As of December 31, 2013, Mosaic employed 8,402 regular employees. Mosaic aims to be the employer of choice for a diverse and inclusive workforce. This includes the representation of women, which can be challenging in the agriculture and mining industries. Our global philosophy is to provide competitive compensation and benefits, with flexibility to choose programs that best meet our employees’ needs. Mosaic provides health, welfare and retirement benefits to all full-time employees and eligible dependents. We attract employees through methods including, but not limited to, job boards, social media, diversity career fairs, veterans career fairs and college job fairs.
In addition to our regular workforce, individual business units retain contract workers and interns. Our robust student hiring programs provide a work opportunity to summer, co-op and intern students in Canada, the United States, Argentina and Brazil. Individual business units track contract workers by hours worked and in compliance with relevant local legislation, but additional data aggregation and demographic analysis is not currently possible at the group level.
|Workforce by Employment Type, Region and Gender|
|FT Salary (Graded)||FT Hourly (Non-Graded)||PT*||Total|
|United State of America||1385||534||2457||152||1||2||3826||688|
|Notes: Excludes Apprentice (Brazil), Bridge to Retirement, Expat, Fixed Term Contract, Interns/Co-op, Retiree, Spouse of Retiree, Surviving Spouse, Temporary/Seasonal, 17 Leave Types (Including: Long term, work comp, extended short term, extended disability, Carlsbad union disability, Brazil long term sickness, extended leave/no benefits).
(*) Defined as less than 35 hours per week.
Mosaic does not track individual contract worker counts or demographics.
16% of Mosaic’s total workforce is female.
Mosaic recognizes that women are most underrepresented across the mining and metals industry. Women make up 16% of our company’s total workforce. In the face of challenging and persistent perceptions that our sector is traditionally “male” Mosaic strives to improve the number of women we recruit and retain.
|Total Employees by Age Group, Gender and Region|
|New Hires by Age Group, Gender and Region|
|Employee Turnover by Age Group, Gender and Region|
In 2013, overall employee turnover totaled 8%. Mosaic measures employee satisfaction biannually in a comprehensive survey of employee engagement, an indicator of productivity and a force that drives business outcomes. For the fiscal 2012 survey, Mosaic’s overall employee engagement level increased to 62%, up from 60% in fiscal 2010. The average engagement score in our industry is 55%. Our survey response rate was 82.9%, which is far above the industry average of 60%. This means that the majority of our employees describe Mosaic as a good place to work, want to stay with the organization and strive to exceed expectations in their daily roles.
Within each of the countries in which Mosaic operates, benefits provided or offered to our full-time employees may differ for various reasons, including:
|Type of Benefit||North America||South America||Asia/Pacific|
|Employee assistance program||Yes||No||No|
|Defined-contribution savings plan||Yes||Yes||No|
|Annual profit sharing||Yes||Yes||No|
|Deferred bonus & deferred pay||Yes||No||No|
Mosaic provides competitive compensation and bonus opportunities for jobs in all disciplines and geographic markets based on company and individual performance. Additionally, Mosaic contributes toward retirement income benefits, which may include defined-benefit pension plans, defined-contribution plans or any other supplemental retirement plans across our locations and countries. The majority of administrative, insurance and other costs associated with Mosaic-sponsored health and welfare plans is borne by us. The U.S. plans are fully funded, while the Canadian plans are approximately 90% funded. Information on small plans in Brazil or Argentina was unavailable at the time of reporting. Brazil’s is a legacy Cargill plan covering approximately 250 people, while the Argentina plan covers only four people. Participation in the retirement plans is automatic in the United States and Canada. The defined-contribution plan is open to all, but it is not mandatory to participate. The Argentina plan is by grade level.
Parental leave is offered to employees in North America, South America and Asia. As parental leaves vary in accordance with local laws and customs across the regions where we operate, Mosaic is unable to track retention rates of employees returning from parental leave. For example, in the United States, parental leave is undistinguished from broader reporting on the Family and Medical Leave Act, as well as state laws.
Mosaic values collective bargaining as an important form of collaborative employee engagement. In addition, Mosaic is sensitive to the needs of its employees, and much consideration is placed on applicable notice periods for any such changes that may impact employees. Freedom of association and the right to collective bargaining is respected in all of Mosaic’s operations per our Commitment to Human Rights, which is guided by the Universal Declaration of Human Rights (UDHR), the most widely recognized definition of human rights and the responsibilities of national governments; the International Labor Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work; and the Organization for Economic Co-operation and Development (OECD) Guidelines for Multinational Enterprises.
|Employees Covered by Collective Bargaining Agreements|
|Total Worldwide Employees||8,044|
|Total Employees Represented by a Union||4,601|
Some of Mosaic’s labor agreements contain provisions of advance notice periods with respect to significant operational changes that impact employees. In the United States, we adhere to federal and state WARN (The Worker Adjustment and Retraining Notification Act) laws that requires a 60-day notification of plant closings and mass layoffs. We provide the minimum notice required, which varies by local legislation and collective bargaining agreements in the regions where we operate.
Mosaic has not been subject to organized labor actions, including strikes or lockouts of any duration, at any of its locations in the 2013 reporting period. Moreover, we have not had a strike by or lockout of our employees in facilities where Mosaic is the majority owner since our formation in 2004.
There were no work-related fatalities at Mosaic in 2013. Mosaic follows U.S. Occupational Safety and Health Administration (OSHA) standards to calculate recordable injury frequency rates (RIFR) on a global basis. An OSHA recordable injury is an occupational injury or illness that requires medical treatment that is more than simple first aid. Lost day frequency rate (LDFR) calculates the frequency rate of calendar days lost. Lost days begin the day after the lost time occurs and calendar days are counted, with no exception for weekends, holidays, vacation or scheduled time off.
Twelve Mosaic facilities have received ISO 14001 (Environmental Management System) and OHSAS 18001 (Occupational Health and Safety Management System) certification. The Mosaic Environmental, Health and Safety Management System will ultimately be implemented at all material Mosaic operations worldwide.
|Recordable Injury Frequency Rate (RIFR) CY 2013|
|Notes: Mosaic does not track RIFR or Lost Day Rate specifically by gender.|
|Lost Day Frequency Rate (LDFR) CY 2013|
|Notes: Mosaic does not track Recordable Injury Frequency Rate or Lost Day Rate specifically by gender.|
|Injury Count by Gender CY 2013|
|Absenteeism Rates FY 2013 (%)|
|Argentina and Chile||3.54%|
|Notes: (*) Data for hourly and salary nonexempt employees only.
(**) Except for Colonsay, Potash’s data is for hourly employees only.
(***) Due to a system change mid-year, Brazil’s absenteeism data is for July-December 2013.
(****) In China and India, all full-time Mosaic employees are salaried, and absenteeism is accounted for per their respective HR policies.
Mosaic promotes the well-being of employees through a variety of programs. Preventive services provided include health risk and biometric assessments, as well as programs for health-related issues such as diabetes, cancer, heart disease and physical fitness. Where possible, we partner with our health-care providers, who provide education on health-related issues.
We provide on-site occupational health services in various global locations. Mosaic also has a companywide pandemic preparedness policy.
Mosaic offers these assistance programs to employees in North America, Latin America and the Asia Pacific.
|Education and Training for Workers||Yes|
|Education and Training for Worker Families||Yes|
|Counseling for Workers||Yes|
|Counseling for Worker Families||Yes|
|Measures to Limit Exposure and Transmission of Disease Among Workers||Yes|
|Measures to Limit Exposure and Transmission of Disease Among Families||Yes|
|Treatment Provided to Workers||Yes|
|Treatment Provided to Families||Yes|
Mosaic is committed to conducting business activities in a manner that protects the health and safety of its employees, contractors, customers and communities. In addition to health and safety topics being covered in the majority of our union contracts, the relentless pursuit of an injury-free workplace is the top priority of Mosaic.
Mosaic is expanding its Learning Management System for improved companywide reporting in 2014. Currently the company does not track employee training and education specifically by employee category or gender.
|Training and Education|
|Growing U||34,975 hours|
|Topics in Business Conduct and Ethics||2,031 hours|
|Phosphates: Environment and Safety||260,933 hours|
|Potash: Environment and Safety||185,846 hours|
|Argentina and Chile: Environment and Safety||6,787 hours|
|China: Environment and Safety||4,167 hours|
|India: Environment and Safety||393 hours|
|Brazil: Environment and Safety||57,970 hours|
|Enterprise IT Training||2,892 hours|
|Notes: All Growing U numbers are for salaried employees.
Topics in Business Conduct and Ethics reflects only online training hours and does not include in-person training sessions.
In Mosaic’s global operations, employees are encouraged to continuously learn and improve their skills. With management support, Mosaic offers an educational reimbursement program for employees in all countries to better meet current job responsibilities and prepare for future opportunities within Mosaic. The reimbursement program’s stated purpose is to “strengthen employee skills and invest in people by providing financial reimbursement to employees who continue their education.” Mosaic also provides retirement tools and services through third-party vendors. This would include online resources such as, but not limited to retirement planning tools, calculators, articles, videos and Webcasts.
As part of our strategic priority of Investing in People, we have a performance management process called EDGE – Evaluating, Developing and Growing Excellence. Our performance management process has evolved to include scaled competencies, goal alignment and an emphasis on employee and career development.
|Percentage of Employees Receiving Regular Performance and Career Development Reviews, by Gender|
|Full Time Salaried Population (Launched Forms)||2516||977||3493|
|Performance Reviews Given||2361||929||3290|
|% of Reviews Received||93.80%||95.10%||94.20%|
Mosaic’s Equal Employment Opportunity and Nondiscrimination Policy provides equal employment opportunities to all Mosaic employees and other qualified persons without regard to race, religion, color, gender, national origin, age, disability, marital status, citizenship status, military or veteran status, sexual orientation, gender identity, genetic information, or any other legally protected status under applicable laws in countries where Mosaic employees work. The policy also provides that Mosaic is committed to maintaining a work environment free of discrimination. Mosaic’s commitment applies to all terms and conditions of employment, including, but not limited to:
Retaliation or reprisal toward an employee who has exercised their rights under this policy is strictly prohibited. Mosaic’s Code of Business Conduct and Ethics reinforces this policy.
Mosaic tracks ethnicity only in the United States. Diversity indicators include White, Black/African American, Native Hawaiian or Pacific Islander, Asian, American Indian or Alaskan Native, Two or More Races, and Hispanic or Latino.
|Ethnicity by Gender|
|Ethnicity||Males||Males %||Females||Females %||Total||Total %|
|American Indian or Alaskan||30||0.78%||5||0.73%||35||0.80%|
|Hispanic or Latino||422||11.03%||52||7.56%||474||10.50%|
|Two or More Races||21||0.55%||2||0.29%||23||0.50%|
|Note: Includes United States, active employees, regular employees and employees on a leave of absence.|
|Total Management Workforce Worldwide by Gender and Age|
|Total U.S. Management Workforce by Ethnicity|
|Ethnicity||Total Management||Percentage of Management|
|Black or African American||51||6.81%|
|American Indian or Alaskan||1||0.13%|
|Hispanic or Latino||37||4.94%|
|Two or More Races||5||0.67%|
|Note: Includes United States, active employees, regular employees and employees on a leave of absence.|
One of Mosaic’s strategic priorities is to Invest in People, and we are committed to providing the environment, development and compensation to ensure that Mosaic is a company where employees want to work and grow.
We are an equal opportunity employer, and our recruiting practices focus on matching the best possible candidate to the position. Mosaic uses salary ranges that are competitive with market pay ranges for positions of comparable responsibility, functional knowledge, impact and other compensable factors. Each salary range has a minimum or threshold salary for a new hire, although Mosaic typically sets the actual salary above this minimum.
While our processes ensure Mosaic’s compensation is competitive and equitable, we also take steps to understand how our employees perceive their pay. In three consecutive bi-annual engagement surveys – administered globally to all Mosaic employees – we asked for responses to the following statement: I am paid fairly for the contributions I make to the company’s success. Both women and men have continued to respond favorably to this question, with 56% and 55%, respectively, either strongly agreeing or agreeing.