TEAMWORK

GRIFOLS’ TALENT POOL

Grifols has been able to balance growth and internationalization, while staying true to its fundamental values. The company’s recognition of the importance of its workforce as a primary driver of corporate success illustrates this core tenet.

The company advocates an equal-opportunity policy in its selection processes, training initiatives, remunerations, promotions and professional development efforts, while at the same time fostering an environment of diversity, inclusion, equal opportunity and non-discrimination. This approach allows Grifols to attract and retain high-caliber professionals who are committed to the research, development, production and commercialization of products that enhance the health and wellbeing of patients worldwide.

POLICIES AND GUIDELINES
SELECTION PROCESSES

Selection processes follow Grifols Recruiting Policy to guarantee systematic hiring procedures that comply with current legal frameworks and support corporate values. Grifols bases its talent search on criteria including professional profile, functional profile, motivation and growth potential.

REMUNERATION PHILOSOPHY

Remuneration philosophy is a competitive pay packages and compensates employees who support the company’s ongoing development and demonstrate solid individual and professional performance. As established in its corporate policies, each country offers remuneration and benefit systems adapted to its specific region.

PROFESSIONAL DEVELOPMENT

Grifols Performance System or GPS is a professional development tool. Employees are invited to carry out an annual performance review using this systematic process, which assesses their attitudes, performance and behaviors within the framework of Grifols’ corporate values. The GPS allows employees to examine their strengths and areas for growth and co-create individual growth tracks and professional development plans.

EMPLOYEE EDUCATION

Employee education is an essential part of Grifols’ professional development efforts. Grifols strives to continuously train its talent pool with the skills and competencies they need to successfully perform their jobs and prepare for roles of greater responsibility in the future. The company established “The Grifols Academy” in 2009 to enhance the skillset and leadership potential of its talent pool and cultivate dynamic forums for learning and knowledge-sharing.

AN EVER-EXPANDING TEAM

THE CONTINUOUS GROWTH AND DEVELOPMENT OF OUR WORKFORCES DRIVES OUR CORPORATE SUCCESS

In 2018, Grifols’ workforce comprised 21,230 employees, growing more than 16% over the previous year (18,296 employees in 2017). 

The number of women increased across all professional categories, especially in professional positions (+37%), to 1,379 women; management (+25%) to 590 women; and top management (+24%) to 172 women.

DIVERSITY, INCLUSION, EQUAL OPPORTUNITIES AND NON-DISCRIMINATION: CORE ASPECTS

GENUINE INCLUSIVENESS VALUES DIVERSITY. AT GRIFOLS, THE UNIQUE QUALITIES AND ABILITIES OF EACH EMPLOYEE ENRICH OUR CORPORATE CULTURE AND ENHANCE OUR PERFORMANCE

The diversity reflected in Grifols’ workforce is grounded on respect for individual characteristics including ethnicity, race, gender, age, physical appearance and ability/disability, as well as other issues like attitudes, religion, beliefs, education, nationality and background. Diversity also encompasses sexual orientation, marriage and civil unions, gender identity and/or expression and other personal aspects.

Grifols is proud of the diverse talents and abilities reflected in its global talent pool. The sum of employees’ individual differences, life experiences, knowledge, singular abilities and talents undoubtedly enrich Grifols’ corporate culture and boost organizational outcomes.

The company’s efforts to maintain a discrimination-free workplace resulted in only 33 incidents of discrimination in 2018 out of a total of 21,230 employees. In 2017, there were 48 incidents out of 18,296 employees.

These claims were thoroughly reviewed and analyzed. Although none was deemed discriminatory in legal terms, measures were taken to ensure a discrimination-free environment, including warnings, counseling, training and good practices.

DIVERSITY AT A GLANCE IN 2018

RACIAL DIVERSITY IN THE U.S.

CAUCASIAN: 43.3%
HISPANIC: 22.0%
AFRICAN-AMERICAN: 21.5%
ASIAN: 5.8%
HAWAIIAN/PACIFIC ISLANDERS: 0.4%
NATIVE AMERICAN/ALASKA NATIVE: 0.6%
TWO OR MORE RACES: 4.4%
UNSPECIFIED: 2.0%

GENDER DIVERSITY

59% OF GRIFOLS’ WORKFORCE ARE WOMEN
32% OF SENIOR MANAGEMENT ROLES ARE WOMEN AND
31% OF THE BOARD OF DIRECTORS’ MEMBERSHIP ARE WOMEN.

DIVERSITY BY AGE REPRESENTATION

31% WERE YOUNGER THAN 30 YEARS OLD 52% WERE BETWEEN 30 AND 50 AND 18% WERE OLDER THAN 50.

DIVERSITY INCLUDES HIRING PEOPLE WITH DISABILITIES

The company is committed to hiring individuals with disabilities and adopts alternative measures only when their hiring is not feasible for technical or organizational reasons, as established in the General Disability Law applicable to Spanish public and private companies.

Grifols promotes universal access to people with disabilities, including the removal of architectural barriers. The company’s new buildings and installations comply with current legislation and necessary structural reforms are carried out whenever necessary to guarantee access to people with reduced mobility.

In 2018, 461 people with some type of disability formed part of Grifols’ workforce (61 in Spain and 400 in the U.S.1).

1. Biotest US and Goetech are not included in this indicator.

GRIFOLS’ EQUALITY PLAN PROMOTES ACTIVITIES THAT SUPPORT THE FUNDAMENTAL PRINCIPLES OUTLINED IN THE CODE OF CONDUCT AND CODE OF ETHICS FOR EXECUTIVES

EQUAL OPPORTUNITIES

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 company has equal-opportunity programs in alignment with its policy of nondiscrimination and equal opportunity.

As outlined in Grifols’ Equality Program, the Equality Committee is responsible for monitoring the system, including periodical and objective evaluations. Launched in 2014, the program entails the following:

  • Dissemination of the Equal Treatment and Opportunities Program.
  • Incorporation of training activities on equality issues in Grifols’ Professional Development Plans.
  • Consolidation of the positive action measures by which preference is given to candidates of the under-represented sex in the professional area or segment in question, all other issues being equal, i.e. competencies, skill and suitability.
  • Dissemination of actions aimed at increasing awareness to prevent sexual and gender-based harassment throughout the organization and roll-out of a harassment prevention protocol.
  • Flexible working conditions and work-life balance initiatives.
  • Training initiatives to raise awareness and encourage the use of inclusive language.

These actions align with the core principles established in Grifols Code of Conduct and Code of Ethics for Executives.

Currently, the company continues to focus on a range of areas of intervention. These include actions to advance equalitarian organizational management; increase female representation in management bodies; contribute to eliminating wage gaps in positions of equal value; promote flexible work and work-life balance policies; and ensure internal and external communications use inclusive language and convey a gender-neutral approach, as established in the company’s official information channels on equal opportunities and the importance of language.

LABOR ORGANIZATION AND WORK-LIFE BALANCE

Effective equality is promoted through work-life balance measures that allow employees to reconcile their professional and personal commitments. Grifols continues to integrate work-life balance policies in the organization. In 2018, the company rolled out two important measures: A Friday workday of 8 a.m.-3 p.m. in Grifols’ centers in Spain for employees with standard business hours; and the option of dividing up one vacation day per year. In the U.S., all vacation days may be divided into half-day allotments. Grifols does not dispose of “right to disconnect” policies.

GRIFOLS’ EFFORTS HAVE LED TO A GRADUAL DECREASE IN THE WAGE GAP, WHICH IS BELOW INTERNATIONAL BENCHMARKS IN EVERY PROFESSIONAL CATEGORY

GENDER PAY GAP

The gender pay gap refers to the salary differential between men and women, calculated as the difference between the average salaries of both genders divided by the average salary of men.

Grifols provides gender-gap information per professional category of its workforce in Spain and the United States, which together account for more than 90% of its workforce.

The last report published by the World Economic Forum (WEF) recorded a gender pay gap index of 68% globally. This means that, on average, there is still a gap of 32% to close. To date, no country has reached parity and only seven countries have closed at least 80% of the gap. In Spain, the latest available data from the EU statistics agency Eurostat1 places the gender gap adjusted per hour at 14.2%.

1. Source: Eurostat 2016. https://ec.europa.eu/eurostat/web/equality/overview.

In the United States, the U.S. Census Bureau reported that full-time female employees receive, on average, 80% of salaries paid to male employees. The OECD2, on the other hand, data places the gender gap at 18.2%.

2. Source: Organisation for Economic Co-operation and Development. Gender Wage Gap OECD, 2017

Grifols is committed to effective equality, defined as equal pay for work of equal value. The data reported in 2018 highlight the company’s efforts to gradually reduce the gap across all professional categories.

SALARY GAPS BETWEEN MEN AND WOMEN REFLECT THE ORGANIZATIONAL STRUCTURE OF COMPANY, WHICH CONTINUES ITS EFFORTS TO ACHIEVE PAY EQUALITY

Salary differences between men and women are often indicative of the company’s organizational structure. In the case of Grifols, there are proportionately more women than men in plasma collection centers and, proportionately, more men than women in senior management roles. The gender pay gap is largely attributable to this organizational profile.

The company is committed to gradually closing the gap, starting with plans in 2019 to better understand its root causes. Based on this analysis, the company will update its action plan and implement solutions that are practical and beneficial for Grifols talent pool.

U.S. ANTI-DISCRIMINATION POLICY

The company complies with the Office of Federal Contract Compliance Programs (OFCCP) of the U.S. Department of Labor, which requires employers like Grifols to take active steps to ensure equal-opportunity employment and prevent discrimination based on race, gender and disability, among other aspects. These Affirmative Action Plans (AAPs) apply to companies with more than 50 employees with the objective of promoting employment opportunities for women and legally protected minority groups.

In 2018, Grifols’ AAPs led to 96 concrete action plans, a 40% increase compared to 2017 (57 action plans).

TALENT MANAGEMENT

BUILDING CLOSE CONNECTIONS WITH UNIVERSITIES AND EDUCATIONAL CENTERS AND OFFERING COMPETITIVE SALARY PACKAGES ARE CORE ELEMENTS OF GRIFOLS’ RECRUITMENT AND TALENT RETENTION

TALENT RECRUITMENT AND RETENTION

Grifols’ success depends on its ability to attract and retain qualified professionals who align with the corporate culture and contribute their expertise to address current challenges.

The company’s global expansion, growth and generational renewal all underscore the vital need of a solid human resources strategy capable of attracting, retaining and developing talent.

Grifols’ presence on university campuses is crucial to attracting exceptional talent. One of the most important components of this strategy is the Graduate Talent Program, an endeavor that allows the company to deepen its connections with schools and universities. In 2018, the program expanded its efforts in Spain, the United States and Ireland.

The company’s remuneration approach and the Grifols Performance System (GPS) promote talent retention. In 2018, Grifols implemented a business performance calibration and succession plan through the SuccessFactors platform, designed to enable Managers to develop talent more efficiently and easily.

In 2018, Grifols’ Human Resources and Corporate Communications finalized the design of the Employee Value Proposition (EVP). This innovative initiative reinforces Grifols’ branding and market position as an outstanding employer.

TRAINING AND DEVELOPMENT INITIATIVES

Grifols recognizes the critical importance of professional development to remain competitive in today’s dynamic international environment. For this reason, it makes a concerted effort to continually develop its global talent and equip employees with the skills they need to excel today and in the future.

In terms of training and development, the company focused on promoting Grifols’ corporate culture, developing leadership competencies, and maintaining its trademark high standards of quality, safety and technical excellence.

Grifols employees collectively received 2.5 million training hours in 2018 reflecting an average of 137.76 hours per employee1. These figures showcase the company’s continuous efforts and dedication to cultivating its talent pool.

1. In 2018, total training hours in the U.S. plasma centers has been reported for the first time. For this reason, this figure is not comparable with previous years.

1. In 2018, total training hours in the U.S. plasma centers has been reported for the first time. For this reason, this figure is not comparable with previous years.
2. Excluding total training hours carried out in the U.S. plasma centers.


THE ACTIVE INVOLVEMENT OF ALL GRIFOLS’ EMPLOYEES ENSURES THE SUCCESS OF OUR OCCUPATIONAL HEALTH AND SAFETY SYSTEMS

OCCUPATIONAL HEALTH AND SAFETY

Grifols’ Health and Safety Policy advocates a rigorous system of occupational health, safety and risk-prevention in the workplace. The policy guarantees that all of the group’s companies, as well as collaborating companies, act in accordance with country-specific regulations, rules, provisions and legislation, as well as with Grifols’ corporate health and safety standards.

The Occupational Health and Safety Department establishes corporate objectives every year and each center determines its annual safety and health targets. The department also monitors the Occupational Health and Safety Systems of Grifols subsidiaries through a program of regular corporate audits. International subsidiaries employ their own individual systems in line with their specific markets and corporate policies.

Grifols employees actively participate in the company’s occupational health and safety teams and committees to help identify and control risks, and promote new ideas surrounding the issue.

Grifols’ centers in Spain are OHSAS 18.001:2007-certified. International subsidiaries employ their own systems in accordance with their corporate policies and specific countries.

The company’s risk-prevention department provides services to the entire group. The safety and health program is monitored on three distinct levels:

  • Monthly monitoring of key performance indicators.
  • Advisory visits in all companies and follow-up of preventive plans.
  • Corporate audits. 
COMPREHENSIVE HEALTH AND SAFETY MANAGEMENT

IDENTIFICATION OF RISKS

Integrated during the design phase of new facilities, modification of production processes and acquisition of new equipment.

TRAINING AND AWARENESS PROGRAMS ON OCCUPATIONAL HEALTH AND SAFETY

Designed to guarantee that all employees receive adequate information and training on risk prevention. Offered to new hires and employees with new job responsibilities, and upon the introduction of new technologies and operational changes. In 2018, Grifols’ employees dedicated 100,437 training hours (94,293 hours in 2017) to occupational health, safety and environmental issues, representing an average of 5.44 training hours per person (5.98 hours in 2017).

EMPLOYEE HEALTH AND WELLNESS INITIATIVES

Grifols offers various programs to promote the well-being of its employees in its main countries of operation. In the U.S., the program includes a personal health advisor and biometrics monitoring, among other services.

In Spain, the company’s employee health program includes medical and physiotherapist teams. Every year, Grifols also celebrates a weeklong health-andsafety program with diverse athletic events.

OCCUPATIONAL HEALTH AND SAFETY: PROGRESS IN 2018

Grifols’ employees in Spain and the U.S. represent 90% of its workforce. The accident rate in 2018 is as follows:

BEHAVIORIAL BASED SAFETY WAS LAUNCHED IN 2018 TO PROMOTE SAFE BEHAVIORS AMONG TEAMS IN GRIFOLS’ MANUFACTURING PLANTS

IN 2018, EMPLOYEES COLLECTIVELY DEDICATED MORE THAN 100,000 TRAINING HOURS ON OCCUPATIONAL HEALTH, SAFETY AND ENVIRONMENTAL ISSUES, REPRESENTING AN AVERAGE OF 5+ PER PERSON

Grifols investigates all accidents, both with and without sick leave, first aids and accidents on work commutes in countries where it is regulated as part of its ongoing efforts to improve its prevention systems.

In 2018, Grifols launched Behavioral Based Safety (BBS), a corporate program that encourages managers to observe their team members and reinforce safety by correcting any unsafe behaviors. This program has been implemented in manufacturing companies and its implementation is planned in Ireland and Spain in 2019.

Plasma-related processes follow strict protocols in Grifols’ manufacturing facilities. Technical, organizational and personal prevention measures are adhered to at all times, resulting in a low frequency of occupational disease. Plasma centers pose a potential risk of contagion from contact with blood at the time of extraction. For this reason, Grifols has implemented an exposure control program to foresee and efficiently act in case of an incident. 

OTHER INDICATORS


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