We reaffirm our commitment to social development and the well-being of the communities in which we operate. Through our social axis “Acosta Verde Contigo” (Acosta Verde by Your Side), we strengthen our relationships with internal and external stakeholders, promoting initiatives that foster the growth of our talent, equity, inclusion and community development.
At Acosta Verde we seek to generate a positive impact on our employees, clients and strategic allies. We prioritize the training and development of our team, ensuring safe, healthy and equitable working conditions, aligned with the Sustainable Development Goals and corporate best practices.
ACOSTA VERDE BY YOUR SIDE
HIGHLIGHTS
OUR TEAM
- 326 team members.
- 40% of executive positions are held by women.
- 7% of the hires were covered by internal promotions.
- An annual Organizational Climate survey was applied to 100% of the workforce.
COMMITMENT TO THE COMMUNITY
- More than 100 social commitment initiatives.
- More than 400,000 people benefited.
- Alliances with institutions to bring well being to the communities where we operate.
HEALTH AND SAFETY
- Implementation of safety protocols, achieving a 37.95% reduction in workplace incidents per million hours worked.
- Promotion of health campaigns with medical check-ups and wellness programs.
BENEFITS
- Comprehensive wellness programs that include access to physical and mental health.
- Work flexibility and hybrid schemes to improve quality of life.
TRAINING AND DEVELOPMENT
- 20 hours of training per team member on average.
- 90% of team members had a development agenda.
OUR TEAM
MEMBERS
2-7, 401-1, 405-1
Fostering the growth of our human and intellectual capital
Our team members stand out for their talent, professionalism and experience, being the Company’s most valuable asset. At Acosta Verde, we focus on their well-being and development, fostering an organizational culture that allows them to grow in a safe, healthy and diverse environment, with opportunities for training and professional growth.
At the end of 2024, our workforce consisted of 326 team members, of whom 134 were women and 192 men. Of these, 100% have a permanent full-time employment contract.
326 team members
DIVERSITY, EQUITY AND
INCLUSION POLICY
At Acosta Verde, we believe that diversity drives creativity, productivity and leadership in our organization. Our commitment to equity and inclusion guarantees a work environment where everyone has the same opportunities for development, regardless of origin, gender, age, disability, social status, identity or orientation, among other factors.
We adopt a zero-tolerance stance on discrimination and promote accessibility, well-being, and gender equity in all our operations. We ensure that our team members have adequate tools, safe spaces and inclusive communication.
During 2024, we concluded our participation in the Gender Equity Accelerator Program, an initiative focused on strengthening sustainability and business success, aligned with target 5.5 of the Sustainable Development Goals. From this program, we implemented an action plan to ensure gender equity in the Company, among the actions carried out is the first generation of female team members who participated in the WIN (Working Women in Action) program of Bolsa Rosa, focused on providing tools that allow them to define their life and work purpose, work, project and conquer their best professional version and take the reins of their working future. In addition, we conducted follow-up sessions with the participants to identify how we can support them in their professional development and growth, and we also established a community with its participants called “Mujeres creando Senderos” with the objective of providing relevant information to the team members.
To learn more about our policies visit our website.
BENEFITS
401-2, 401-3
At Acosta Verde, we provide a work environment that promotes growth, learning and the personal and professional development of our team members. Our commitment to their well-being is reflected in the “Árbol Vive GAV” program, which integrates a variety of benefits designed to improve their quality of life.
These benefits cover key aspects such as:
During 2024 we continued to operate with a focus on Work Flexibility, allowing team members to work from home and have flexible schedules. This scheme has facilitated a healthy balance between their personal and professional lives, promoting greater satisfaction and productivity in the team.
At Acosta Verde, we continue to evolve to offer a work environment that motivates, supports and provides growth opportunities to all our team members.
PARENTAL
LEAVE
Our parental leave benefits exceed legal requirements, offering greater support to our team members during this important stage.
For maternity leave, once the disability granted by the IMSS has ended, our team members can opt for a gradual return, with a schedule from 8:30 am to 1:30 pm until their baby is six months old. In the case of paternity leave, we offer an additional five days of paternity leave, for a total of 10 days. Subsequently, team members have the option of working for one month with a reduced schedule from 8:30 am to 1:30 pm.
During 2024, 12 team members took parental leave. More than 80% returned to work at the end of their leave and, one year after their return, they were still part of the company.
TRAINING &
DEVELOPMENT
3-3, 404-1, 404-2, 404-3
At Acosta Verde, we believe that developing paths that lead to success are a strategic pillar in the management of our talent. To attract, retain and empower our team members, we implement training and development programs designed to strengthen their knowledge, skills and competencies. Through these programs, we encourage professional growth and preparation to face the challenges of the environment, promoting more skilled, collaborative and productive teams.
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LIFE Program
Designed to train and develop corporate and shopping center leaders, this program strengthens their ability to manage teams. In addition, it fosters awareness of the impact of effective leadership, with the objective of improving productivity and the work environment. -
GAV Talks Program
These internal talks address key topics such as innovation, well-being and social responsibility. They aim to broaden our team’s knowledge in various areas, boosting both their professional and personal development. -
Online Training
As part of our continuous learning strategy, we use online training platforms, which allow our team members to access specialized courses in various areas. These digital resources offer flexibility and autonomy in learning, ensuring that each team member can update and develop professionally in an accessible and efficient manner. At the end of 2024, we migrated to the Udemy platform. -
Learning Paths
Program designed to strengthen the essential soft skills of our team members. Through this program, we provide tools that enhance their job performance, improving competencies such as leadership, communication, teamwork and time management. With this, we seek not only to optimize their individual development, but also to foster a more collaborative and efficient work environment.
Training by Job Category and Gender
(training hours)
Breakdown of training hours by topic
6,518 training hours
The topic that received the most hours of training was professional knowledge.
Evaluations
GRI 404-3
Under a collaborative model between the employee and his or her direct supervisor, we conduct quarterly performance evaluations to follow up on individual objectives and measure their impact within the organization.
Our compensation structure includes a short-term variable component, directly linked to the results of each team member’s annual evaluation. In addition, key team members have a long-term incentive plan, based on the company’s performance, to recognize their contribution, strengthen their commitment, and encourage their permanence in the organization.
90% of our team members received periodic performance evaluations during the year.
Organizational Climate
Acosta Verde is aware that satisfaction in the performance of daily work activities is crucial to obtaining a better performance, that is why one of the Company’s priorities is to know the feelings of the team members. During 2024, we applied the Organizational Climate Survey to 100% of our team members in corporate offices and shopping centers. The survey was answered by 82% of the total number of team members, obtaining a score of 80% in Corporate and 78% in our Plazas Sendero shopping centers.
Among the areas of greatest satisfaction for our team members, the following stand out:
- A hybrid work scheme
- Access to wellness and health programs
- Empathy shown towards the team members
Health & Safety
At Acosta Verde, the health, safety and well-being of our team members and all the people who interact with our operation are a priority within our organizational strategy. We are committed to providing a safe and healthy environment that favors their integral development, ensuring optimal conditions in each of our shopping centers.
During 2024, we continued to align with current health, safety and welfare regulations, identifying areas for improvement and reinforcing our prevention and protection initiatives.
As part of this commitment, we continue to abide by NOM 019 and NOM-030 in all Plaza Sendero shopping centers, ensuring compliance with occupational safety standards. This reinforces our commitment to the protection of our teams, ensuring safe workspaces and compliance with current regulations.
In 2024, we recorded a rate of 6.95 workplace injuries among our team members per million hours worked, while the injury rate among non-directly employees was 2.15 per million hours worked.
There were no cases of occupational diseases or illnesses related to the work environment, reflecting our commitment to safety and well-being in our operations.
NOM Survey
The Official Mexican Standard 035 (NOM-035) seeks to identify, analyze and prevent psychosocial risk factors in the work environment, in addition to promoting a healthy organizational environment.
In 2024, we conducted a survey in which 99% of our team members participated, with the objective of evaluating the presence of psychosocial risks and their impact on the well-being of the team. We will continue to conduct these evaluations in the future to monitor this aspect and reinforce our strategies in favor of a positive work environment.
As the well-being of our team members is of paramount importance to Acosta Verde, we continue with several initiatives to strengthen the emotional well-being of our team members:
- We provide psychological support through a foundation for cases identified with severe traumatic events.
- We have incorporated the psychology service in MIDOCONLINE, available to all team members, both corporate as well as in the Plaza Sendero shopping centers.
- We provide training on mental health, wellness and leadership, promoting a healthier work environment.
- We internally disseminate the Company’s Psychosocial Risk Prevention Policy NOM-035, reinforcing our commitment to the safety and well-being of our team.
These actions reflect our ongoing efforts to promote a favorable work environment and proactively address psychosocial risk factors.
Promoting safe spaces and preventing risks initiative
GRI 403-5, 403-6, 403-9, 403-10
The safety of our team members and tenants is a priority. For this reason, we are constantly implementing actions focused on risk prevention. Some of the activities we carry out on a recurring basis include:
- Emergency drills to reinforce preparedness for risk situations.
- Safety and first aid training for team members and operating personnel.
- Review and maintenance of infrastructure to ensure optimal conditions at our shopping centers.
- Occupational risk assessments aligned with safety regulations.
- Emergency response protocols are designed to effectively manage incidents.
These initiatives enable us to maintain safe environments and protect the well-being of those who are part of our operations.
Health Week
As part of our commitment to the well-being of our team members, every year we hold Health Week, an internal initiative that promotes healthy habits and physical and mental balance.
45 medical check-ups
20 breast ultrasounds
24 relaxing massage sessions
5 GAV Wellness Talks
Healthy juicing workshop
Yoga class
Insurance agents visit
Visual, dental and nutritional
assessments
In addition, complementary activities focused on prevention and health care for our employees were carried out in various Plaza Sendero shopping centers, such as IMSS brigades with blood pressure, diabetes tests, weight and measurements, vital signs check-ups and blood sampling through the 5 elements laboratory, as well as influenza vaccination and relaxing massage sessions.
This initiative reinforces our focus on the health and well-being of our team, providing them with tools to improve their quality of life inside and outside the work environment.
Additionally, employees participated in a Comprehensive Well being Assessment, a tool that, through a survey, allowed them to receive feedback on their physical, emotional and financial health. This assessment seeks to provide a personal diagnosis that contributes to improving their quality of life and overall well-being.
COMMITMENT TO
THE COMMUNITY
3-3, 413-1, CRE7
At Acosta Verde, we are committed to making a positive impact in the communities where we operate, fostering a culture based on service and social responsibility.
During 2024, we reaffirmed this commitment by implementing more than 100 initiatives in Plaza Sendero shopping centers, benefiting more than 400,000 people. These actions focused on health promotion, inclusion and support for vulnerable groups, development of job opportunities, care for the environment, and dissemination of relevant information.
Through these initiatives, we seek to strengthen the well-being of our visitors and neighboring communities, consolidating our role as an agent of positive change in society.
Community engagement initiatives
As part of our commitment to the communities where we operate, in 2024 we carried out 111 activities and initiatives focused on generating a positive social and environmental impact. Some of the most relevant were:
The Plaza Sendero shopping centers are a meeting point for the community, so we work continuously to offer activities that encourage coexistence, creativity and healthy recreation for the whole family. Among the most outstanding events of the year are:
- Rosca de reyes event
- Valentine’s Day Dynamics
- K-POP Random Dance
- SendeKids
- Mother’s Day events
- Children’s shows
- Father’s Day Events
- Free graduation events for schools
- Celebrity events
- Mega Día Sendero
- SenderoWeen
- Christmas tree lighting
These initiatives reinforce our commitment to creating spaces that foster social integration, well-being, and community development.
Main Partnerships
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We continue to strengthen our collaboration with various local and national institutions to promote initiatives in favor of social and environmental causes. Among our main partnerships are:
- Grupo AlEn
- Banco de Tapitas, A.C.
- Banco de Alimentos
- Bomberos y Protección civil
- Cruz Roja
- DIF
- IMSS
- UNICEF
- Save The Childen