Grifols’ workforce is the driving force behind its innovation and growth, as well as its most valuable asset as a family business. The company aspires to foster a work environment that ensures equal opportunities in all areas, particularly gender diversity and professional development to reinforce the talents of each and every Grifols employee.

Policies, guidelines and management tools
  • Selection processes follow Grifols Recruiting Policy to ensure systematic hiring procedures that comply with current legal frameworks and support corporate values.
  • Grifols makes no distinction between men and women in its hiring practices, compensation or benefits packages. In accordance with the Grifols Equal Opportunities Philosophy, salaries for new hires are the same regardless of gender.
  • The Grifols Performance System (GPS) is used every year to evaluate employees’ professional performance. 
  • Grifols’ Health and Safety Policy sets out a rigorous system for occupational health, safety and risk-prevention in the workplace.

Grifols’ COMMITMENT to its employees
  • Serve as a responsible and sustainable company that contributes to generating economic, social and environmental value by fostering the engagement of its teams and a corporate culture built on solid values. 

  • Maintain an open dialogue based on trust and respect with employee representatives.

  • Guarantee equal opportunities.

  • Encourage teamwork to promote cross-functional knowledge flows that contribute to innovation.

  • Ensure the ongoing improvement of the health, well-being and safety of all employees.
  • Foster the acquisition of new knowledge and continuous training adapted to the needs of each employee, combining specialized and comprehensive skills.
  • Offer a professional development model based on systematic processes for assessing attitudes, performance and behavior to identify employees’ strengths and areas for growth.

  • Offer competitive compensation packages and compensate employees who contribute to the company’s continuous development and demonstrate significant individual and professional performance.

People as a priority

Created in 2019 to reinforce team commitment and motivation and integrated in the HR department.

Its mission is to support the company’s growth, financial success and long-term sustainability, intensifying and strengthening the value of people as the driving force for the present and future of Grifols.

Focus areas: 

  • Employee safety
  • 360-degree well-being of employees
  • Diversity and inclusion
  • Work-life balance
  • Corporate volunteering
  • Social events that bolster ties among employees and/or with stakeholders 

In November 2017, the company launched the Grifols Values Survey, “Your Opinion Counts!” to better understand how employees experienced Grifols’ values. The Survey was aimed at all Grifols’ employees, except for Grifols Plasma Operations (GPO) employees. The participation rate was 50.6% and action plans were implemented both at the area and corporate levels based on its findings.

In October 2019, the Grifols 2019-2020 Employee Survey was announced as a follow-up to the 2017 survey. The Global Sales area participated in the pilot project, which reached 2,000 employees. The survey will be rolled out globally in 2020.

In 2019, the company celebrated the first edition of the One Grifols Awards to recognize employees and teams that have contributed to boosting the company’s growth and future success. Awards are given in four categories: 

  • Enhancing existing business: teamwork between business areas or functions to improve existing opportunities
  • Unlocking new opportunities: new initiatives that have a strong entrepreneurial element
  • Optimizing processes: solutions that optimize ways of working
  • We are Grifols Special Recognition: reward employees or teams that have gone above and beyond to drive the company’s values.

In 2019, the award distinguished various initiatives, including the team responsible for developing platforms to improve the early detection of alpha 1-antitrypsin (DAAT) deficit and the 40-plus volunteers who worked on the Ebola Project in Liberia, aimed at finding a potential vaccine against this disease.