Statkraft

 
 
 
 

The employees of Statkraft Perú S.A. are in the 20 to 63 age range, and the majority are male (83%). The latter is explained by the high demand of engineering professionals or technicians, where the female population is reduced.

The characteristics of company’s employees in 2014 compared to the previous year, based on gender, region where they work, and age, are shown below.

Classification of employees per category and gender

Table 12

Categories
2013
2014
Female Male Female Male
Managers
1
3
1
5
Leaders
4
19
13
47
Employees
25
141
23
135
Total
30
163
37
187

As shown in Table 12, there is female presence in the three categories. In total, female employees account for 20% of all company’s employees.

Classification of employees per workplace and gender

Table 13

Location
2013
2014
Female
Male
Female
Male
Arcata
0
10
0
9
Cahua
0
16
0
15
Gallito Ciego
0
5
0
3
Lima
29
53
35
65
Malpaso
0
4
0
4
Oroya
1
53
0
49
Pachachaca
0
6
0
3
Pariac
0
8
0
7
Yaupi
0
8
0
7
Cheves
0
0
2
18
Other areas of interest
0
0
0
3
Rapay
0
0
0
4
Total
30
163
37
187

Table 13 shows that the premise with the greatest number of employees is the main office in Lima, where 54% is female.

Number of employees per age

Table 14

Age
2013
2014
20 to 30 years old
42
62
31 to 40 years old
58
64
41 to 50 years old
41
41
51 to 60 years old
45
49
61 years old or older
7
8
Total
193
224

The greatest concentration of employees per age range is in the 31 to 40 years old segment, followed by the 20 to 30 years old segment, as shown in Table 14.

Number of employees per time of service

Table 15

Employees’ time of service
2013
2014
From 0 to 5 years
93
119
From 6 to 10 years
21
29
From 11 to 15 years
16
14
From 16 to 20 years
10
11
From 21 to 25 years
15
10
From 26 to 30 years
16
19
From 31 to 35 years
17
13
From 36 to 40 years
5
7
More than 41 years
0
2
Total
193
224

As observed in Table 15, the greatest concentration of employees per time of service is in the 0 to 5 years segment, i.e. personnel joining the company in 2010 and 2014. However, 23% of personnel have been working in the company for more than 20 years, i.e. personnel staying in the company after the merger between Electroandes and Cahua.

Characteristics of remuneration per gender

Statkraft Perú S.A. makes no gender distinction when ascertaining and assigning economic compensation of employees. The compensation of each position is defined based on the duties assigned, the complexity of the position, and the area of influence; as a consequence, there is a distinction between the main areas and the business support areas.

  • In the Management Team –six managers, including the Country Manager–, female managers account for 17% of the total. Without taking the Country Manager into consideration, the salary gap between men and women is 32%, i.e. the salary of female managers is higher in that percentage.
  • Among heads of areas, the economic compensation earned by men is 2% lower than that of women. Heads are mostly men and the work they perform is in important areas of influence for the company.
  • In the rest of labor categories, the salary gap between men and women is 3%, i.e. compensation of women is 3% lower than that of men.