GCC recognizes the importance of corporate governance and strong leadership. The company is committed to maximizing stakeholder value and driving growth through the execution of its business strategy, while promoting accountability and providing security, impartiality and transparency in the decision-making processes.
Consisting of 3 independent members and their alternates, the committee advises the Board of Directors on matters related to audit, risk management, best corporate practices, compliance, evaluation and compensation.
Luis Nicolau Gutiérrez
Consejero y Presidente del Comité
Fernando Ruiz Sahagún
Consejero
Armando J. García Segovia
Consejero
Jesús Olivas Corral
Consejero
Led by the CEO and integrated by 8 members, the committee is in charge of developing GCC’s sustainability strategy, while identifying impacts, risks and opportunities that may arise in the social and environmental fields.
Enrique Escalante
Chief Executive Officer
Ronald S. Henley
President of U.S. Division
Marcos Ramírez
President of Mexico Division
Rogelio González
Chief Technical Operations Officer
Luis Amaya
Energy and Procurement Director
Maik Strecker
Chief Financial and Planning Officer
Gina Lotito
Chief Sustainability Officer
Ismael Terrazas
Sustainability Manager
The committee, composed of 7 members (2 permanent and 5 rotating periodically), monitors compliance with the GCC's code of ethics.
We encourage our stakeholders to submit their inquiries and suggestions related to ethics and governance through the following anonymous communication channels:
E-mail: gcc@ethic-line.com
Phone: 01 800 062 4008
Website: www.ethic-line.com/GCC
The committee is integrated by 16 core members and 41 champions and ensures respectful treatment for all employees and vendors, as well as equal opportunities for recruitment, personal development, and professional and social growth, regardless of race, gender, sexual orientation, physical abilities, religion, ideology or age.
The Talent Committees, composed of 7 committees and 39 members from HR, operational leaders, and senior executives, oversee succession planning and leadership development for key roles. With a five-year outlook, they assess internal talent, define development paths, and ensure continuity in critical positions. Nominations for senior leadership roles are reviewed and approved by the Board of Directors.
