Academia MX

Tailor-made training that seeks to foment the professional development of employees through innovative training, such as the use of mobile devices and technology, based on a range of virtual spaces that allow them to choose when and where they take their courses.

We offer content from international platforms, such as TED, KhanAcademy, Coursera, edX, miriada and the Open University of Catalonia (UOC). This training is complemented by courses created by Banco Santander to offer a wide range of training options.

AMX Talks

In May 2019, a new training option was launched: AMX Talks, live transmissions from a recording studio anywhere in the world regarding contemporary issues. They are given by gurus who share their experiences regarding success stories and best practices.

The topics focused on are: Personal Image, Feedback, Prioritizing and Delegating, Collaboration, Cybersecurity, Operational Risk, among others.

Given that cellphones continue to been one of the most widely used devices to access Academia, in August 2019, the AMX app was launched, as well as AMX OnDemand and the Rosetta Stone platform, which offers people the opportunity to study up to 25 languages completely online.

Launch of Academia via Contact Center

Academia was launched for everyone from the Contact Center during an event encompassing a live webinar that was attended by a total of 990 employees.

Digital Training

This training program is aimed at all the Bank’s employees who want to learn more about digital transformation and/or develop digital skills. The courses currently on offer encompass content focusing on the development of a digital mindset in areas such Agile, Innovation, Digital Culture, Office 365 and Design Thinking, among others.

During 2019, several specific programs were implemented to promote digital skills among Santander’s employees.

Other Digital Transformation Training Projects

In October, we launched the first Digital Transformation and Analytics Diploma, a program designed in conjunction with the Tecnológico de Monterrey, the goal of which is to help train professionals in the competencies they need to spearhead the digital transformation process we are currently undergoing. The diploma is divided into common core subjects and disciplines in Agile Business, Big Data and Data Science. In 2019, 31 people from different areas took part in this program.

In October 2019, we also launched an Agile training program that has been designed for people collaborating on a project that requires the incorporation of agile practices. The program covers everything from the principles of Agile to the development of the Product Owner, Scrum Master and Lean Practitioner roles.

Clerk Induction

The entire clerk training program was redesigned, focusing on turning it into a program based on customer service and a positive mindset.

SME Promotion Induction

The goal of this program is to train and certify all branch SME executives, Senior SME executives and SME Center Managers to help standardize knowledge through Academia and Zoom sessions given by experts. The goal is also to ensure an on-going training and certification process for new hires (promotions and sign-ups) for the position of branch SME executive.

Talent Retention and Development

A fundamental part of achieving our mission of driving the progress of people and companies is having a unique, motivated and committed team that has a wide-ranging outlook and is capable of looking beyond the workplace.

Among the programs we have implemented that promote talent attraction and retention within our organization, the following play a major role:

Santander Meeting and Coffee Talks: Through this program, we have confirmed that Santander is a great place to work. We invite university officials, recent graduates and students who are close to graduating to these events, offering them the opportunity to spend a day at Santander. We give presentations about the Bank, our talent attraction programs and employment opportunities.

In 2019, the following people took part in this program:

• • 193 academics
• • 100 students
• • 78 university campuses
• • 5 regional institutions

Anáhuac-Santander Scholarship: In conjunction with Universia and Universidad Anáhuac, we offer a scholarship to 30 students from a range of degree and high-performance programs from their second semester onward. Throughout their degree program, we coordinate activities with these students to ensure that, when they graduate, they choose us as the best option for starting their professional lives.

Scholarship for Master’s in Banking and Financial Markets: We offer employees the opportunity to enroll in a Master’s degree program at a prestigious university in Mexico.

Banking Administration Course at ITAM: This programs aims to consolidate our relationship with one of the best universities in the country, the Autonomous Technological Institute of Mexico (ITAM), actively contributing to student development.

Mundo Santander: Aimed at high-performance professionals within the Group, this program focuses on assigning them to a short secondment in an area of interest to the participant in a foreign country. There is a development platform where participants can review new projects that help them consolidate their knowledge and experience. We actively participate in this global development program by sending an average of 30 employees from Mexico and receiving around 10 employees per year.

Evaluation Processes

We constantly monitor the professional growth of our employees, which is why we have a range of evaluation and monitoring tools that allow us to identify the development of our employees within the institution.

DPO Evaluation

The Goal-Based Performance Evaluation (DPO) model focuses on recognizing efficiency and effectiveness based on results, allowing us to ensure fair growth. This type of evaluation reviews employee results and processes and encompasses three main areas: general performance, individual contributions to the goals of the area, and behavior.

360 ^o Evaluation

By incorporating feedback based on all workplace relationships – superiors, peers and employees -, this evaluation ensures greater objectivity. The range of perspectives considered allows us to help our employees develop their personal skills and holistic development.

Based on the results of our annual surveys, we calculated the leadership index of our directors. Through this exercise, we identified outstanding leaders and recognized their contributions in our newsletter, a fortnightly publication sent to all the Bank’s employees. They were also invited to a breakfast event with Héctor Grisi, President of Santander Mexico, during which they shared their best practices.

We also implement communication campaigns that allow us to reach a wide range of audiences. Conference cycles on Diversity and Inclusion in 2019 had a positive impact on a total of 1,500 people, while our campaign via Comunica (our internal channel) reached 18,000 people.

In 2019, we continued with our communication strategy entitled Igualmente diferentes (Equally Different) through posters and direct mailing. We also launched three sprints on our Academia digital platform focusing on: “Do You Accept, or Do You Tolerate”, regarding workplace inclusion and the inclusion of people with color blindness; “Mind Tricks”, regarding subconscious prejudice and implicit discrimination; and, “With Great Privilege Comes Great Responsibility”, regarding inclusive leadership.

Female Talent

Goal 5.5. Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decisionmaking in political, economic and public life.

“Increasing the presence of women in management roles is something that requires our full attention and dedication. The goal is for women to have a greater say in strategic decisions as more diverse leadership benefits us all. We all win, including men and society as a whole.”

Ana Botín
President, Santander Global.

we became a signatory of the UN’s Women’s Empowerment Principles (WEP’s) with the goal of reaffirming the Bank’s duty to empowering women within the workplace and the community.

One of the priorities of our Responsible Banking Agenda is to drive definitive structural change to achieve true gender equality that enriches the organization.

This is why we have created the following programs:

Networking, Connect to inspire: This consists of interactive sessions between any employee at the Bank and the female Executive Directors of their choice, offering them the opportunity to share experiences, advice and information about their professional development.

Cross mentoring: This program, developed in conjunction with Accenture, seeks to generate dialog between women leaders (Apprentices) and female directors (Mentors) from a range of difference companies, who, by sharing their experiences and perspectives, can help apprentices identify the skills they need to develop in order to attain their professional goals and consolidate their leadership.

Women 360°: The goal is to increase the number of women in senior management positions by developing high-potential skills based on the following four pillars: Emotional Intelligence, Leadership, Balance and Networking. The program also provides sponsor training to their bosses, making them co-responsible for their growth. Within a group of 107 women identified as having potential, more than 85% have already taken part in this program. During 2019, five groups were created, and the first mass event was organized, attended by more than 130 people and including prestigious speakers and specialists in female development.

Masterminds: This program is the continuation of activities by the first generation of the Women 360° program, focusing on female leadership and how to project it positively. Through this program, the goal is to raise awareness of the importance of projecting successful leadership or an executive role through assertive communication tools and forging successful relationships at different types of events.

Generational Diversity

We fully understand that the age differences between our employees enriches everyone’s lives. Within Generational Diversity, we offer the following programs:

Young Talent: This program favors the professionalization of possible employees and increases diversity within the organization based on the following young talent development and retention strategies:

Awareness regarding Generational Diversity.

Awareness regarding Social Responsibility within the company.

Motivation and leadership based on twoway mentorship, exposure and role models.

Support and monitoring of career plan.

Linkers: The goal of this program is to attract high-potential young talent from different degree programs and universities. Through this program, these interns have the opportunity to take part in their first structured workplace experience, including orientation by guides from the Bank and a solid development plan via our training and knowledge platform: Academia MX.

The learning experience offered through this program focuses on the development of 21st-century skills (accountability, continuous learning, agile mindset, critical thinking, collaborative work, and inclusion). It is a program that positions Banco Santander as an employer that drives diversity and inclusion, in addition to promoting the personal and professional growth of its employees.

In July 2019, 147 young people from throughout Mexico took part in the third annual Linkers program, working in different areas within the business.

Inroads–Social Inclusion: This program offers young university students from underprivileged backgrounds a chance to work at global companies. Today, we are the company that hires the most Inroads in the country. Some 35 Inroads have joined the organization to date, bringing with them their outstanding talent.

Young People Building the Future: A program coordinated by the Mexican government that connects young people between the ages of 18 and 29 with companies, allowing them to develop or consolidate their work habits and technical skills in order to increase their chance of getting a job in the future. In 2019, we had 75 apprentices.

Top Pool: A Global Corporate Banking program to help young people who have recently joined the Bank become outstanding corporate bankers in the long term. Based on this exclusive rotation plan, over the course of 18 months our employees acquire wide-ranging experience in Investment Banking or Capital Markets. Furthermore, we offer them training with experts in each product our Corporate Banking area offers, in addition to training sessions on a variety of topics and courses at prestigious schools. Another major advantage of Top Pool is that it offers these young people experiences with customers, as well as giving them the chance to participate on numerous Committees with senior members of the Corporate Banking area.

Young Leaders: This program is part of a global effort and is based on identifying 280 young employees from around the world who demonstrate outstanding leadership skills. Once this talent has been identified, we invite them to take part in a high-level training program that lasts for 18 months. During this time, they take part in forums and events, offering them the opportunity to develop and share their ideas on how to tackle disruptive challenges over the coming years. In Mexico, 24 young and promising employees took part in this program, with their sights set on becoming the leaders of tomorrow.

Work-Life Balance

We understand the people’s well-being goes beyond the workplace, which is why we support our employees and help them develop all aspects of their lives by implementing a comprehensive Work-Life Balance program.

Disability

Through a range of programs, we promote a culture of workplace inclusion for people with disabilities in order to break paradigms and offer them the same professional development opportunities.

Future programs include working in conjunction with Inclúyeme, Centro de Adiestramiento Personal y Social (CAPYS) and Capaxia to include more people with disabilities in our workforce.

5 students with visual impairment from Bachillerato Inclusivo started working as interns at Santander’s Contact Center in the city of Querétaro.

Fifth-semester high-school students from the Administrative Management program took part in a pilot program offered by the Queretaro State Center for Scientific and Technological Studies, in conjunction with the Polytechnic University of Santa Rosa Jáuregui, to include people with hearing, motor and visual disabilities.

Allowances and Benefits

Being a responsible bank means safeguarding the integrity of our staff, focusing always on safety, education and health. This is why we have designed allowances and benefits that meet their expectations and motivate us to improve our performance as a team.

Occupational Health and Safety

Through our BeHealthy Mexico program, we promote four main pillars: Know Your Body, Feed Your Body, Move Your Body and Balance Your Mind and Body, the goal of which is to drive the holistic health of our employees:

Know Your Body: We offer checkups, vaccination programs, Health Brigades, Health Week and Child Health Week.

Feed Your Body: We focus on preventing cardiovascular diseases by inviting employees to eat more Fernando, Santander employee. healthily.

Move Your Body: We promote sport among our employees and their families, offering them access to one of the sports centers with which we have an agreement here in Mexico.

Balance Your Mind and Body: It focuses on the mental and emotional health of our employees, helping achieve a better balance with physical health through tailormade action plans and training courses in emotional intelligence, stress control and resilience. A Wellness Coach is available throughout our branch network and corporate offices.

BeHealthy Week

One of our most important health initiatives is BeHealthy Week, during which we organize a range of activities for our community. We organize a wellness circuit for our employees to learn more about health-related issues. On a national scale, we coordinate challenges, conferences, relaxing massages, and, for our branch network, a Health Brigade. Medical assessments undertaken on-site include mammograms, blood tests, prostate-specific antigen (PSA) tests, electrocardiograms, eye tests, bone density tests, spirometry, venous insufficiency, BMI measurements, liver ultrasounds, physiotherapy, dentistry and stress assessments.

Banking Games

We took part in the banking games organized by the Mexican Banking Association and the Mexican Federation of Bank Unions. Through this activity, we promote a sense of belonging, as well as reaffirming our values, dedication, discipline and comprehensive development.

• • 666 participants
• • 109 medals

Occupational Safety

We have focused our efforts on Civil Protection by developing internal civil protection programs that ensure compliance and help prevent, decrease or mitigate risks.

We consolidated our practical training program, which focuses on offering a workshop at every workplace that focuses on civil protection, ensuring people can identify possible risks, understand the materials and equipment available to them in emergency situations, and learn more about the infrastructure in place to help during crisis situations.

6 Behaviors to Help Save a Life

Emergency response and prevention workshop focusing on the following areas:

• • First aid: choking, injuries, burns, among others.
• • Activation of emergency services.
• • Use of extinguishers for small fires.
• • Withdrawal and evacuation techniques.