At Falabella, we are committed to fostering inclusive, respectful, and discrimination-free spaces. Our goal is to ensure that our teams feel a strong sense of belonging, enabling them to be their best selves.
At Falabella, we foster a culture where everyone feels a sense of belonging, is included, respected, and empowered to freely show their best selves, regardless of gender, sexual orientation, religion, or any other fundamental aspect of their identity. Our workforce is marked by generational diversity and includes individuals from 38 different nationalities.
For us, diversity and inclusion are not just values but essential drivers for unlocking the full potential of each individual while enriching our organizational culture. They enable us to better represent the customers we serve, expanding our value proposition.
We have designed a comprehensive strategy for diversity, equity, and inclusion to cultivate a constructive culture based on respect and dignity for all—within our teams, among customers, and other stakeholders. Through internal networks across our ecosystem, we implement awareness actions, promote accessibility, and ensure non-discrimination in all aspects of our operations.
We aim to achieve 40% representation of women in Top and middle management positions, reaching 39.4% in 2023, which equates to 1,086 women. This is a reflection of our commitment to creating workspaces that attract and promote the professional development of women. In this context, the appointment of Maia Hojman as General Manager of Banco Falabella Chile was a significant milestone in 2023, showcasing our progress in this area.
At Falabella, we aim to promote cultural openness and create respectful spaces for all individuals, recognizing that our differences make us unique and add value to our great team. To achieve this, it is essential to raise awareness and provide training on various topics of interest and needs of our inclusion groups, as well as on the diversity of personal characteristics.
For each of our inclusion pillars, there are specific networks focused on raising awareness and educating on these topics, driving cultural change.
To enable our inclusive culture, it is necessary to review our processes and value statements in order to maintain our best practices over time. Additionally, we need to have foundations and measures in place to protect the integrity and rights of our inclusion groups.
To this end, we have policies and procedures in place to prevent discrimination, harassment, promote inclusion, and comply with the law.
