Commitments
- Strengthened workplace inclusion practices through an internal analysis of roles and skills, identifying those with the greatest potential for integrating people with disabilities.
- Developed a workplace climate survey through a chatbot, in a pilot phase at four work centers, to gather employee feedback and identify opportunities for improvement.
- Made progress in employee life-cycle management, strengthening employee experience, professional development, and personnel wellbeing.
- Developed training programs on gender equity, eliminating disability-related bias, and the LGBT+ community for governing bodies.
- Held activities focused on social interaction, access to cultural and recreational initiatives, and the integration of visitors and local communities at 15 of the 16 properties in our portfolio.
Diversity and Inclusion
At Fibra Shop, we firmly believe that diversity and inclusion are pillars that strengthen our organizational culture and allow us to build more equitable communities within and beyond our shopping centers. During 2025, we reaffirmed this commitment by implementing comprehensive initiatives that promote equal opportunity, respect, and dignified treatment for everyone who is part of our organization. This effort is rooted in our values and institutional policies, which guide our decisions and inspire the creation of more humane, empathetic, and accessible work environments for everyone.
Our diversity strategy continues to be structured around three fundamental pillars that guide our internal management.
- Talent attraction: We promote bias-free processes and reinforce criteria that ensure equal opportunity from the first interaction with candidates.
- Training: We provide cross-functional training for our employees to strengthen our internal culture. As a result of the Training Needs Assessment (TNA) conducted in 2024, we incorporated cross-functional content focused on inclusion, dignified treatment, equal opportunity, and non-discrimination into the 2025 Annual Training Plan. Through these actions, we strengthen an organizational culture based on respect for Human Rights and promote more inclusive and equitable work environments for everyone.
- Compensation: We seek to move toward more equitable practices through an internal review of salary structures, with the aim of ensuring objective, transparent, and fair criteria at all levels of Fibra Shop.
At FibraShop, we seek to promote a culture of diversity and inclusion aligned with our philosophy, in which people are the most important.
42% of the workforce are women.
We have the goal of reaching at least 25% representation of women in executive positions by 2030.
We also reached 44% women in managerial positions, surpassing our institutional target of 43%.
Diversity by job category
At the close of 2025, our workforce was composed of 848 employees, distributed as follows:
*Includes members of the Technical Committee (10).
| Executives | Middle Management | Operational Staff | Total | |||||
|---|---|---|---|---|---|---|---|---|
| Age Range | Male | Female | Male | Female | Male | Female | Male | Female |
| <30 years | 1 | 1 | 1 | 0 | 106 | 62 | 108 | 63 |
| 30-50 years | 4 | 2 | 10 | 12 | 214 | 176 | 228 | 190 |
| >50 years | 4 | 0 | 8 | 3 | 143 | 101 | 155 | 104 |
| Total | 9 | 3 | 19 | 15 | 463 | 339 | 491 | 357 |
Pay Gap
During 2025, we strengthened our hiring, compensation management, and talent management processes, with the goal of ensuring that every employee receives a decent wage, fair working conditions, and transparent compensation and benefits schemes.
| Job Category | Average Women's Salary | Average Men's Salary | Salary Gap |
|---|---|---|---|
| Executives | 178,000 | 289,845 | 63% |
| Middle Management | 73,099 | 65,647 | -10.2% |
| Operational | 14,374 | 14,274 | -0.7% |
Decent Wages
In 2025, 100% of our employees earned compensation equivalent to more than two current minimum wages, thereby fulfilling the commitment established in 2024. This result reflects our efforts to promote competitive working conditions and contribute to the economic wellbeing of our employees.
In addition, we continue to strengthen job stability within the organization. At the close of 2025, we had 758 employees with permanent contracts, compared to 744 in 2024, representing an increase of 14 employees under this type of contract. This helps provide greater certainty, continuity, and development opportunities for our people, while temporary hires respond to specific operational needs.
| Workforce by Contract Type | |||||||||
|---|---|---|---|---|---|---|---|---|---|
| Year | Men | Women | TOTAL | ||||||
| 2024 | 2025 | Variation | 2024 | 2025 | Variation | 2024 | 2025 | Variation | |
| Permanent | 434 | 437 | 1% | 310 | 321 | 4% | 744 | 758 | 2% |
| Temporary | 53 | 54 | 2% | 31 | 36 | 16% | 84 | 90 | 7% |
Talent Management and Development
During the reporting period, we monitored the dynamics of talent inflow and outflow in order to maintain an organizational structure aligned with the operational needs of our work centers. In 2025, hiring was concentrated mainly among employees between 30 and 50 years of age, while the highest turnover rates were observed among employees under 30 years
Hiring and Turnover
| Employee Hiring and Turnover | |||
|---|---|---|---|
| Age Range | Male | Female | |
| New Employee Hires by Gender and Age Group | <30 years | 131 | 66 |
| Between 30 and 50 years | 218 | 152 | |
| >50 years | 105 | 95 | |
| New Employee Hiring Rate by Gender and Age Group | <30 years | 17% | 9% |
| Between 30 and 50 years | 28% | 20% | |
| >50 years | 14% | 12% | |
| Employee Departures by Gender and Age Group | <30 years | 133 | 67 |
| Between 30 and 50 years | 221 | 150 | |
| >50 years | 94 | 80 | |
| Employee Turnover Rate by Gender and Age Group | Between 30 and 50 years | 123.1% | 106.3% |
| >50 years | 96.9% | 78.9% | |
| >50 years | 60.6% | 76.9% | |
Onboarding and Exit Surveys
As part of our approach to continuously improving the employee experience, at Fibra Shop we implement onboarding and exit surveys, with the goal of gaining a deeper understanding of our employees’ experiences, perceptions, and needs throughout their journey with the organization.
These tools help identify opportunities for improvement both in the onboarding process and at key moments of transition and contribute to strengthening talent retention and building a stronger work environment that is aligned with team expectations.
Onboarding and Exit Survey Results:
1. Onboarding Survey:
The results of the onboarding survey reflect a positive experience throughout the integration process, with emphasis on the following aspects:
- Clarity and accuracy of the information provided during the attraction and onboarding process.
- Active participation from both the Talent area and internal teams in the employee’s integration.
- High level of satisfaction with the initial training process.
- Clear communication from immediate leadership regarding job responsibilities and objectives.
- Perception of a positive, approachable, and welcoming work environment.
2. Exit Survey:
Regarding exit surveys, the results show generally favorable feedback on the experience within the organization:
- High level of overall satisfaction during their time at Fibra Shop.
- Positive assessment of the way of working, compensation, and team dynamics.
- Recognition of the support received from their work teams.Perception that the organization offers professional development opportunities.
Goals and Objectives
2024:
Diversity and Inclusion
- Achieve 25% of women in executive positions. – Completed
- Provide Human Rights training to 100% of employees. – Completed
- Achieve 28% of women in operational positions. – Completed
2025:
Employees
- Achieve zero fatal accidents at properties. – Completed
- Ensure 100% of our employees earn at least two current local minimum wages. – Completed
- Directly hire 100% of employees currently providing services through an external company. – In Progress
- Conduct monitoring surveys for NOM-035-STPS-2018. – In Progress
Community and NGOs
- Continue current efforts to implement a social responsibility agenda. – In Progress
Diversity and Inclusion
- Increase the hiring of talent with disabilities compared to the percentage achieved in 2024. – In Progress
2027:
Employees
- Ensure 50% of employees have performance evaluations. –Completed
