Talent Development
Human Capital Management
Grupo Lamosa recognizes its workforce as the cornerstone of its success. Accordingly, it promotes a positive, safe and inclusive work environment that fosters collaboration, comprehensive development and employee well-being, while advancing initiatives to attract, retain and develop highly skilled talent.
In addition to providing statutory benefits in all countries where it operates, the company offers additional benefits that enhance employees’ quality of life and strengthen the corporate culture, a sense of belonging and an environment where each individual feels valued and recognized.
The company promotes balanced and constructive labor relations, recognizing the importance of union representation in its operations. Through coordinated efforts with the Human Resources Department, mechanisms have been established for the negotiation and continuous review of collective agreements, ensuring compliance with applicable legal frameworks and competitive labor conditions. This approach fosters a climate of trust, open dialogue and cooperation, contributing to the stability and sustainability of labor relations.
Development and Training
Grupo Lamosa promotes the continuous development of its talent through training initiatives tailored to the specific needs of each function and business unit. These programs aim to strengthen individual and collective performance, preparing employees to adapt to the changing environment and contribute value to the organization.
In the area of training and development, during the year the company laid the foundation for Universidad Grupo Lamosa (UGL), a strategic higher-education initiative aimed at standardizing, professionalizing and scaling learning processes at the corporate level. As part of this effort, progress was made in defining academy structures, training programs, content guidelines and governance models, as well as growing internal capabilities for digital content creation. These actions establish a continuous learning ecosystem aligned with the organization’s present and future needs.
In addition, development programs for high-potential employees and rookies, and ongoing training initiatives continued during the year, focusing on strengthening key competencies and skills.
A total of 10,960 employees make up the Grupo Lamosa team.
56% of employees are covered by collective bargaining agreements.
Administrative Staff Programs
| Leadership Model | Mentoring | Coaching |
|---|---|---|
| To enhance executive-level soft skills by providing management and people development tools. Program duration: 24 hours. | To provide employees with the opportunity to learn through one-on-one sessions with company executives. Prior to participation, mentors and mentees receive six hours of training. The program includes six mentoring sessions, each lasting one hour. |
To develop managerial capabilities through specialized external consultants. |
| Rookies | High-Potential Leaders in Development |
Women in Development |
| To develop recent graduates through rotations across different areas over approximately two years, identifying and enhancing their strengths. This initiative enables the identification of high-potential employees for key positions. | To develop leaders aligned with the company’s values through structured development plans, preparing them with the competencies and experience required for current and future executive roles that contribute to achieving corporate objectives. | To develop women at mid-level entry positions identified as high-potential talent, to strengthen their skills and support their professional growth within the organization. |
Operational Staff Programs
| Advanced Technical School | Technical School in Mexico | Equipment-Specific Training |
|---|---|---|
| To strengthen the technical knowledge, in key areas such as chemical processes and defect analysis, of managers and technical personnel in the Tile Business plants. | To develop technical skills related to the production processes through the internal training of company employees. | To provide focused training in the use of equipment and facilities, particularly in plants developing new products. |
Employees receive an annual performance evaluation to identify opportunities for improvement in their career development plans.
Average training per employee in 2025: 7 hours.
Employee satisfaction was 83% in 2025.
Work Environment and Well-Being
The company conducts an annual organizational climate survey across its business units to evaluate and improve the work environment. This survey covers key aspects such as working conditions, motivation, satisfaction, recognition, training and organizational structure, providing important insights to identify improvement opportunities and reinforce employee engagement.
Human Resources analyzes the findings and develops action plans to address identified areas of opportunity. Progress with these actions is monitored periodically to ensure effectiveness.
The organizational climate survey includes specific questions to identify potential psychosocial risks, ensuring compliance with NOM-035 in Mexico and equivalent regulations in other countries. Additionally, the company provides access to specialized psychological support services through a third party, offering employees assistance with personal matters and contributing to their overall well-being.
To further strengthen employee well-being, the company has implemented a comprehensive program with a wide range of professional services and support in areas such as human resources, physical and mental health, and legal issues. The program is currently available in two plants in Mexico, benefiting both employees and their immediate family members, and Grupo Lamosa plans to gradually expand coverage to additional production sites and the corporate offices.
The company recognizes employee loyalty and commitment through a special recognition event honoring those with more than ten years of service, attended by the executive team and the Chief Executive Officer.
Diversity and Inclusion
Diversity is a fundamental pillar for Grupo Lamosa, as it is considered to be a key driver of innovation, growth and the development in an inclusive work environment. In this regard, the company is firmly committed to promoting the participation of women both within the organization and across the industry, through initiatives and opportunities that foster equity and strengthen the empowerment of female talent at all levels.
Grupo Lamosa has also made progress with the inclusion of people with disabilities through targeted actions in pilot locations. During the year, these efforts included analyzing job structures and workforce distribution to identify inclusion opportunities, as well as implementing reasonable adjustments to enable inclusion. Additionally, the SUMA initiative was promoted and a Policy for the Inclusion of People with Disabilities was defined and approved, strengthening governance in the area.
Moreover, 56 recruiters were trained through the Inclusive Recruitment Workshop, and meetings were held with institutions specialized in the field, with the objective of reinforcing external partnerships and sharing best practices.
From recruitment to internal promotions, the company seeks to ensure equal opportunities. All related decisions are based on employee competencies and performance, without distinction based on gender or other personal characteristics.
To ensure a workplace free from discrimination, the company has a Code of Ethics and a Diversity Policy that establish clear behavioral guidelines for all employees. It also provides accessible, confidential and secure mechanisms for reporting any practices that contravene diversity, equity and inclusion principles.
Furthermore, to drive female development and leadership, specialized training programs are implemented to provide women with tools to grow their leadership, management and decision-making skills, facilitating their professional growth and access to positions of greater responsibility within the organization. The Women in Development program is just one example of these initiatives.
Looking ahead to 2026, the company aims to increase the inclusion of people with disabilities in its workforce, as well as to expand training and awareness programs across the organization.
Occupational Health and Safety
Employee safety and well-being are a strategic priority for Grupo Lamosa. The company has developed a proprietary safety model focused on prevention, aligned with the recommendations of the Occupational Safety and Health Administration (OSHA). This approach strengthens the safety culture across all operations, minimizing risks and safeguarding the physical integrity of employees.
The model is structured around a four-level adoption process, in which each work site is evaluated and classified according to its level of maturity in safety practices.
Implementation and monitoring are managed through dedicated committees responsible for ensuring proper execution. In 2025, the company’s Industrial Safety Model was fully implemented across the Adhesives and Insulation Business, including at the FANOSA plants.
Stages of the Safety Model
Safety Model Implementation
Safety Model Establishment and Development
Safety Model Implementation and Continuous Improvement
Safety Model Institutionalization and Optimization
Adoption and recognition of the Safety Model vision.
Establishment of the model’s foundational elements, defining roles and responsibilities, and promoting a safety culture across the organization.
Definition of area-specific programs, legal compliance requirements, training programs, evaluation systems and internal communication.
Setting up of a Crisis Committee, and introduction of personnel indicator systems and certifications, and preventive and risk management programs.
To ensure employees have the necessary competencies to identify and manage risks in their work environment, the company provides ongoing training in areas such as:
- Machinery safety
- Energy control
- Working at heights
- Confined space safety
- Proper use of personal protective equipment (PPE)
- Emergency management
- Ergonomic risk prevention
- Compliance with EHS regulatory requirements
In addition, employees have access to on-site medical services and participate in annual safety campaigns, preventive events and awareness sessions focused on health and well-being.
Community Engagement
Grupo Lamosa promotes close and ongoing relationships with its neighboring communities, aiming to build a social license to operate based on respect, trust and collaboration. This approach not only supports responsible operations but also contributes to the social and economic development of the surrounding neighborhoods.
Key actions include the continuous monitoring of potential operational impacts near production facilities, with the objective of preventing and addressing any adverse effects in a timely manner. The company also maintains an ongoing dialogue with local authorities and representatives, and promotes diverse community support initiatives across the countries where it operates.
Community engagement activities carried out in Mexico and other countries include visits to nursing homes, reforestation activities and in-kind donations, among other activities. One example is Solidarity Day (Jornada Solidaria) held at the Amelia González Rodríguez CAM special education school in Juárez, Nuevo León, which provides preschool, primary education and workshops for children with disabilities. During this one-day activity, more than 90 families benefited from the distribution of backpacks and school supplies, contributing to the well-being and educational development of the community.
Additionally, all business units participated in reforestation campaigns, contributing to environmental awareness, social engagement and the improvement of local ecosystems in the communities where the company operates.
