We enable skills for social development

We enable skills for social development

We are focused on contributing to economic and cultural development by providing differentiated spaces, seeking to advance in the construction of a diverse and inclusive organizational culture by promoting the inclusion, participation and well-being of people

Social management

  1. Employees
  2. Suppliers
  3. Customers
  4. Local relationships
  5. Diversity and Inclusion
  6. Human Rights

1. Employees

We promote a constructive organizational culture that fosters proactive leadership and dynamic teams. In addition, we seek the continuous development and growth of outstanding talent to fulfill our strategy.

Our goal is to be a people-centered organization with a clear purpose, where we promote a culture of co-creation and innovation, which allows us to attract and develop the best talent for the Mallplaza of the future.

We promote a constructive organizational culture that fosters proactive leadership and collaborative and dynamic teams. In addition, we seek to ensure the continuous development and increase the density of outstanding talent for the fulfillment of our strategy.

SSINDEX - Employee Survey

Annually and regionally, we continue to apply the SS Index study: a tool for detecting gaps, positive and negative impacts, and risks associated with each of our stakeholders.

In 2022, the SSINDEX culture measurement survey was developed to evaluate risks associated with employee behaviors connected to the sustainability strategy. The results were 86 points for Chile, 90 for Peru and 86 for Colombia, achieving a regional consolidated result of 87 points with a 71% response rate.

Regarding the "employee engagement" concept, the following results were obtained:


The following table shows new internal and external hires for the year 2022, broken down by age, gender, nationality and position levels for Chile, Peru and Colombia.


The following table presents the turnover rates for the year 2022, broken down by age, gender, nationality and position levels.

In 2022, the turnover rate for Chile and Colombia was 22%.

For the period 2020 to 2022, only in the year 2020 Mallplaza had significant departures in quantity due to the pandemic. However, this corresponded to less than 10% of the total workforce. In the same 3-year period, Mallplaza has not experienced any significant layoffs, mergers or acquisitions that could have negatively affected employees.

Performance evaluations

In order to obtain a comprehensive view of employee performance, identify outstanding talent and strengthen confidence in the evaluation results, the model encourages evaluation from multiple sources and formats.

  • Managers, Deputy Managers and Heads with teams: 360°.
  • Managers, Deputy Managers and Heads without teams + Professionals: 270°.
  • Administrative positions: 90

The five competencies that are evaluated in the employee performance evaluations are:

1) We work as a team

2) We exceed customer expectations

3) We make things happen

4) Growing by Achievement

5) Act with meaning

  • “Manage risk”: Has an active role in risk management and drives this behavior in his team, actively participating in the instances defined by the organization. It creates awareness of the current and future risks associated with decision-making, and ensures that they are in balance with the expected actual return.
  • “Lead by example”: Leads and acts transparently, ensures doing the right thing for communities, suppliers, customers and environment, actively promoting diverse and inclusive work teams, taking responsibility for the impact generated by its management.

Talent Management

In this program, Mallplaza has a personalized program with defined stages and methodology, aimed at employees who are part of the talent pool of the company, identified in the annual performance evaluation process. Through the program, we seek to raise their aspirations, interests, strengths and areas for improvement, to then establish an action plan to work on during the year and thus support them in their growth and professional development to reach their next level in Mallplaza (including technical courses, upskilling, mentoring, coaching, etc.), thus ensuring the talent required to achieve the goals we have set as an organization.

Employee Development Programs

Coaching Program: Talent Management at Mallplaza

Highly specialized coaching program, designed to adapt to an increasingly agile and constantly evolving business environment.

Participants in this program are selected through our rigorous annual performance evaluation process. We seek to identify and thoroughly understand the aspirations, strengths, interests and areas for improvement of these high performers. We work hand-in-hand with each employee to create an individualized action plan that will be executed throughout the year. Our goal is to provide comprehensive support for their professional growth and development.

This action plan includes a number of resources and opportunities:

  • Specialized technical courses
  • Upskilling programs
  • Effective mentoring
  • Personalized coaching

In order to enhance the development of the company's best evaluated employees, during 2022, after the evaluation process, we defined the talents that would require support to develop competencies that would allow them to empower themselves in their role. Coaching support was provided to 13 employees in the private and general roles, of whom 8 (62%) are still with the company. In addition, of the current employees who were part of the coaching program, 3 (38%) were promoted at the end of 2022 and the first half of 2023.

This program is an investment in the future, not only of our employees but also of Mallplaza as an organization. By empowering the development of our talents, we are forging a company that is more agile, flexible and prepared to face the challenges of tomorrow.

Falabella Digital School: Reskilling Program

The Program aims to open quotas of digital profiles for the development of collaborators and promote digital transformation in the ecosystem.

Phases of the Process:

  • Digital Immersion: A complete introduction to the digital and technological world.
  • Bootcamps: Intensive training in specific areas.
  • Professional Practice: Opportunity to apply acquired skills in a real work environment.

Specialization Directions: We offer three areas of specialization so that our employees can focus their learning

  • Data Analysis
  • Design
  • Front End Development

Regional Impact: The program extends to Chile, Peru and Colombia. Thanks to this, we have been able to generate training and development of digital skills to our employees, allowing them to apply and enable better employability opportunities in the digital field. We sought to prepare internal people to assume a role in digital issues, becoming a great advantage and career development opportunity for employees.

Management and Planning: To determine the focus of the program, an exhaustive analysis was made of the most required competencies within the Falabella Group in 2020. The objective is to achieve an effective outplacement of our employees in digital-technological positions as these opportunities arise.

Results: In the first version of 2020, 2 people from Chile and 1 from Colombia participated, for a total of 150 participants in the group. In the second and third version of 2021, 1 person from Chile participated in the second version and there were no participants from Mallplaza in the third version. In the fourth version in 2022, 3 people participated: 1 from Chile, 1 from Colombia and 1 from Peru, for a total of 111 participants in the group.

Conclusion: We are committed to investing in the human capital of our company, considering that they are the engine that drives our digital transformation. We invite all our employees to be part of this exciting journey into the digital future

Employee Support Programs

We are committed to promoting the well-being of our employees, and we wish to contribute to their quality of life from different perspectives, both in terms of their work and their personal lives, including their families. For this reason, we have carried out a continuous exercise of closeness with our collaborators through different instances and activities, such as workshops and corporate gifts. Mallplaza also offers a complete compensation and benefits package that we make available to our employees in a generalized manner. The benefits we offer include:
  • We have lactation rooms and baby changing rooms in all our facilities in the 3 countries (Chile, Colombia and Peru), which are of mixed character, that is, they can be accessed by fathers and mothers who need it and both visitors and collaborators.
  • Promotion of health-conscious, sports and recreational activities, both inside and outside the workplace.
  • Our " Yo elijo" program, which consists of a points exchange system that can be exchanged for 5 additional days off in addition to the legal ones, to promote work-life balance, a healthy lifestyle, and to facilitate the completion of procedures and free time.
  • Parental leave above legal for Peru and Colombia.

Employee Wellbeing

Mallplaza strives to create and promote a pleasant work environment in which our employees feel comfortable and valued. We believe that maintaining a good working environment and a solid organizational culture are fundamental aspects to achieve this. Our goal is to establish a culture that fosters commitment and represents our employees. For this, we carry out two periodic evaluations of the satisfaction and commitment of our teams. 

The Culture measurement seeks to know the level of engagement of our employees through questions that refer to the motivation with which the work is done, the purpose and meaning of the work performed, the satisfaction of being part of Mallplaza, among others. The tool measures 5 dimensions of culture: 

  • Agility
  • Development and empowerment
  • Employee well-being
  • Good treatment
  • Alignment and communication

This measurement also measures certain emotions generated by the work performed: enthusiasm, tranquility, nervousness and disappointment. 

Mallplaza also conducts an ESG survey that evaluates the perception of Mallplaza's performance in areas such as health (physical and mental), integrity, diversity and inclusion, among others. 

Regarding the wellbeing trend of our employees, in 2022 the SS Index was 86 for Chile and Colombia, with a coverage of 71%.

Occupational Health and Safety Management

Mallplaza's main priority is to guarantee a culture that cares for and protects the health and safety of all our collaborators. This is why we have established a solid Occupational Health and Safety policy and have implemented an Environmental, Energy, Occupational Health and Safety Management System based on ISO 14001, ISO 45001 and ISO 50001 standards. This policy has a corporate scope and is applied in all Mallplaza urban centers, covering all our collaborators in Chile, Peru and Colombia. We are firmly committed to implementing and enforcing this policy in all our operations.

Additionally, we have developed a regulation for contractors and subcontractors that establishes specific health and safety requirements that must be complied with by all companies that provide services in Mallplaza. This ensures that our safety standards are shared and applied by all parties involved in our operations.

Mallplaza recognizes that the active participation of our collaborators is fundamental to maintain and strengthen a culture of safety. We promote the participation and consultation of our employees through the Occupational Health and Safety Committee. This committee's main objective is to detect and evaluate the risks of accidents and occupational diseases, thus contributing to the continuous improvement of our safety practices in the workplace.

In this line, we understand that, in order to concretize our commitment to the safety and health of our collaborators and contractors, it is essential to establish concrete and clear objectives that drive continuous improvement in our Occupational Health and Safety Management System.

The commitments and objectives defined in our Occupational Health and Safety Policy will be achieved through the execution of the actions specified in our Occupational Health and Safety Management System Implementation Manual. Our fundamental objective is to ensure safe and healthy working conditions in all our operations, and to achieve this, we have established specific targets:

  • Reduce the accident rate of our employees.
  • Reduce the accident rate involving our employees.
  • Effectively control the risk agents that can lead to occupational diseases.

To support these targets, we have implemented a clearly defined structure of roles and responsibilities. Top management plays a strategic role in defining principles and policies related to safety and health. Management representatives have a tactical role in implementing these policies, and our safety management teams take a more operational role, ensuring the effective execution of safety and health-related procedures.

To properly manage occupational health and safety risks, we also have a risk matrix that is updated annually. This matrix is linked to concrete action plans that allow us to proactively address identified challenges and ensure a safe and healthy work environment for all our employees and contractors.

Environmental, Energy, Occupational Safety and Health Management System Manual

Commitment to integrity and Mallplaza's firm interest in acting responsibly have driven us to develop various compliance policies and programs. These developments and their operation are subject to constant review by the Board of Directors and the Directors' Committee. In 2021, we created a Compliance Department to further strengthen this structure, which will be responsible for implementing and managing these programs in Chile, Peru and Colombia.

In 2022, we continued to advance in the implementation of our Environmental, Energy, Occupational Health and Safety Management System. Mallplaza has established and carried out environmental and occupational safety targets and goals that are fully aligned with the Company's strategic planning. To achieve these objectives, we have developed specific work plans that translate into activities with designated responsible parties.

Our Management System allows us to identify the environmental aspects and dangers associated with the scope defined in our Manual, with a long-term perspective. This evaluation includes:

  • Identification of aspects and dangers
  • Operational tasks and activities
  • Previous incidents, both with and without lesions
  • Emergency situations

The identification of aspects and dangers, together with the evaluation of environmental impacts and risks related to occupational health and safety, is reflected in a regional risk matrix. This matrix is reviewed periodically and updated annually. This information is crucial to establish Mallplaza's environmental and occupational health and safety targets and objectives.

This system has identified various aspects and risks, which were evaluated according to their potential impact. We determined the level of inherent risk (without control), based on the probability of occurrence and the expected level of impact. This evaluation led to the definition of specific controls according to the risk, in order to ensure the correct execution of processes and the promotion of good practices in the organization. The main objective is to optimize processes in terms of quality, asset preservation, people's well-being and environmental care.

In Mallplaza we understand that in order to guarantee the safety and health of our employees, it is essential to involve them and make them active agents in safety issues in the workplace.

The Risk Prevention area defines required training for our own personnel as well as for the contractors that work with us. These trainings include topics such as occupational risk training according to exposure and emergency preparedness and response, including the use of fire extinguishers, among other important aspects.

Mallplaza often relies on specialized contractors and suppliers to carry out specific tasks, such as maintenance or environmental services. In these cases, we demand competence requirements before awarding contracts.

Our Management System seeks to promote a culture of prevention both inside and outside the company, including contractors.

The main target is to reduce accidents and lesions related to the construction and operation of our shopping centers. 

Each accident is thoroughly investigated, following an occupational accident procedure that allows us to summarize the most relevant aspects of the incident.

This helps us to prevent future accidents and to implement the necessary precautionary measures to prevent similar situations from recurring.

Our system also includes the planning of audits for a period of three years. The audits are aimed at 

verify the implementation and maintenance of the various Management Systems that Mallplaza has implemented. This allows us to identify possible gaps or non-conformities, as well as opportunities for improvement.

Health and safety indicators

2. Business partners

Health and wellness programs

We have developed a relationship model with our store associates that aims to cultivate a strong sense of community in each shopping center that houses our stores. This approach is based on building a strong bond of trust, supported by proactive and problem-solving leadership from our management teams. In addition, we have implemented a series of informational initiatives designed to address a variety of operational issues, relevant news and ongoing campaigns.

Our strategy also includes the organization of participatory activities and gatherings that foster strong community building. These activities are designed to promote open dialogue and the active participation of all store associates.

A concrete example of our commitment to the health and well-being of our associates is our "Sanamente" campaign. This initiative seeks to promote a healthy lifestyle among store associates. During this campaign, we share healthy recipes and tips, distribute fruits in all stores, and provide meditation guides that are available on our online Store Portal.

At Mallplaza, we also strive to ensure universal accessibility and inclusion in all our shopping centers. This applies not only to our visitors, but also to our store associates. We have implemented various measures, such as the construction of accessible parking lots and restrooms, the adaptation of areas for wheelchair users, the installation of guards under stairs, among others. 

We also carry out periodic inspections in our stores to ensure the safety and comfort of our employees. These inspections cover visual, acoustic and thermal comfort aspects. We also carry out regular water checks to ensure that water is free of chlorine in all our facilities, thus guaranteeing a healthy environment for our store associates.To further strengthen our safety culture, we keep detailed records of accidents in our stores. This information enables us to closely monitor incidents and take preventive measures to avoid future reoccurrences.

3. Customers

Customer satisfaction

The following table shows the results of the Net Promoter Score (NPS) indicator where the visit recommendation is evaluated.

For 2022, the confidence level of data coverage is 95%.

4. Local relationships

We seek to build bonds of closeness, trust, support and containment based on structured and permanent relationships.

Commitment: Consolidate by 2025 a community relationship that is perceived as a strength by community stakeholders (favorability over 75% SS Index Community). Obtain 70% of Plaza Emprende entrepreneurs participating in at least three trainings per year.

Objective: To build bonds of closeness, trust, support and containment based on structured and permanent relationships with the communities in our territories. The objective of Plaza Emprende is to contribute to economic reactivation, becoming a center of opportunities for the entrepreneurial community.

Stakeholder Engagement

Relationship with Communities and Authorities Procedure

Mallplaza has a specific procedure to mediate the Company's relations with the communities surrounding our facilities and their authorities. This tool has the purpose of identifying the relationship model with Communities and Authorities in each of the stages of a Mallplaza project, with the objective of mitigating the impacts of the environment and favoring the adequate development of the project. This procedure ensures that the relationship with communities and authorities is managed effectively at all stages of the project, promoting harmony and sustainable development in the local community and the environment of the Mallplaza project.

The relationship with communities and authorities has been essential for the development and growth of our projects and this document establishes the relationship model in the three different stages of a Mallplaza project:

  1. When the acquisition/purchase of an asset that has already been in operation takes place.
  2. When the construction/remodeling and/or expansion of an urban center is carried out.
  3. When the urban center is in operation.

Identification of Stakeholders:

Stakeholders that are directly and indirectly affected by the initial intervention in the development of the project are identified. This includes the local community, authorities, institutions, social organizations, among others.To carry out this work we have a Community Coordinator, who is in charge of implementing the procedure and specific social management strategies in each of the aforementioned construction phases, aimed at minimizing any type of impact on the population located in the area of direct influence of the project.

Information Gathering and Disclosure During Construction:

The Communities Coordinator carries out a general information survey on the area of influence to be intervened, identifying aspects related to the initial diagnosis. In Mallplaza we know that the communication of information is very important and, therefore, actions are developed to establish assertive and permanent channels of information and disclosure, carrying out calls that reach the population of the direct area of influence.

Meetings and Attention to Extraordinary Situations:

During the construction of the shopping center, meetings are scheduled in response to the needs of the community. These meetings address extraordinary situations and are used to resolve concerns or establish commitments with those who require them. All organizations and institutions involved in the area of influence are called to these meetings for comprehensive attention.

5. Diversity and Inclusion


40% of women in Top and Middle Management by 2022.

3% of the workforce in Peru and 1% of the total workforce in Chile to be accredited as a person with a disability.


To advance in the construction of an organizational culture and a diverse and inclusive work environment, promoting the insertion, participation and well-being of people.

In Mallplaza we have a Code of Integrity and a Diversity and Inclusion Policy where we define our commitment to respect for people, equal opportunities based on skills, merit and performance of each of our employees and the rejection of any kind of discrimination. We also have a Gender Transition Protocol through which we provide guidance to those employees who are going through this process. With all of the above, we want our team of people to feel completely identified with our company, showing the best version of themselves in the workplace. In this way, we have defined four focuses of action to guide our diversity and inclusion initiatives:

  • Gender equity
  • Sexual diversity
  • People with disabilities
  • Multiculturalism-migrants

Gender Equity

We ensure that salary equity between male and female employees is increasingly achieved through the performance of the same position or function. We adopt and implement specific measures that allow us to comply with the principles established in our Gender Equality Policy, such as support and promotion of internal professional networks of women or measurement in external rankings to facilitate the management of gender gaps in our organization.

Find the highlights of our activities in 2022 in our integrated report 2022.

Mallplaza reports the following gender balance indicators for its workforce in Chile and Colombia:

People with disabilities

In order to improve the conditions of people with disabilities and continue promoting an inclusive culture, we conducted a study of the current status of the Diversity and Inclusion (DEI) culture at Mallplaza, which will allow us to generate action plans according to gaps detected with the Foundation with Work.

We published vacancies with the support of Law No. 21.015, which encourages the inclusion of people with disabilities, and we participated in the Inclusive Job Fair.

Mallplaza, committed to the diversity and inclusion of its visitors, obtained the "AIS Certification" (Accessibility Indicator System) for its four urban centers in Peru, which evaluated and accredited the level of accessibility of all physical, functional and virtual structures of its malls.

Sexual diversity

In terms of benefits, the same bonuses and/or days off for marriage were granted to those who sign the Civil Union Agreement (AUC) or Equal Marriage; the pre and postnatal benefit for homo-parental adoption for non-legal parents was provided; and the complementary insurance for LGBTI+ charges was extended. In addition, we are participating in Pride Connection and launched the LGBTI+ Community and allies.

The Diversity and Inclusion Committee operates permanently. Its working group is made up of the General Manager, the Prosecutor, the Corporate Affairs Manager, the People Manager and the division managers. This committee meets quarterly.


During 2022:

  • We identified the current status on our endowment in the three countries where we are present: Chile, Peru and Colombia.
  • In order to create multicultural support networks, we carried out an integration, knowledge and mutual learning initiative where employees of different nationalities shared their cultures.
  • We performed a benchmarking of best practices in ecosystem and leading companies in order to operate under the best corporate practices in the industry.

6. Human Rights


  • By 2024, we will have training for 100% of our employees, business partners, suppliers and external collaborators in Human Rights.

Objective: Ensure knowledge and adequately manage impacts and risks related to HR. Mallplaza adheres to the UN Guiding Principles on Human Rights and Business.

Mallplaza's Due Diligence Process


Mallplaza adheres to the United Nations Guiding Principles on Business and Human Rights, reaffirming its commitment to respect human rights. Mallplaza is aware that, as a result of its operations, it generates risks and impacts (positive or negative) to the human and physical environment with which it relates. Knowing these risks and impacts, and the perspective of the affected groups, is fundamental for the correct operation of the company.

Therefore, during 2020, Mallplaza Chile developed, with the support of the Centro Vincular of the Pontificia Universidad Católica de Valparaíso in Chile, a Human Rights Due Diligence process, using internationally recognized standards and principles, in order to assess how the operation may currently and in the future affect human rights. Between April and December 2022, the Centro Vincular of the Pontificia Universidad Católica de Valparaíso in Chile conducted a Human Rights (HR) Due Diligence process in Peru and Colombia, completing the work started in 2020 in Chile. The objective was to understand all those risks and impacts that as a company we can cause associated with this issue, while finding ways to continue improving, identifying progress and challenges.

The due diligence process is based on the methodological framework recommended by the Organization for Economic Cooperation and Development (OECD), fully aligned with the United Nations Guiding Principles on Business and Human Rights.

The overall objective of the project is to ensure that Mallplaza Chile adequately manages its risks and impacts related to human rights in its organization and value chain.

Due Diligence Process

Mallplaza seeks to be a leading company in the promotion of Human Rights (HR), through the integration of these rights in its management, understanding that this is the best way to demonstrate compliance with our commitments in this area. We are aware that, as a result of our operations, we generate risks and impacts (positive or negative) to the human and physical environment with which we interact. Knowing these risks and impacts, and the perspective of the affected groups, is fundamental for the correct operation of the company.

Given this, between April 2022 and December 2022, the Centro Vincular of the Pontificia Universidad Católica de Valparaíso in Chile carried out a Due Diligence process in Human Rights, the scope of which was extended to the business units in Chile, Colombia and Peru.

For Mallplaza it is of utmost importance to identify, understand and manage those risks and impacts that the company may produce in relation to Human Rights issues, in order to continue improving and advancing in the challenges and implementation of these. The Due Diligence process included the identification of actual and potential impacts from a human rights perspective; impact assessment based on the criteria of the Guiding Principles on Business and Human Rights; identification of inherent risks and their controls; residual risk and points for improvement, together with those responsible for them. 

To carry out this project, an internal listening process was carried out to learn about the different visions from the perspective of human rights, to first line executives, main executives by management and critical areas in human rights; accompanied by context information related to Mallplaza's business in its different business units (Chile, Colombia and Peru) and human rights.

The focus of the project is based on international sustainability standards. The main frameworks related to HR and the due diligence process are the United Nations Guiding Principles (UNGP) on Business and Human Rights, and the OECD Guidelines for Multinational Enterprises.

The project was developed in 3 stages; starting with the identification of progress in terms of human rights management since the due diligence in 2020, which was carried out in Chile, then the risks were updated from this perspective and new risks were integrated from the perspective of the business units in Peru and Colombia; and finally, action plans and indicators for human rights management were defined.

Primary information was gathered through interviews with key Mallplaza officials in Chile, Colombia and Peru, and with representatives of relevant stakeholders whose fundamental rights could potentially be violated by the company's activities. This information was used to develop stages 1 and 2 of the project:

  • Employees
  • Suppliers
  • Suppliers' collaborators
  • Business partners
  • Communities

Based on the information gathered, both internal and external, we proceeded to identify risks and impacts based on the risk matrix format used in 2020; and the Falabella compliance risk management methodology, in order to specify each of the risks related to HR, their causes and impacts (consequences) for each of the business units (Chile, Colombia and Peru).

  • Within the process, the following HR issues were reviewed to identify potential or actual negative impacts within them:
  • Health and Safety: Occupational safety, accident rates of internal, external and store employees.
  • Employment: talent attraction and retention, development and training, healthy working conditions, employee relations: freedom of association and collective bargaining.
  • Non-Discrimination: diversity and equal opportunities, discrimination against workers and visitors, treatment of workers, non-compliance with human rights clauses by suppliers, contractors and subcontractors (forced or compulsory labor, child labor and discrimination in employment and occupation).
  • Socio-environmental: Pollution that exceeds the limits allowed by regulations, permits and/or agreements with the community, during periods of construction and/or remodeling of shopping centers.
  • Information handling: Loss of confidentiality and integrity of personal data information of internal employees, suppliers' employees, store employees, suppliers, business partners, visitors and the community.
  • Complaint mechanisms: Legitimate, accessible, predictable and equitable communication and complaint channels.

In order to know the level of progress in the current management of human rights, a diagnostic tool was applied to identify the current state of human rights management in Mallplaza's operation. The tool is based on the guidelines of the UN Guiding Principles on Business and Human Rights, and the OECD's Due Diligence Guidance for Responsible Business Conduct.

Human rights management: Main advances and challenges

Processes implemented to mitigate human rights risks.

Given that risks are transversal to stakeholders and urban centers, we can consider that in all operations there are risks associated with internal and external collaborators, suppliers and communities. However, for 100% of the identified risks there are control and mitigation plans that allow us to reduce the level of criticality of each of these risks.

The focus of due diligence is respect for human rights, therefore, emphasis is placed on the risks in order to prevent them from materializing, mitigate their effects and remedy the damage caused. Mallplaza seeks to cease, prevent and mitigate the negative impacts related to human rights that have been identified, with special importance being given to all the work done in the development of controls for each risk, and the additional action plans that have been incorporated in some of the cases.

  • The Human Rights Committee was created, composed of the Compliance, Risk and Sustainability Deputy Managers, which meets every two weeks and addresses human rights risk management.
  • Human Rights risks were incorporated into Mallplaza's risk and compliance matrix.
  • Human Rights clauses were included in all contracts with third parties as a risk mitigation mechanism.
  • Videos were developed to align and train internal and external collaborators on our codes of behavior, including workers from suppliers and stores, so that all collaborators, business partners and workers know and understand the importance of respecting rights and the consequences of violating them. These contents addressed issues of integrity, diversity and inclusion, human rights and environmental management.
  • Internally, training and communication on diversity and inclusion issues were reinforced, in addition to strengthening actions to reduce the possibility of labor discrimination of any kind, particularly in terms of gender equality and sexual diversity.
  • Finally, with regard to internal employees, external collaborators, suppliers and business partners, we reinforced the communication of our Integrity Channel, which receives ethical and unethical queries and complaints.

Sites and actions taken at Mallplaza

  • Risk identified: Lack of representation of women and promotion of gender diversity in management positions at Mallplaza.

Mitigation measure: Strengthened guidelines and hiring plans to increase the representation of women in the company.

  • Risk identified : Lack of knowledge of the results or measures taken as a result of a complaint made through the integrity channel by employees.

Mitigation measure: Dissemination and training campaigns are conducted regarding the operation of the integrity channel and the confidentiality characteristics of the process, in addition to implementing a monthly review of complaints and their status at the corporate level.

With respect to the sites and mitigation measures, the Human Rights Due Diligence Process allowed us to identify different risks, and for each one we developed action plans and those responsible for them, thus facilitating their follow-up. In addition, the decision was made to include human rights clauses in contracts with different stakeholders, such as contractors, suppliers, etc., as a risk prevention and mitigation mechanism.

The company will update the due diligence process periodically, every three years or when there are significant changes in the operation. It should be noted that during the last three years, Mallplaza has not caused or contributed to any human rights violations. Nor have there been any verifiable allegations of human rights violations.Translated with www.DeepL.com/Translator (free version)