Generation of
Human Value

Generation ofHuman Value

We trust people and their disposition for growth, self-realization and improvement.

Indicators	2014	2015	Variation
Employees	18,999	20,179	6.2%
Internal training investment (million)^*	95.8	84.3	-12.0%
External training investment (million)^*	11.8	15.5	31.4%
Internal training hours^*	1’177,752	888,875	-24.5%
External training hours^*	9,731	51,750	431.8%
Employees scholarships^*	145	198	36.6%

^* Scope: Mexico –Services (CEAS), Compartamos Banco, Aterna and Yastás–. Includes technical training (workshops, courses, seminars, conferences) and grants to support study completion (bachelor degrees, diplomates, master degrees).

We trust people and their disposition for growth, self-realization and improvement.

Indicators	2014	2015	Variation
Employees	18,999	20,179	6.2%
Internal training investment (million)^*	95.8	84.3	-12.0%
External training investment (million)^*	11.8	15.5	31.4%
Internal training hours^*	1’177,752	888,875	-24.5%
External training hours^*	9,731	51,750	431.8%
Employees scholarships^*	145	198	36.6%

Leadership through service

The best place to work

G4-DMA EMPLOYMENT

At Gentera, the person is the most important factor; therefore, true to this belief we are strongly committed with our employees, providing for them the best work place conditions in order to retain the talent that currently allows us to hold the leadership in financial inclusion.

To achieve this, we have implemented strategies and internal policies whose objective is to manage change and talent, improve the productivity and wellbeing of our employees, and make an impact on society by generating quality jobs that offer development opportunities and balance our employees’ work and family life.

These themes and their indicators are an essential part of the strategies of Gentera and its companies; therefore, deriving from a year to year evolution and improvement in the performance of our organization, we have achieved full efficiency in all service areas, reached our business goals, reduced turnover, increased our staff, positioned ourselves in the wages market and have successfully implemented new lines of business and/or products.

G4-10, G4-11

20,179
PERMANENT
EMPLOYEES, 6.2% increase in staff with respect to 2014 of which, in Mexico 81.5% are unionized

G4-LA12

Staff by company and gender

Staff by gender and age

Note: This data only corresponds to Mexico.

Staff by gender and country

Staff by professional category

G4-LA1

In 2015 , we hired

6,031

employees

7.8%

decrease in turnover rate,
reaching 30.9% annual sales force turnover

New staff by age group

Note: This data only corresponds to Mexico.

New staff by gender

Note: This data only corresponds to Mexico.

New staff by company

Note: This data only corresponds to Mexico.

140%

increase in
average seniority
of CM Promoter

in 2015 with respect to 2012, a factor that
generates a better group consolidation,
and results in greater portfolio
renovation and quality

G4-DMA LABOR/MANAGEMENT RELATIONS

At Gentera and its companies, communication holds an important place, so we strive to strengthen the bonds of trust with our employees by keeping an open dialogue between them and management in order to find out their specific needs and implement mechanisms to fulfill them, creating a work environment that favors the achievement of institutional goals. In addition, through an open dialogue we inform our employees of the new challenges that will allow us to evolve and strengthen our commitment with the Philosophy of the organization.

With human value generation and organizational climate improvement strategies within the Group we have become one of the best companies to work for in Mexico and Latin America, according to several rankings carried out by the Great Place to Work Institute.

Gentera, 1^st place in Mexico,
in the category of financial
companies with more than
1,000 employees

Gentera, 2^nd place in Mexico,
in the category of companies
with more than 5,000 employees

Gentera, 16^th place in
Latin America in the category
of companies with more than
500 employees

Compartamos s.a., 7^th place
in Guatemala and 18^th place in
Central America

We also obtained special distinctions by the Great Place to Work Institute:

“Fellowship” category,
for hospitality within our institution,
representing a family or team

The “Inspiring Pride” dimension, described
by Great Place to Work Institute as
the possibility of forming teams consisting
of employees who enjoy their work
and believe in their mission and devote
themselves to it with care, enthusiasm
and creativity

Equal opportunity

G4-DMA DIVERSITY AND EQUAL OPPORTUNITY, EQUAL REMUNERATION FOR WOMEN AND MEN (SPECIFIC)

At Gentera we believe in the person and their capacity for self-fulfillment, so we value diversity as an intrinsic element of our roots. Furthermore, we believe in the importance of the role that men and women play in society, so we offer equal opportunities without gender discrimination to our clients and employees.

We currently have a specialized area to consolidate gender equality at Gentera whose objective is to establish policies and processes that guarantee an inclusive culture with three action lines: offering our employees an excellent work place with equal opportunities for growth and development; attracting and retaining talent regardless of gender; and contributing to the welfare of society by driving initiatives of inclusion for employees and clients.

Gentera obtained renewal of the 2014-2017 Family-Responsible Company Distinction,awarded by the Secretaría del Trabajo y Previsión Social for its development of best work practices favoring work-family integration

For fifth consecutive year
we were part of the Best
Companies to Work for in
Mexico:
ranked 10^th in Gender
Equality of the
Great Place to
Work Institute

Through the implementation of
strategic lines and processes
favoring equal opportunities,
non-discrimination and respect
for individuals, we obtained
EDGE re-certification,
granted by
The Global Business
Certification Standard
for Gender Equality

We obtained the special
“Absence of favoritism”,
recognition by GPTW institute for outstanding results in
“Model Impartiality”.
This distinction recognizes fairness in the Group, due to the existence of mechanisms that ensure EQUALITY AND TRANSPARENCY OF ORGANIZATIONAL PROCESSES AND DECISION-MAKING

Our dedication to these standards and distinctions allows us to consolidate internal performance follow up mechanisms regarding gender equality and equal opportunities through the assessment of specific indicators derived from employee surveys, and the internal –including training– and external distribution of their results.

Gentera is the first Mexican Company to be recognized by the Work & Family foundation with the IFREI* international accreditation for Corporate Family Responsibility as a result of our keen interest for individuals and the integration of their work, personal and family life

^**IESE Family Responsible Employer Index

Compensation and benefits

G4-DMA EQUAL REMUNERATION FOR WOMEN AND MEN, G4-LA13

Regarding wages, in accordance to our Philosophy and in compliance with the Mexican Federal Work Law, at Gentera we provide equality of working conditions, regardless of gender. We also evaluate positions without distinction or discrimination; therefore, there is no salary gap between men and women.

We make sure of maintaining internal competitiveness and equality by carrying out quarterly gender evaluations to verify that there is no compensation inequality. The range of compensation of all our employees is between 80% and 120% of the salary tabulator, a factor that together with performance evaluations, forms the matrix for determining salary raises.

G4-LA2

In order to provide our employees with the best working conditions and have a positive impact in their quality of life, we offer diverse benefits and entitlements in the three countries where we operate in:

Guaranteed fixed compensation
Mexico (Gentera, Compartamos Banco, Aterna, Yastás e Intermex)	Peru (Compartamos Financiera)	Guatemala (Compartamos S.A.)
Salary⁽¹⁾ Vacation⁽²⁾ IMSS⁽²⁾ INFONAVIT⁽²⁾ Vacation premium⁽²⁾ Profit share⁽²⁾ Legal breaks and holidays⁽²⁾ Year-end bonus⁽³⁾ Vacations⁽³⁾	Salary⁽¹⁾ 30-day vacation⁽²⁾ Family allowance⁽²⁾ Obligatory breaks⁽²⁾ Seniority compensation⁽²⁾ Profit sharing⁽²⁾ National holidays and Christmas Bonus⁽²⁾	Salary⁽¹⁾ Seventh weekday⁽²⁾ Vacation⁽²⁾ Year-end bonus⁽²⁾ Bonus 14⁽²⁾ IGSS, IRTRA and INTECAP⁽²⁾ Local holiday⁽²⁾ National holidays⁽²⁾

Benefits and bonus
Mexico (Gentera benefits, optional for companies, Mejora tu calidad de vida)		Peru (Compartamos Financiera)	Guatemala (Compartamos S.A.)
Savings fund Food vouchers Pension plan CV2 Personal accident insurance Life insurance Major medical insurance Combo (insurance flexibility) New parenthood benefits for employees Maternity and paternity leave flexibility	School kit for employees Employee psychological and legal assistance Institutional leave Day care center Sports center Bank games Agreements Emergency assistance Operational bonus (sales) Performance bonus Seniority bonus	Annual school allowance Food vouchers Life insurance Complements (to required life insurance) Work risk complementary insurance Christmas benefits (Christmas basket and others) Institutional leaves Agreements Medical insurance Integral family health insurance Annual performance bonus for administrative areas Monthly productivity bonus (business and operations)	Life insurance Medical insurance Medical family insurance Bank holidays Birthday half holiday CV2 Incentive bonus Variable salary plan

Notes.
⁽¹⁾ Basic compensation.
⁽²⁾ Legal benefits.
⁽³⁾ Benefits exceeding those required by law.

G4-LA3

During 2015 –in Mexico–, 623 women and 763 men exercised their right for maternity/paternity leave; 582 women (93.4%) and 762 men (99.9%) returned to work at the end of the leave. Of employees returning to work, 446 women (76.6%) and 573 men (75.20%) keep their job after 12 months.

Skill development

G4-DMA TRAINING AND EDUCATION

At Gentera, training our employees is essential for their full development and for achieving the strategic goals of our operation.

We strive to get qualified employees who will help us safeguard the offer of value we provide to our clients, maintaining strategic communication between the business and operation, and being more competitive. In this way, we provide our employees with the tools that will allow us to guarantee quality in the execution of our processes and positioning the financial solutions we offer.

To guarantee that all our employees are aware of the functions inherent to their position, we have tools such as a certification process, surveys with branches managers, employees interviews, instructor feedback reports and report cards. In addition, there are indicators such as the number of trained employees, learning, service, attendance, trainee cost, training hours and pass rate, which allow us to keep informed of the progress made in the matter.

Training is based on a pedagogical model that will allow us to advance in the degree of depth until the necessary level of competence is reached. Starting from an employee’s hiring date, we have training periods of 37, 120 and 180 days, at the end of which they obtain the position certification.

In addition:

We offer training for Promoters, Consultants, Coordinators and branches Managers under the “Multiplicando” program, which trains employees –online and onsite– at two moments in their first six months at Compartamos Banco
We carry out updating and leveling through onsite workshops at the branches on specific methodology subjects, as well as reinforcement of people skills

G4-LA9

Our employees received
940,625
training hours

Trained employees by gender^*

^*Information corresponds to operational courses (internal training).

Training hours by professional category^*

^*Information corresponds to operational courses (internal training).

Average employees training hours (gender)^*

^*Information corresponds to operational courses (internal training).

G4-LA9

63
Yastás newly hired sales force
employees were trained:
13 WOMAN AND 50 MEN;
40 training hours
per employee

22,559
ethics courses
imparted to
employees

G4-LA10

Moreover, in order to improve employee competences, we imparted Career Acceleration Programs that offer an academic degree, specialization and professionalization; these programs are linked to training programs in key business activities.

We support our employees at the start and conclusion of their professional studies with an educational offer that includes certifications, diploma courses, bachelor and master degrees and seminars.

We have implemented a program for Human Development focused on full development of our employees which addresses skills, knowledge, behavior and attitudes in personal, family and social environments.

Finally, whenever any of our employees ends the work relationship, we offer an outplacement program that will provide them with professional accompaniment by a third party who will support them in the preparation and transition into a new job opportunity.

198
Career Acceleration scholarships,
an increase of 36.6% with respect
to the previous year

Performance evaluation

In addition to training and in order to enhance employees’ development and improve results, we carry out a management process in our performance cycle in which we invite our employees to align their personal objectives to the strategy of the organization, monitor their own progress together with their superiors, and finally evaluate their objectives and goals with respect to institutional values.

Through a performance evaluation systematized by the Success Factors platform, we analyze four key moments:

Using this tool, 2015 was the year with least turnover rate, showing we are the best company to work for.

In 2015,
2,165
of our services areas’ employees
were evaluated on their performance

G4-LA11

Performance evaluation

100%
of our employees
underwent performance evaluation, services areas annually and sales force monthly