Our sustainability strategy

As part of Graña y Montero´s work style, we seek to create value in the long term, i.e. we want to develop profitable businesses that are socially and environmentally responsible. This allows us to build trust and transcend as an organization by promoting a virtuous development circle from which both business and society can profit.

Our sustainability policy defines clear guidelines and commitments about the 7 most important topics for our sustainable management.

Our priorities

  • ETHICAL BEHAVIOR
  • PERSONNEL DEVELOPMENT
  • OPERATIONAL EXCELLENCE
  • SAFETY AND HEALTH
  • ENVIRONMENT
  • COMMUNICATION
  • SHARE WELL - BEING

Following these guidelines, each company and project from the Group develops their own plans and objectives based on specific risks and characteristics of their businesses.

Main Initiatives

Operational Excellence

WE LOOK FOR OUR PROJECTS TO BE EXAMPLES OF COMPLIANCE, PRODUCTIVITY AND EFFICIENCY

During 2015, we formalized the criteria for measuring operational excellence and identified the roles and functions of key people in achieving it.

In 2015:

  • 94% projects evaluated
  • 11 project control audits
  • 9 sessions of project analysis and start-up plan
  • 16 audits measuring the level of Operational Excellence

Security

WE BOOST RISK PREVENTION AT ALL ORGANIZATION'S LEVEL, UNDER LEADERSHIP AND COMMITMENT OF OUR COMMAND LINES

Salvaguardamos la seguridad y la salud de nuestros colaboradores y de todas las personas presentes en nuestras operaciones y servicios. Para ello, las diferentes empresas del Grupo trabajan en dos ejes: (i) sistemas de gestión, basados en el estándar OHSAS 18001, que nos permiten brindar condiciones de trabajo seguras y (ii) el desarrollo de una cultura preventiva, que busca modificar los comportamientos inseguros o riesgosos.

  • DIGITAL SIG was implemented, a computer system that centralizes information and generates alerts.
  • We started the Management Training Program in Risk Prevention.
  • The Red Alert System was implemented for alerts against anomalies.
  • Frequency Rate 0.4

Wellness in Society

EMPLOYMENT OPPORTUNITIES FOR YOUNG PEOPLE

We develop and dictate the technical career "Planning and control of construction projects", which seeks to increase the employability of low-income youth in sector projects.
This program, which we run in partnership with Fe y Alegría, lasts 2 years and is largely dictated by Graña y Montero employees, who participate as internal teachers In addition, it contemplates professional internships in the company and allows the graduates to obtain a certification of average technician on behalf of the Ministry of Education

  • 25 young graduates (first Class) in 2015.
  • 100% of the graduates work for Graña and Montero.
  • +98,000 man training hours provided.

Ethics

WE ARE COMMITTED TO RESPONSIBLE, INTEGRATED AND TRANSPARENT BEHAVIOR

We have a management system that allows us to spread our principles to all levels of the organization, we offer confidential channels of communication and we have a solid corporate structure to investigate and correct potential non-compliace behaviors.

  • Ethics Charter (1995)
  • Code of Conduct (2012)
  • Ethical Channel (2013)
  • Anti-Corruption Program and Policy (2015)
  • + 70% of employees

People's Development

THE GRAÑA Y MONTERO ACADEMY

In 2015 we strengthened our Corporate Learning Center, turning it into the Graña y Montero Academy, theGroup's main learning and knowledge management area. Thanks to a strategic alliance with the Universities of Stanford and U.C. Berkeley of the United States, the Academy offers courses and an innovative curricula aligned with the needs of the market. This training is complemented by technological tools that facilitate the access and permanent share of knowledge.

  • + 12,000 HH Academy Training
  • 71 internal teachers
  • 16,000 Hrs of Internal Training
  • + 3,500 Hrs of External Training

People's Development

WE HAVE A COMMITMENT WITH EACH ONE OF OUR COLLABORATORS TO MAKE THEM BEST PROFESSIONALS AND PEOPLE

Our people are our main interest group. Therefore, we seek to strengthen their skills permanently, promoting leadership based on the Graña and Montero Style and guaranteeing a work area of good manners and respect.
Through our Talent Development Model, the employee has access to different training programs, is advised by a mentor who guides his or her growth plans, and participates in objective performance evaluations. Likewise, GyM respects the trade union organization and promotes the creation of Work Committees in all projects with more than 20 employees.

  • 100% of our employees received training
  • 92% of our foremen and 54% of operators have more than 2 years in GyM
  • 83% believe that they are treated fairly regardless of their gender
  • 79% believe that they are treated fairly regardless of their economic status
  • 0 Conflicts with formal unions in the last 10 years
  • 14 work committees (trade unions)

People's Development

WE HAVE A COMMITMENT WITH EACH ONE OF OUR COLLABORATORS TO MAKE THEM BEST PROFESSIONALS AND PEOPLE

We train the residents of the communities surrounding their projects, in construction techniques, risk prevention, and leadership. This to increase their employability and promote their insertion in any construction projects.

  • + 21,000 people trained in 10 years of the program (2006-2015)
  • + 962,000 man hours of training
  • 100% of unskilled labor hired locally.
  • ABE Award for Social Responsibility at Work as Best Employability Program and Best Training Program in 2015.

Our Corporate Policies

Anticorruption Policy
Sustainability Policy
Ethic Charter
Ethic Channel

Sustainability Reports

2015 Integrated Annual Report
2014 Sustainability Report
2013 Sustainability Report
2012 Sustainability Report
2011 Sustainability Report