Enríquez García, H. C.
11
Vol. 9, núm. 25 / enero – abril del 2024
total fructose intake may play a role in the obesity epidemic. It is unknown whether HFCS (High Fructose Corn Syrup) used in solid foods produces the same overconsumption as in beverages, but they suspect that if high fructose were entirely in solid form, it would not pose the same problem.
In relation with the arguments above, it can be inferred that some Grupo Bimbo products can develop diabetes and obesity, this goes against any CSR measure, as mentioned by authors Bancerz (2016) and Sharma et al (2010) given that these ingredients occur more in “Marinela ” and “Barcel ” brands, there are products where a large part of their consumers are infants.
4.3. Safe working conditions
Grupo Bimbo on its website grupobimbo.com (2018) indicates that 10 of its work centers have received the Safe Company certification from the STPS (Ministry of Labor and Social Welfare, acronym in Spanish).
Likewise, one of the insiders interviewed commented that often they carry out internal campaigns for the prevention of accidents such as internal audits where the same collaborators participate, informative posters and safety capsules before starting a meeting of more than 10 people, they have also transformed several of their work centers to avoid accidents, their principle is: "every injury can be avoided".
These prevention initiatives undoubtedly generate social value because according to Bellovi & Senovilla, (2004) and the European Agency for Safety at Work, this allows employees to be in physically optimal conditions to spend time with their families and at the same time the company prevents the payment to the Mexican Institute of Social Security (IMSS, acronym in Spanish) for work-related accidents, which represent a cost that all companies want to avoid. This in turn generates shared value creation and social responsibility.
4.4. Discrimination, equity, and diversity
According to the confidential insider respondents (people who were interviewed, we explained this on the research methodology) and the Grupo Bimbo ’s website (2018), since 2014 the company has "consciously" sought to ensure that all people of different backgrounds, styles and experiences have the same opportunities to participate, get involved and to be promoted within the company. Likewise, emphasize that before 2014 recruiters discriminated against applicants for a vacancy because of any tattoo, earring, hair color, the way they dressed and even if it was male or female to fill specific vacancies. Now the company has tried to be inclusive, perhaps it was for social pressure and changes in morals worldwide, also it was implemented a policy called "diversity and inclusion" where they try to avoid any type of discrimination in their recruitment processes, and this is intended to permeate all levels of the organization from managers to operatives. Many trainings have been held to promote this culture.
However, there is something that continues to be the "Achilles Heel" of the group, according to several confidential respondents, in order for an internal collaborator to grow and aspire to a higher position from operational to managerial level, he/she must be referred by someone important in the firm. It is said that for executive positions they often invite the sons of higher directors or managers to participate in that type of positions, it is impossible to invite people who do not have a reference from the upper hierarchy of the organization.
This leads to the intuition that the company is very traditionalist and discriminates in its recruitment processes that are unfair or equal, no matter it is a public company, consequently, does not correspond to a CSR practice.