Workers welfare

Responsible hiring and temporary agency

Workers voice

Environmental sustainability

Management systems

Sustainable communities

Health & Safety

Best Practices Collection

Accommodation Checklist

Company:	Dole UK
Area:	Worker welfare
Reason why it started:	To update the accommodation checklist in line with legislative changes, worker welfare considerations, and current risks such as climate events. Integration of the checklist created by the working group into an internal control system to carry out on-farm accommodation inspections.
Impact of the project:	A monitoring tool that provides reliable information, greater transparency and welfare, and strengthens collaboration between customers, farmers, and workers through continuous improvement.
Challenges of the project:	Adapting to new social and ethical requirements, classifying non-conformities, strengthening legal compliance, and incorporating worker interviews.

Project

Performance Evaluation

Company:	Vicente Giner
Area:	Worker wellbeing
Reason why it started:	It was initiated over 20 years ago as a system for evaluating worker performance to facilitate HR department decisions regarding contract renewals (at that time, temporary contracts).
Impact of the project:	The project has gone beyond its initial objective, as it enables: Implementation of a methodology for identifying areas for improvement Detection of conflicts Planning of employee needs by section Maintenance of a dialogue between the manager and the employee to evaluate performance and set improvement objectives
Challenges of the project:	The project faces the challenge of not only evaluating performance and controlling labor needs in the future due to justified or unjustified absences, but also trying to find ways to create a greater sense of belonging and compliance with basic rules (notifying planned absences) among workers who are more committed to the company.

Summary of the initiative and results

Project

Employee Performance Evaluation

Company:	Grupo CRIT
Area:	Worker wellbeing
Reason why it started:	It was introduced to improve talent management and avoid situations such as the Peter Principle, where employees are promoted until they reach a level at which they can no longer perform effectively. Performance evaluation makes it possible to analyze employees’ actual performance and make more appropriate decisions regarding promotion, development, and role assignment.
Impact of the project:	It has improved the quality of human resources management, optimized role allocation based on employees’ real competencies, and increased organizational efficiency. It also contributes to higher job satisfaction, professional development, and overall company performance.
Challenges of the project:	One of the main challenges is implementing an objective and fair evaluation system, avoiding bias and ensuring that all employees are assessed properly. It also requires securing engagement from both employees and managers, as well as integrating evaluation processes into the company’s regular operations.

Summary of the initiative and results

Grupo CRIT has implemented a performance evaluation system (EVD), including reverse evaluation, with the aim of analyzing employee performance and improving human resources decision-making. This system helps prevent inappropriate promotions, enhance employees’ professional development, and ensure a better fit between the employee and their role, contributing to the organization’s continuous improvement.

Project

Benefits for Job Stability from Building Social Dialogue at EUROSOL

Company:	SAT EUROSOL
Area:	Worker wellbeing
Reason why it started:	We were facing a conflict and elections within the two workers’ committees, and through FCE we saw the opportunity to participate in this pilot project, which aligned with our needs.
Impact of the project:	To successfully communicate and share the dialogue established within the company with all our stakeholders.
Challenges of the project:	Achieving effective social dialogue between the company and its workers.

Summary of the initiative and results

Resolution of our initial conflict, as well as the significant publication of our book: “Social Dialogue in Companies: A Collaborative Construction.” Above all, achieving that all our employees feel proud of the company where they work.

Project

IMPULSA Program

Company:	Grupo El Ciruelo
Area:	Worker wellbeing
Reason why it started:	We have headquarters in both Spain and Brazil. Thanks to collaboration between our Human Resources teams in both countries, a two-week staff exchange program will be carried out. Two employees from our Brazil headquarters will travel to Spain, and two employees from Spain will have the opportunity to work in Brazil. The program lasts 15 days. During the first week, participants tour the facilities and meet with different departments to gain an overall understanding of the host location. In the second week, activities are carried out in an equivalent role under the supervision of an assigned mentor. The aim is to reduce the sense of distance between both locations and allow selected employees to experience firsthand how work is carried out across the ocean, gaining a broader perspective of the company.
Impact of the project:	Through the development of the IMPULSA program, we aim to promote both professional and personal growth among our teams, while strengthening collaboration and connections between our sites in Spain and Brazil. We continue to implement more initiatives and programs focused on employee wellbeing, ensuring our people receive the training and development they need, because we understand that caring for our team is essential to growing together.
Challenges of the project:	We are currently facing three main challenges: 1. Adapting the program so that it is equally attractive to both cultures has been complex, particularly from a marketing perspective. 2. Interest levels have been uneven, with greater interest from Brazil-to-Spain exchanges than from Spain-to-Brazil. This may be linked to preconceived ideas about the country’s socioeconomic level and opportunities. This is seen as a challenge, as participants traveling from Spain to Brazil will later be able to share how enriching the experience and cultural exchange truly are. 3. The program is being managed by HR with support from the communications department; however, employee questions are not always being addressed effectively. This highlights the need to further refine program details and strengthen interdepartmental communication to provide clearer and higher-quality responses to staff concerns.

Summary of the initiative and results

The program was announced on March 13, 2025, and our employees can now submit their applications to participate. To do so, they must send a three-minute video introducing themselves, stating their job position, and explaining why they are the ideal candidates to be selected.

The program is still under development, and we are looking forward to seeing its reception and results.

Project

Supplier Approval and Ethical Compliance

Company:	G’S GROUP HOLDING LTD
Area:	Worker wellbeing
Reason why it started:	Climate change is causing higher temperatures across southern regions of the planet, and there was no project or individualized (metabolic) analysis examining how these temperatures affect each individual in the specific tasks they perform during a working day.
Impact of the project:	Impact on results: The impact will be measured during the next summer campaign, when new measures will be implemented. Impact on people: Improved worker safety and health during working days, as well as increased employee engagement due to the company’s commitment to improving working conditions during periods of heat stress. Environmental impact: At present, this initiative is mainly focused on people, although potential positive environmental impacts in the future are not ruled out. Community impact: Contributing to people’s safety and health will position the company as a benchmark employer and encourage more people to want to work at G’s. Efficiency in the use of resources: Stronger investment in safety and health will help reduce absenteeism and staff turnover.
Challenges of the project:	A joint project with Sainsbury’s and La Isla Network to assess worker heat stress during summer in high-temperature operational areas, specifically in Cúllar (Granada). Together, a group of employees was selected and all workers (including the health and safety committee) were informed about the project’s development and their voluntary participation. Over five days, a sample group was metabolically monitored to better understand vital indicators, dietary habits, work-break patterns, and occupational health and safety management systems related to preventive culture and heat stress.

Summary of the initiative and results

The agricultural heat stress analysis project is highly ambitious, helping us achieve a deeper understanding and providing numerous measures to mitigate heat stress in agriculture.

Collaborative construction of social dialogue at EUROSOL. Workplace Culture for an intelligent and happy organization through inclusion and respect for diversity

Company:	SAT Eurosol
Area:	Worker wellbeing
Reason why it started:	The situation addressed by this good practice stemmed from difficulties in exercising social dialogue. Communication flows were affected by emotional states, interpretations, and judgments that weakened team spirit and encouraged prejudice, impacting workplace coexistence and generating significant stress and conflict. At times, there appeared to be no intercultural, inter-union, or management-worker understanding. The situation escalated into formal complaints regarding working conditions and negative media coverage, which fueled destructive rumors and increased mistrust and susceptibility among all involved.
Impact of the project:	Impact on results: The ROI is clear: investment in action-research hours and training workshops reduced costs caused by conflict. A ROE (Return on Expectations) was also achieved, generating non-financial returns such as increased trust, reputation, and credibility internally and externally. The resulting manual has become a university reference work. https://rua.ua.es/dspace/bitstream/10045/128398/3/DIALOGO-SOCIAL-EN-LAS-EMPRESAS.pdf Impact on people: Workplace climate is now highly positive, evidenced in the following sources: https://goo.su/0qcn8Rq , https://goo.su/SZa2Urj , https://goo.su/SbWXzg , https://goo.su/TV4a , https://goo.su/Gz5Z Environmental impact: Although this practice is not directly environmental, environmental considerations were incorporated when designing training actions agreed upon through social dialogue. Community impact: Workers’ quality of life improved as they strengthened civic participation and saw their labor and human rights reinforced. A stronger Eurosol contributes to the local territory by creating more and better employment opportunities, including for people at risk of exclusion, while helping counter negative narratives about the agricultural sector in Almería. Efficiency in the use of resources: The initiative includes jointly agreed training on resource management and collaboration in socio-environmental projects.
Challenges of the project:	The main objective was to restore social dialogue at EUROSOL. Specific objectives included: (1) identifying the root causes of communication problems; (2) guiding a non-blaming reflection process to address the situation without confrontation; and (3) translating insights into a training plan to co-create a social dialogue roadmap. The methodology was based on agile action-research, enabling open participation from all stakeholders through training actions suited to complex situations. Focus groups and anonymous ad-hoc questionnaires were applied. The target audience included employees, union representatives, and management staff. Work began in December 2021 with diagnostic phases, followed by a one-year implementation that produced a collaboratively developed social dialogue manual involving workers, management, the University of Alicante, and Ethical Trade Forums. Today, workplace climate remains positive and the manual continues to serve as a reference framework for effective social dialogue.

Summary of the initiative and results

This practice leads us to conclude that, regardless of how negative a situation may be, honest and well-planned work aimed at promoting social dialogue has significant socioeconomic value. This initiative is currently being studied in Spanish and international universities and presented at conferences on responsible communication and interculturality. University students are also carrying out study visits to closely observe its impact and learn about communication management.

New Citizenship Association for Interculturality

Company:	ASNUCI (Asociación Nueva Ciudadanía por la Interculturalidad)
Area:	Workers welfare
Reason why it started:	It was started to create temporary collective accommodation for homeless migrant workers.
Impact of the project:	Insertion of vulnerable workers and proportion of decent housing.
Challenges of the project:	Project Financing.

Summary of the initiative and results

Accommodation built in Lepe as proof that, if there is a will, anything can be achieved.

Project

Development of Transcendent Motivation in the organization’s workers

Company:	El Ciruelo S.L.
Area:	Workers welfare
Reason why it started:	Increased motivation of workers through new social actions
Impact of the project:	Promotion of the culture of solidarity
Challenges of the project:	Call and dissemination among the organization’s workers.

Summary of the initiative and results

Stop for 6-8 minutes every 4 hours of continuous work, thus finding a benefit for the workers (physical and mental well-being) = Improved quality of work, and long-term benefits in the company (improving work performance, lower percentage of injuries and low economic cost).

Project

Path to wellness: Stretching during the working day

Company:	Frutas Poveda
Area:	Quality Department and Human Resources Department
Reason why it started:	To favour the reduction of injuries in the packaging area of the warehouse, where physical fatigue is a factor to take into account in the occupational health of workers.
Impact of the project:	Improvement of the work quality of the workers and benefits in the short and long term of the company’s work performance.
Challenges of the project:	Greater individualization in each of the workers and their involvement in future measures and improvement of the system.

Summary of the initiative and results

Project

Description of good practices implemented in your company

Company:	AM Fresh
Area:	RR.HH
Reason why it started:	• Workforce> 50% are over 55 years old. • Morning and afternoon shifts in the middle of the campaign. • Increase in sick leave.
Impact of the project:	• Decrease in casualties • Work satisfaction

Summary of the initiative and results

Agreement with the Works Council: Workers over 62 years of age
• They have preference in choosing the work shift
• They are not obliged to work the 9th hour of the day
• Free shuttle bus to the workplace
• Free WIFI in the company dining room
• Access to bakeries is allowed for the sale of products during rest hours.
Among other improvements.

Project

Facilities, integration and communication for workers

Company:	Hall Hunter
Area:	Human Resources and Welfare
Reason why it was started:	Improve the integration of migrants in the Odemira territory
Impact of the project:	Very positive feedback that helped define investment projections for Capex 2019.
Challenge of the project:	Execution of Capex projects for well-being.

Summary of the initiative and results

Have support for the equal process of our workers. Promote alliances with other companies and social actors in the region. Improve the supply of training, accommodation and facilities.