DIVERSITY AND INCLUSION AS DRIVERS OF INNOVATION

Grifols views diversity as a key driver of innovation. A talent pool comprised of employees with different thought processes, backgrounds, cultures and beliefs is vital for developing innovative ideas.

Diversity has many facets – among them, race, ethnicity, gender, gender identity, age, religious affiliation and sexual orientation – but it also includes varying educational backgrounds, personality types, cultural references, experiences and physical abilities.

At Grifols, we understand that an inclusive culture allows people to express their differences, while feeling respected and valued. This leads to innovative and highly committed teams.

The Grifols North America Bioscience Commercial Women’s Leadership Initiative (WLI) was created in the U.S. to enhance the professional trajectories of women in the organization. In 2019, this initiative welcomed 350 members and included development sessions titled “Unconscious Prejudices Related to Stereotypes”, “Leadership Sessions in VUCA Environments”, and “Personal Branding.” For the first time, members of WLI attended the 2019 National Healthcare Business Women’s Association Annual Conference, which was attended by more than 1,000 women in the medical sector, as members of the executive committee.

Diversity at a glance in 2019

RACIAL DIVERSITY IN THE U.S.

DIVERSITY OF NATIONALITIES

GENDER DIVERSITY

AGE DIVERSITY IN THE WORKFORCE

CREATION OF “GRIFOLS NORTH AMERICA BIOSCIENCE COMMERCIAL WOMEN’S LEADERSHIP INITIATIVE” TO PROMOTE WOMEN’S PROFESSIONAL CAREERS IN GRIFOLS
YOUNG TALENT AND EXPERIENCED PROFILES TO COMPLEMENT A VERY AGE-BALANCED STAFF

Equal opportunities 

Grifols makes no distinction between men and women in its hiring practices, compensation or benefits packages. In accordance with its philosophy of equality, salaries for new hires are the same regardless of gender. 

The company has equal-opportunity guidelines in place as part of its commitment to the right of equality and non-discrimination in accordance with the March 22, 2007 Law of Equality. Currently, equality negotiating committees have been established in the group’s companies and new equality plans are being discussed, which will include measures such as:

  • Dissemination of the Equal Treatment and Opportunities Plan
  • Incorporation of specific training actions regarding equality in the Grifols Training Plans
  • Consolidation of the positive action stipulated in Articles 11 and 18 of the 17th General Agreement of the Chemical Industry regarding selection and hiring processes. This ensures that individuals with equal competencies, skills and suitability as other candidates, but who are of a less-represented sex in the corresponding professional areas and groups, are favored during the hiring process.
  • Dissemination of awareness-raising actions for the prevention of gender-based and sexual harassment and implementation of a protocol of prevention.
  • Flexibility and work-family balance measures
  • Trainings to raise awareness and encourage the use of inclusive language

These actions are aligned with the basic principles established by the Grifols’ Code of Conduct and Code of Ethics for senior management.

Integration of new teams

Grifols’ growth is due in part to corporate acquisitions and operations that have allowed it to continue expanding and strengthening key areas of its business model. Corporate transactions such as Talecris (2011), acquisitions of the transfusion diagnosis divisions of Novartis (2014) and Hologic’s share of NAT donor screening unit (2016), and the recent purchases of Haema (2018), Biotest (2018) and IBBI (2019) plasma centers reflect the group’s solid experience. Effectively integrating teams and talent is key to ensure the success of these operations, since an estimated 70%-90% of corporate acquisitions fail as a result of human-resource issues and cultural differences.

At the early stages of acquisition operations, Grifols creates integration committees to prioritize the merging of teams and corporate cultures. They execute a unique internal communication strategy that –taking into account the needs of each organization– contributes before, during and after the transaction to mitigate uncertainties and consolidate the strengths of the combined team. To ensure success, leadership training and ongoing fluid, open and direct communication channels with staff recieves top priority.

* According to the Harvard Business Review.

IN 2019, GRIFOLS CREATED A MULTIDISCIPLINARY TEAM TO IMPROVE THE SELECTION, INCORPORATION AND ACCOMPANYING OF EMPLOYEES WITH DISABILITIES

Integration of people with disabilities

The company is committed to hiring individuals with disabilities and adopts alternative measures only in cases where it is not technically or organizationally possible, in accordance with the General Law on Persons with Disabilities, applicable to private- and public-sector firms in Spain. In 2019, 558 people with some type of disability formed part of the Grifols team. This represents an increase of 21%, up from 461 people in 2018.

Grifols promotes universal access for individuals with disabilities. Its accessibility principles include the removal of architectural barriers and a pledge to offer equal opportunities to individuals with disabilities. The company’s new buildings and facilities comply with current legislation and necessary structural reforms are carried out when necessary.

As part of this commitment, an interdisciplinary team was formed in December 2019 to improve the processes for recruitment, hiring and support for employees with disabilities, as well as their teams.

Anti-discrimination principles and actions 

Grifols subscribes to the principles of the International Labor Organization (ILO), which are aimed at promoting social justice, human rights and the recognition of fundamental labor standards. As such, Grifols adheres to the principles of equal opportunity and non-discrimination in the recruitment and hiring of new employees.

In the U.S., it complies with regulations issued by the Office of Federal Contract Compliance Programs (OFCCP) of the U.S. Department of Labor. These require that employers such as Grifols take active measures to ensure equal employment opportunities and avoid discrimination based on race, sex and disability, among other characteristics. Affirmative action plans (AAPs), aimed at increasing the employment of women and persons belonging to minority groups protected by law, apply to all companies with more than 50 people. 

In 2019, Grifols’ AAPs resulted in 106 concrete action measures, an increase of 10.5% from 2018, when 96 measures were included.

The company’s efforts to maintain a discrimination-free workplace resulted in only 55 reports of discrimination in 2019 from a pool of 24,003 employees. In 2018, 33 incidents were reported from a pool of 21,230 employees, while 48 were reported from a pool of 18,297 in 2017. These claims were thoroughly reviewed and evaluated. Although none was deemed discriminatory in legal terms, further measures were taken to ensure a discrimination-free environment.