vaccination campaigns, nutritional and physical activity coaching, breastfeeding rooms, experiences, among other benefits to improve their quality of life.
As part of our Talent Attraction strategies, we have ventured into social media channels: Facebook, Twitter and Linkedin.
Corporate Citinzenship
Banorte Foundation
Mission: To contribute to improving the quality of life of Mexicans in order to foster the construction of strong families.
Vision: Mexico will be a strong country if Mexicans grow up with values, it all starts with a united family in a decent home.
Values:
- Respect
- Responsibility
- Commitment
- Solidarity
External programs
Consists of building homes in rural communities, where families have more than three housing backlog indicators, in order to provide them with a better quality of life. Within the construction program we include sustainable complements in some of the homes we build.
We have different education programs through which we support children with media classrooms, construction workers with regularization and different courses, and provide socioemotional strengthening to children and young people.
Through this program, we provide tools and training to women in the communities where we operate, so that they can perform different jobs and generate their own income.
- Additional support to communities
Special support provided as volunteers or in cases of emergencies such as hurricanes, etc. Delivery of groceries, cleaning products, among others.
- Banorte Adopts a Community
This is a program that arose as a result of the 2017 earthquakes, through which, as its name suggests, different communities were adopted for 3 years to help in their reconstruction.
Internal programs
This is a trust funded by contributions from the Financial Group's employees, to benefit their direct family members in specific health cases.
A program through which three types of scholarships are given to the children of Banorte employees: maintenance scholarship, special scholarship and academic scholarship.
Through this program, the Banorte Foundation, together with Banorte employees, carries out a collection twice a year (Children's Day and Christmas) to bring happiness to children living in foster homes, delivering gifts, blankets, jackets, Christmas dinners, among other activities.
- Yo Soy Voluntario Banorte
At Banorte we have created a culture of volunteerism thanks to the selfless work of our employees and their enthusiasm in favor of the social development of the communities we serve.
Through our corporate volunteer program, Yo Soy Voluntario Banorte, we carry out activities that generate value for our stakeholders.
We work through three lines of action:
- Community
- Environment
- Financial Education
Occupational Health and Safety
In accordance with internal control guidelines and with the purpose of establishing and maintaining a safe and dignified environment among its employees, GFNorte’s General Direction of Administration is responsible for proposing and submitting specific policies for authorization through the established channels, as well as overseeing their due compliance.
In terms of Occupational Health and Safety, at GFNorte we maintain our discipline and efficiency in the execution of the company's work, disseminating on the Human Resources intranet (internal portal), the relevant provisions of the regulations and official Mexican standards on safety, health and labor environment, as well as the full text of the Collective Bargaining Agreement and Internal Labor Regulations that govern Banorte.
The Internal Labor Regulations (ILR) are applicable in all work centers nationwide and are mandatory for the company and its personnel, both unionized and non-unionized. Establishing and complying with the safety and hygiene, civil protection, health, and work environment provisions established by laws and regulations to prevent accidents and illnesses in the workplace, subject to the provisions of the Joint Safety and Hygiene Commission and GFNorte's Internal Immediate Response Units for Civil Protection.
The basis for the implicit approach of our management system is based on the concept of plan, do, check and act (PDCA), providing an iterative process to achieve continuous improvement.
Occupational Health and Safety Programs
The health and safety of our stakeholders has become a clear priority for GFNorte, therefore, we have carried out actions in Health and Safety and Civil Protection for the care of health at all times, highlighting those detailed below:
- Comprehensive Management of Major and Emerging Risks
- Risk Analysis Procedures for Buildings and Branches belonging to the Business Continuity Plan Policies
- Protocols for first response to emergencies
- Execution of simulation exercises coordinated with the relevant regulatory authorities
- Policy for the prevention of psychosocial risks in the workplace as part of the Integrated Health System
- Actions and programs to promote a favorable organizational environment and prevent workplace violence, among others
- EthicsPoint whistleblower system as a whistleblower mechanism
- Code of Conduct
- Training in safety, civil protection and occupational health through the PROTECTORES BANORTE program
