Diverse people, inclusive people
At Ferrer we believe that everyone is free to feel and live as they wish
That is why we work to create a diverse and inclusive environment in which respect for all people is encouraged. We encourage listening, respect and trust, and we absolutely and forcefully reject any conduct that jeopardises a diverse and inclusive environment.
Moreover, we understand diversity as part of our activism because, in the end, we all promote it with every small gesture and action in our daily lives. We are all responsible for building a more equitable and respectful world that benefits everyone, regardless of their differences.
We want everyone at Ferrer to feel safe, understood, included, respected and supported, and we understand that respect knows no half-measures.
There are lines we must never cross.
These are the lines that we use to illustrate the borders of the unacceptable. When these lines are crossed, people feel intimidated, demeaned or belittled.
In 2022, we have focused on two major blocks: Diversity, Equity and Inclusion and the prevention of bullying and harassment.
Diversity, Equity and Inclusion
New Comprehensive Diversity and Inclusion Plan
Analysis of the reality of the company in terms of diversity and in relation to the management of processes and procedures aimed at people, examining the possible imbalances or unequal situations and the participation of the different groups that make up and are present in the company.
Within this plan we created a new role in the company: EDI Manager.
Awareness-raising campaign
With the motto #NoCrucesLaLínea (“Don’t Cross the Line”), we launched our global internal communications campaign with an unequivocal message: the lines are clear: don’t cross them.
To launch the campaign, we held a live streaming event for the entire company that included a round table discussion on gender-based violence led by the president of Ferrer, Sergi Ferrer-Salat, with guests Carla Vall i Duran, a criminal lawyer specialising in the defence of victims of misogynist violence, sexual violence and vicarious violence, and Aina Troncoso, a psychologist specialising in cases of misogynist violence.
Perception of Diversity and Inclusion in Ferrer
With the aim of obtaining information about the degree of promotion of Equality, Diversity and Inclusion (EDI) within the company:
- Global, confidential, anonymous and voluntary questionnaire on the perception of diversity by Ferrer employees. Number of completed questionnaires received: 757 completed questionnaires, 42% of the workforce (728 in Spanish, 10 in English and 19 in Portuguese).
- Focus Group to gather ideas and aspects for improvement in terms of EDI in Ferrer and to analyse the results of the questionnaire in greater depth.
A total of 39 people participated, 27 women and 12 men, from different departments and nationalities.
All conclusions obtained were used to draw up Ferrer’s new Comprehensive Diversity and Inclusion Plan.
Commitment of the Steering Management Committee
The entire Steering Management Committee and all the organisation’s leaders have committed to our Diversity and Inclusion objectives.
Diversity training
The course deals with prejudices to help us become aware of how prejudice affects us all, albeit often unconsciously, both personally and professionally.
We offer training on inclusive language to raise awareness about the importance of communicating using inclusive language and having the tools necessary to adapt our language.
By 2022, 26.65% of the workforce had received Diversity and Inclusion training.
Prevention of harassment
Harassment has no place in Ferrer
In no way and under no circumstances.
Our commitment to diversity, equality and inclusion is unequivocal.
We reject any conduct that puts these principles at risk.
Crossing the line is simply unacceptable.
– Revised Harassment protocol, which goes beyond what is stipulated in the Collective Bargaining Agreement to cover other types of possible harassment.
– Visibility of the reference team that investigates incidents in all our centres.
– Creation of new ways to access the complaint channel, to improve accessibility and speed.
– Implementation of QR codes in all the Company’s centres to facilitate access to the Campaign’s infographics, complaints channel, protocol and regulations, as well as to contact the reference team that investigates incidents.
– Video to explain the complaint process in order to convey transparency and trust.
– Creation of a company-wide #DoNotCrossTheLine wristband as a symbol of rejection of harassment.
– Launch of a training web series #DoNotCrossTheLine: the first mandatory training series on prevention of bullying and harassment for all Ferrer staff.
Through 10 chapters we offer the opportunity to discover 10 real-life situations that, unfortunately, still occur in the workplace today: for reasons of gender, sexual orientation or identity, race, origin, religion, social status, functional and generational diversity.
A Matter of Pride
As a company, we have a great responsibility to build a more fair and equitable society. And the day-to-day actions of each and every one of the people who work at Ferrer are essential.
In the framework of the International LGBTIQ+ Pride Day, we wanted to help make this collective visible through the stories of two people from Ferrer who show their pride.
The challenges towards a truly diverse, equitable and inclusive society are considerable, and the road is long, but our commitment is unequivocal and, for this reason, in 2023, our aim is to continue working on specific programmes to consolidate our position.