Diversity and Inclusion

At El Puerto de Liverpool we value our talent for its talent, and diversity as a business opportunity for our employees and customers.

Our internal processes promote equality, which is why:

• We believe that diverse work teams encourage innovation and drive growth in our business.
• We respect the human rights of employees and customers and provide discrimination-free spaces.
• We promote equal opportunities.
• We value our employees’ abilities and skills, regardless of their personal characteristics.
• We invite diversity, including people of different generations, nationalities, gender, disability, among others.

We are now at an important juncture in terms of diversity and inclusion: we have created spaces for awareness that help employees to internalize the basic concepts, in order to embody a culture of equality. Our program has eight awareness-building sessions, covering topics such as:

• Basic Diversity and Inclusion Guidelines
• Inclusive Language
• Unconscious biases
• Inclusive Recruitment
• Accessibility

We respect the human rights of employees, customers and suppliers. For this reason:

1. We have an ethics hotline that allows employees to report situations to prevent situations such as harassment and discrimination in an impartial manner and for these to be addressed.
2. We provide training to our employees on customer service and how to avoid discriminatory acts.
3. We have an Internal Equality, Diversity and Non-Discrimination Policy applicable to all our business units.
4. We have guidelines for supporting people in the process of changing gender identity, to ensure not only their equitable compensation, but also their inclusion and well-being.

Diversity and Inclusion Pillars

• Gender Equality (advancement of women in leadership positions)
• Disability
• Sexual diversity.

Gender Equality

We have proudly evolved in gender equality at El Puerto de Liverpool, particularly in the makeup of our management team: for example, in 2001, for only one in 23 senior executives was a woman; in the year 2023, the ratio was one in two.

At the subdirector and managerial levels, in 2001, one in four executive were women; by the year 2023, the ratio was one to one.

We are publicly committed to promoting more women to middle and senior management, contributing to their professional advancement in leadership positions in all our business units.

As part of our partnership with IFC’s "Companies for Equality" Program, in 2022 we began a program called "Allies that Inspire" to encourage the development of leadership skills for both men and women. The program graduated a total of 261 employees, and 13 women who attended the program were subsequently promoted, which represents 4.98% of the program's impact.

Disability

To date, we have 723 people with disabilities working at El Puerto de Liverpool, 15% of have hearing disabilities, 19% motor disabilities, and 67% visual disabilities.

At our distribution center in Tultitlán, where there are 32 people with hearing disabilities, our leaders are trained in Mexican Sign Language.

We have agreements and partnerships with two prestigious higher educational institutions (Universidad Iberoamericana and Universidad Anáhuac) that have labor inclusion programs for people with disabilities, to create employability models for our stores.

Gender Diversity

• Introduction of guidelines for supporting people in the process of changing gender identity
• Addition of an infotype in the SAP administrative platform to indicate non-binary employees

 Click here to view the policy