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RELATIONSHIPS
Internal Public
Athena Foods maintain formal policies and procedures on recruitment and job creation that define commitments regarding the achievement of employee growth and professional development, respect for diversity and to create equal opportunities with equal treatment for all and the rejection of the practice of labor analogous to slavery or child labor.

103-2 | 103-3: Employment

By the end of 2019, Athena Foods had 7,491 employees, of whom 6,368 were men and 1,123 women. The Company believes that the success of the company depends on the satisfaction, motivation and enthusiasm of all its employees. The Company has adopted measures and procedures that provide a healthy and enriching environment, in addition to stimulating the personal and professional development of those who work in its units. Likewise, it continuously invests in training and campaigns in order to engage its employees in safe and sustainable practices, providing information on health and well-being.

The remuneration policy seeks to maintain the internal and external competitive balance, recognizing outstanding employees with incentives and establishing conditions to attract, incorporate and retain talent, while complying with the legislation and the professional market of each country.

The benefits vary according to the region. In Argentina, all employees have access to a cafeteria, medical assistance, daycare, outpatient service inside the factory, life insurance and a school for adults. In Paraguay, meal allowance, food vouchers, private medical insurance with preferential rate and school aid are available. In Colombia, employees are covered by a health plan, life insurance, access to a restaurant (the main meal is paid in full by the company) and transportation service. In Uruguay, dental care is provided at a discounted rate, as well as discounts at a local gym and school supplies are provided to the children of employees at the beginning of the school year.

In addition, in the unit of Rosario in Argentina, there is a nursery, whose objective is to make it easier for mothers to care for their children and to bring them closer during the working day. The nursery provides care and attention for the children and an environment for mothers to breastfeed their children, encouraging this practice and strengthening the maternal bond. Currently, there are 11 breastfeeding employees using the nursery facilities, in addition to other non-breast-feeding mothers. 401-2

Training

103-2 | 103-3: Training and Education

Athena Foods has invested in the development of its employees by providing training and education in several areas. Under this objective, the Leadership Development Program (PDL), brought together leaders from various sectors of the industry in Paraguay for a day to exchange experiences and good practices, and apply training and coaching that encourages teamwork.

In other countries, coaching sessions were also conducted with leaders from different areas, addressing topics such as: leading as a coach, emotional intelligence and effective communication, among others. The idea is to encourage more assertive decision making, in addition to guiding leaders in identifying new talents within their teams and the search for excellence in their processes.

To further improve its employees, a literacy center has been operating at the Rosario unit since 1995. This has allowed professionals to finish their primary school education. In 2008, a high school program was included in the project, which resulted in the Escuela de Enseñanza Media Para Adultos (EEMPPA) No. 1207, in the industrial complex of Rosario. This made Athena Foods the first company to have an in-house school with an official title from the local ministry of education, Ministério da Educação de Santa Fé, dedicated to the literacy of its employees at the primary and secondary education levels.

In addition, Athena has implemented a training policy in Colombia and Argentina with the objectives of qualifying professionals to achieve operational and corporate goals; supporting the development of collective learning that consolidates and promotes advances in organizational capacity to meet challenges; ensuring that qualification criteria are aligned with specific needs, with equal access to opportunities; aligning the development of employees to organizational strategy; training according to the requirements of institutional bodies that audit operations and advancing this process in accordance with current legislation.

In Paraguay, an annual training program is in place with topics related to the skills required for each sector. Annual research is conducted to identify practices that need strengthening and new practices recommended by management.

In Uruguay, the training process is based on a structure designed to observe the needs of each employee and position, taking into account the evolution of the tasks to be performed and the means for their execution, in order to ensure that the training is timely, sufficient and adequate.
Programa Trainees
To encourage the entry of qualified professionals into its teams, in 2019 the company promoted the first edition of the Trainee Project in Paraguay. The young talent training initiative included immersion in the business areas through job rotation, mentoring and the development of an improvement project as the final stage of completion. At the end of the program, five young people were incorporated into the workforce. Also, in 2019, applications were opened for the second edition of the program in Paraguay and the first edition in Argentina, both of which are in progress.
Health and Safety

103-2 | 103-3: Occupational healthy and safety
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Athena Foods made progress in the management of the occupational health and safety standards in 2019, which resulted in a 15% reduction, on average, in the frequency of accidents resulting in lost time taking into account the countries where it operates. The severity index mobilized all teams to identify and address the causes, making the safety standards even more rigid. Measures included leadership training, adopting engineering methods in industrial facilities, and other reinforcements that demonstrate concern for the lives and integrity of the employees. Among the highlights of the progress in management, Colombia recorded a decline of 21% in lost time and 45% in severity levels, while Uruguay showed a reduction of 9% and 10%, respectively.

Athena Foods has a dedicated Health and Safety team responsible for developing safety policies, programs and procedures, as well as planning and directing investments to address critical risks. Within the programs of safe behavior, Daily Safety Dialogues (DDS) are held on a daily basis with supervisors engaging in conversation with their sectors. The Company strives to prevent its employees from being exposed to situations that may cause injuries or health problems. In the event a risk is identified, the employee has the right to refuse to work under the unsafe conditions.

Athena Foods has adopted its own standards for accident and incident investigations. At the completion of investigations, a form is completed and signed which illustrates the methods of analysis applied to nullify the root and secondary causes. All accident data is reported by conference each week and monthly in committees with the participation of the Board. The information also includes statistical reports that are added to the monthly dashboard, which is sent to the corporate team, which manages all occurrences, fees and other relevant information. 403-2

In addition, in 2019, the Golden Rules – a set of essential safety principles to ensure the physical integrity and well-being of employees – were applied in the industries of Minerva Foods in Brazil and are now being applied in Athena, starting with the units in Argentina.

For six months, work was carried out to prepare, communicate and orient all employees about the project, in order to begin adhering to the rules by the beginning of 2020. In Uruguay, one of the units started the implementation process in 2019 and in Colombia and Paraguay, as well as in the other units of Uruguay, the preliminary work will be carried out in 2020.

Also in 2020, Athena Foods plans to invest in synergy with the occupational health and safety management model of Minerva Foods, whose 2019 results were the best in the history of the parent company. The idea is to invest in training the leaders in safety – which is already underway in Uruguay and will be extended to other operations in 2020 – to help bring about a change in the mindset regarding the issue, by creating a corporate culture in which the issue is treated as non-negotiable by all employees.

In order to specifically assess the training needs in occupational health and safety, those responsible in each unit will assess the needs of the employees in different areas. The training is applied according to three modalities: normative and legal, to comply with specific legislation; personal/professional development, such as leadership training in safety and behavioral observations; and those that occur through other channels such as Safety Dialogues and Coach. 403-5

External public
103-2 | 103-3: Market presence
103-2 | 103-3: Local communities
The Company is committed to the development of the communities in which it has operations. It aims to create a positive impact by providing a welcoming and pleasant environment that makes it possible to strengthen ties with local residents. It contributes to local development by directly employing over 7,000 people, mostly in small towns. By means of its SGI policy, the company is publicly committed to promoting development actions that benefit and strengthen local communities, especially those neighboring the operations.

The evaluation of the Company’s market presence management approach is made through sector benchmarking, internal and external surveys, and analysis of internal indicators, in addition to government indicators. The units are also evaluated by customer audits under strict social criteria.

Being active in different countries, the Company seeks to learn about and respect the unique characteristics of each culture and the specific needs of the population when assessing the impacts caused by its activities, especially on nearby communities. It also endeavors to develop initiatives that maximize positive factors and contribute to local development, as well as mitigate potential negative impacts. The partnership with the International Finance Corporation (IFC) in the implementation of its socio-environmental performance standards stands out in this regard.

In 2019, it created the Actions Committee, formed by several areas that meet monthly to discuss and evaluate the current context and implement actions with social and environmental purpose, involving employees and local communities. When developing an action, the committee assesses the context of each business unit and considers its particularities so that the initiative can be extended to all.

In addition, it carries out social and engagement projects in all the communities where it is present. An example of this is the one conducted in 2019 in Paraguay to help the community of Tablada Nueva, in which houses and personal belongings were destroyed by a serious flood. Through the initiative, called Athena Solidario, the Company partnered with local authorities to donate food, blankets and clothes, in addition to providing medical and outpatient care to affected local citizens.

The Revive project, carried out in partnership with the Ministério do Meio Ambiente e Desenvolvimento Sustentável (MADES) involved training on waste and recycling with students from schools near the units and the clean-up of the river banks of the cities of Asunción and Belén.

In Argentina, the company conducted the program Padrinos y Amigos (Godparents and Friends), supporting the NGO Manos en Acción (Hands in Action), which offers training workshops for adults, school tutoring and activities for children. It also provides daily meals for all children participating in the program and works to train the community to support the activities of this project. All these activities take place at the unit of Pilar.

Another institution supported by Athena in Argentina is the Fundación Espartanos, whose goal is the re-introduction of former prisoners into the labor market. The foundation operates in more than 40 penitentiaries throughout the country, providing training to inmates so that they can reintegrate into society and develop a trade. Statistics from the institution show that less than 5% of program participants return to the penitentiaries.

In Colombia, the company assists the Fundación de Niños Vulnerables through the donation of toys and food every year. In 2019, 15,000 toys were donated for distribution to the vulnerable population around the unit. In Uruguay, in addition to supporting the Niños con Alas Foundation, which works to improve the quality of education for children and adolescents in vulnerable situations, donations were made to other institutions, such as a cultural center for the disable, Centro Cultural de Atención a Personas con Deficiencias, a youth rehabilitation center, Centro de Rehabilitación Juvenil and a children educational center, Centro Educacional Los PicaPiedras.

The operations in Paraguay, in turn, also carried out donations of toys and recreational activities for the benefit of children in the communities surrounding the business units. 413-1

Denver
The Denver Steak stands out for its softness and high degree of marbling. The fat lining the meat and the collagen, which is quite present in the region from where the cut is taken, make this cut an essential item for social gatherings. The best method of preparation is on the barbecue grill due to the fact that in the fire, the interspersed fat and the collagen dissolve rendering the meat extremely juicy.