Women’s Month: CMP reinforces its commitment to diversity, inclusion, and local talent

At Compañía Minera del Pacífico (CMP), the incorporation of women has been a natural and organic process, based on the recognition of each person’s talent, professionalism, and effort, regardless of gender. Thanks to this approach, 60% of the company’s Executive Committee is currently made up of women, as well as 32% of superintendents and 36% of process managers.

This approach was one of the key topics addressed at the Expotalentosas webinar, where CMP’s CEO, Francisco Carvajal, and Human Resources Manager, Carolina Pérez, took part.

Diversity: a strategic value in decision-making
During the event, Carvajal highlighted the importance of diversity and inclusion in business decision-making and their impact on performance results.

“According to studies, 95% of an organization’s results depend on decision-making, which improves by 67% when the company is diverse. If it is also inclusive, the positive impact reaches 87%. In our case, where 60% of those making key decisions are women, we have achieved a management quality that allows us to evolve as a company and grow as individuals,” he explained.

Beyond gender inclusion, CMP has also promoted diversity in terms of origin, academic background, and generations, fostering an enriching environment that strengthens decision-making and the company’s sustainability.

“We had the opportunity to implement this strategy decisively, with the support of our board of directors, and time has proven that diversity is a true source of value. Today we experience it every day,” added Carvajal.

Diversity has become one of the company’s fundamental pillars, and CMP seeks to strengthen it further through policies that promote progress in areas such as generational, cultural, ethnic, and professional background diversity.

Boosting local talent and community development
For her part, Human Resources Manager Carolina Pérez emphasized the challenge of attracting talent with diversity, inclusion, and gender perspective, aligned with CMP’s local commitment.

“CMP has a very valuable strategy that we want to continue strengthening: the development of local talent. We have worked hand in hand with communities, and today 98% of our employees live in areas near their workplaces,” she stated.

This commitment is also reflected in the company’s relationship with local suppliers. According to Carvajal, 40% of CMP’s annual billing corresponds to regional companies—twice the industry average in direct spending.

“From maintenance to supplies, we prioritize local resources, which generates significant momentum in the regional economy,” he highlighted.

Talent management and future challenges
To ensure the ongoing development of its teams, CMP continuously maps the labor market, anticipating talent needs when required.

“We have been proactive in identifying talent and promoting internally. Between January and February of this year alone, we achieved 37 promotions as a result of the work carried out in 2024,” Pérez detailed.

These processes include a strong onboarding program, with the support of a buddy and a coach, facilitating the transition and adaptation of new hires to their roles.

In this context, the executives also addressed the challenge faced by the mining industry due to low female participation in STEM and technical-professional careers, in contrast to the growing demand for hiring in the sector.

CMP thus reaffirms its commitment to diversity, inclusion, and the development of local talent as key pillars for sustainable growth and the strengthening of the communities in which it operates.