04
Our Company

For Afore SURA, sustainability is the set of permanent actions with which we build trusting, long-term relationships with our different stakeholders.

Business Ethics
Human Talent
Institutional Stregthening
Our Focus on
PEOPLE

The corporate principles of Equity, Respect, Responsibility, and Transparency represent the foundation of our culture, which values difference, promotes gender equality, inclusion, and generational diversity, fostering environments of trust, productivity, and collaboration.

At Afore SURA, people are one of the core pillars of our organizational culture.

key data 2024
Total Number
of Employees
2,548*
Men
40.3%

Women
59.7%

*Note: This number refers exclusively to internal employees.


Breakdown by Generation
51.5%
of our employees belong to the Millennial generation (born between 1980 and 1993).
37.9%
of our employees belong to Generation X (born between 1965 and 1979).
9.7%
of our employees belong to the Centennial generation (born between 1994 and 2010).
0.8%
of our employees belong to the Baby Boomer generation (born between 1950 and 1963).


gender
equality

At Afore SURA, we are convinced that gender equality is not only a fundamental human right but also a driving force behind innovation, productivity, business success, and long-term sustainability. Equity is one of our Corporate Principles, and we understand it as a fair and balanced treatment for all individuals, regardless of their circumstances or characteristics. Equality seeks to level the playing field and provide access to opportunities based on each person’s individual needs.

SURA Asset Management’s Diversity, Equity, and Inclusion Policy, , which applies to all its subsidiaries, including Afore SURA, establishes guidelines and directives to promote a culture and environment of diversity, equality, inclusion, and non-discrimination in alignment with our organizational values.


“At Afore SURA, we work to promote Gender Equality in various areas, including pay equity, equal opportunities for professional development, paid parental leave, and zero tolerance for violence and sexual harassment in the workplace.”
Emilio Bertrán, CEO Afore SURA


Women in Our Company
33%
of the Executive Committee members are women.
46%
of management positions are held by women.
27%
of all director-level positions are held by women whose roles directly contribute to the company’s revenue.


Key
Milestone

Adherence to the Women’s Empowerment Principles (WEPs).

On February 26, 2024, Afore SURA formalized its adherence to the UN Global Compact and UN Women’s Initiative, through which we pledged to promote gender equality, starting with senior leadership, ensuring pay equality, and fostering training and development, among other actions. Through this commitment, we continue to contribute to the Sustainable Development Goals (SDGs), which aim to:

  • Build strong economies.
  • Establish more stable and fair societies.
  • Improve the quality of life for women, families, and communities.
  • Promote best practices within the business sector.

Maternity and Paternity Leaves

In the second half of the year, the Sustainability Committee approved an extension of maternity leave from 12 to 14 weeks, in line with ILO (International Labor Organization) recommendations. During the employee’s absence, the Company will hire a temporary replacement for a period of 14 weeks. It is worth noting that the Company also approved granting paid leave of 20 days to fathers, whether by birth or adoption, in addition to the five days mandated by law.

Equity Discussion Forum

In November, we held a high-level hybrid dialogue among Emilio Bertrán, CEO of Afore SURA, and Claudia Jañez, Chairwoman of ConMéxico and Independent Board Member of companies spanning various industries. In this session, which was open to all Company employees, they discussed and reflected on gender equality and how generational diversity within teams enriches our organizational culture, driving innovation and competitiveness.

Women in Investments.

In December 2024, we launched the “Women in Investments” development program, a regional initiative created by our holding company, SURA Asset Management. The program’s main goal is to equip women involved in SURA’s investment processes with tools to advance their professional and personal growth. Throughout 2025, virtual workshops will be held covering a variety of topics, including negotiation, personal branding, effective communication, leadership, private equity, and networking.


participation:     24 women from various departments at Afore SURA in Mexico

Awards of Happiness Certifications

In April 2024, we participated in the Awards of Happiness, when their team of consultants conducted two surveys among Afore SURA employees to assess perceptions on two key topics:

  1. Women Empowerment.
  2. Diversity and Inclusion. As a result of the positive and high scores obtained in the surveys, we earned two certifications.


AWARDS OF HAPPINESS RESULTS
8.8%
Women's Empowerment

This percentage reflects a positive perception among both women and men at Afore SURA regarding women’s empowerment and equal opportunities.

8.6%
Diversity and Inclusion

This percentage reflects Afore SURA’s perception of an inclusive, respectful, and open work environment, where the Company provides guidance on reporting discriminatory behavior through an Ethics Line.

Note:
The Awards of Happiness are prestigious, independent international Employer Branding awards that recognize companies based solely on employee evaluations across various thematic categories. For more information, please visit the following link:


salary
equity
  • In 2024, the average compensation of all Afore SURA employees was 23.13 times lower than that of the CEO. According to best practices established by the Dow Jones Sustainability Index (DJSI), this ratio should be below 47.9 times.
  • In 2024, at Afore SURA, the market competitiveness ratio between women and men was 103%, meaning that, on average, women earned 3% more than men in roles with the same level of responsibility. Moving forward into 2025 and beyond, we will continue to conduct pay equality exercises to gradually reduce the salary gap across job levels.
Talent Attraction
and Selection

At our Company, every talent attraction and selection process aims to identify the most suitable candidate for a position within our organization. SURA Asset Management’s regional manual, applicable to all subsidiaries including Afore SURA in Mexico, clearly states that the selection and hiring process must be free from any discrimination whatsoever based on age, gender expression, sexual orientation, disability, social or economic status, political or religious affiliation, race, marital status, or institution of origin. Furthermore, the process must comply with the applicable laws in force in Mexico.

Training and
development

At Afore SURA, we have a comprehensive development model that promotes learning among all employees, supports them in understanding their role within the organizational strategy, and encourages self-development to foster a high-performance culture, thereby driving their professional growth and the achievement of corporate objectives.

In 2024, the Corporate University offered employees at all levels a series of differentiated programs, ranging from mandatory regulatory training to technical knowledge and skills development, all aligned with the roles they perform within the company. Afore SURA ensures that training is aligned with the company’s strategic business objectives.


6.2 million pesos
invested in training in 2024
2,087.09 pesos
invested in training per employee in 2024
A Flexible
Work Culture

In 2024, we continued to operate under the hybrid work model, allowing employees in service areas to fulfill their responsibilities from both the Company’s offices and their homes. This flexible approach reflects our ongoing commitment to being an employer of choice, fostering an environment that promotes a healthy work-life balance.

Overall Results – Organizational Climate Survey Afore SURA 2021-2024
NOM 037. Telework: Occupational Safety and Health Conditions.

In 2024, the CMSH (Joint Health and Safety Committee) successfully coordinated the implementation of the Mexican Official Standard NOM-037, which establishes safety and health conditions for telework settings.

The goal is to prevent accidents and illnesses while promoting a safe and healthy work environment. This standard applies specifically to roles in which employees perform more than 40% of their weekly working hours under the telework modality.

Telework Participation Among Employees in 2024
Compliance with the Obligations Established in NOM-037
OBLIGATION:
Maintain an up-to-date list of employees that includes details of their home address, job profile, and the inventory of computer and ergonomic equipment assigned to them.

COMPLIANCE:
100%

OBLIGATION:
Have contracts and/or agreements that establish the legal minimum requirements, such as the designated home addresses agreed upon for telework.

COMPLIANCE:
100%

OBLIGATION:
Telework Policy that covers, among other topics, working hours (including the le to disconnect), breaks, and the promotion of a gender perspective.

COMPLIANCE:
100%

OBLIGATION:
Have the checklist of occupational health and safety conditions validated to ensure compliance with workplace safety and hygiene measures.

COMPLIANCE:
100%

OBLIGATION:
Provide training to teleworking employees and the CMSH (Joint Health and Safety Committee) on the risks associated with telework, including potential exposure to hazards and risk factors (ergonomic and psychosocial).

COMPLIANCE:
100%

OBLIGATION:
Provide the teleworker with an ergonomic chair or other suitable seating.

COMPLIANCE:
100%

OBLIGATION
 COMPLIANCE
Maintain an up-to-date list of employees that includes details of their home address, job profile, and the inventory of computer and ergonomic equipment assigned to them. 100%
Have contracts and/or agreements that establish the legal minimum requirements, such as the designated home addresses agreed upon for telework. 100%
Have a Telework Policy that covers, among other topics, working hours (including the le to disconnect), breaks, and the promotion of a gender perspective. 100%
Have the checklist of occupational health and safety conditions validated to ensure compliance with workplace safety and hygiene measures. 100%
Provide training to teleworking employees and the CMSH (Joint Health and Safety Committee) on the risks associated with telework, including potential exposure to hazards and risk factors (ergonomic and psychosocial). 100%
Provide the teleworker with an ergonomic chair or other suitable seating. 100%
NOM 035. Workplaces Free from Workplace Violence and Discrimination

At Afore SURA, we firmly believe that a healthy and safe work environment is the best foundation for strong job performance and employee well being. In this regard, throughout 2024, we continued making progress in complying with the Mexican Official Standard NOM-035 by implementing various initiatives to ensure its proper application within our company.

At Afore SURA, we have established a set of guidelines, protocols, and policies to ensure clear actions and channels for preventing, responding to, and sanctioning any form of workplace violence. Our goal is to ensure that our company remains a safe and healthy workplace where all employees feel empowered to report any situation involving violence or discrimination, whether directed at themselves or others.


According to the scoring parameters established by the Secretariat of Labor, Afore SURA’s overall risk level for the factors associated with NOM-035 is classified as low risk.

Psychosocial Risk Prevention Policy

Objective: To establish guidelines for identifying, analyzing, and preventing psychosocial risk factors and to promote a positive organizational environment at Afore SURA while preventing any form whatsoever of workplace violence.

Reporting Mechanisms

Afore SURA offers all personnel two reporting mechanisms characterized by confidentiality, promptness, and discretion:

  1. Ethics Line. Available to employees, advisors, customers, prospects, suppliers, and other stakeholders through three channels:

    Website:
    suraam.sistemaetico.com
     Email:
    sura-am@sistemaetico.com
     Toll-free telephone in Mexico:
    +52 800-0438422

  2. Advisors. The Company has designated a group of employees from the Labor Relations and Benefits Department who can be contacted through internal communication channels. These advisors are responsible for following up on complaints and reports submitted by employees.


At Afore SURA, we reaffirm our commitment to creating spaces free from all forms of workplace violence, including sexual and/or workplace harassment, as well as any form of discrimination.


The information included in this chapter is aligned with the following SDGs: