The Working Groups are a comprehensive tool for achieving the objectives of Ethical Trade Forums at a strategic level, as they address highly important topics in which companies and other stakeholders can find solutions to promote good practices related to sustainability in the Spanish agri-food sector.
Working Groups are open to the participation of member companies, as well as professionals from our stakeholder groups (associations, social initiatives, trade unions, academic institutions, public administration, etc.) who wish to contribute their insights on matters affecting the sector.
ACTIVE WORKING GROUPS
Labour Consultancies and Accountancy Firms
Context |
Small and medium-sized enterprises delegate their legal obligations in many areas to management and labour advisory firms, and there is an increasing number of non-financial mandatory requirements emerging. Companies will surely seek support from their labour consultancies and accountancy firms in meeting these requirements. The group’s objective is to research and create materials and resources that allow for understanding and reducing the gap related to ethical trade and its requirements, as well as the significant role that accountancy firms play in this field.
|
|||||
Creation
|
2022 |
|||||
Achievements |
|
|||||
2023 Goals |
Establish a collaboration agreement with associations or colleges of social graduates to:
|
|||||
Coordinators |
|
|||||
Participants |
|
Updated as of October 2023
Environmental Sustainability
Context |
Due to the breadth of the term “environmental sustainability,” the working group conducted a priority survey in 2023 to establish the different areas of action for the group, with the aim of promoting various activities within a European framework in different relevant areas of work for the sector. The following have been the priority topics that the group will channel future actions towards:
|
|||||
Creation
|
2021 |
|||||
Achievements |
|
|||||
2023 Goals |
|
|||||
Coordinators |
|
|||||
Participants |
|
Updated as of October 2023
Grievance Mechanisms
Context |
Promote and manage the establishment of an independent and centralized grievance mechanism for the sector, along with the necessary training resources for its proper implementation.
|
|||||
Creation
|
2020 |
|||||
Achievements |
|
|||||
2023 Goals |
|
|||||
Coordinators |
|
|||||
Participants |
|
Updated as of October 2023
Dialogue between company and worker representatives
Context |
Creation of a conducive environment for the promotion, training, and practical implementation of social dialogue between companies and workers.
|
|||||
Creation
|
2020 |
|||||
Achievements |
|
|||||
2023 Goals |
|
|||||
Coordinators |
|
|||||
Participants |
|
Updated as of October 2023
Circular Labour Migration
Context |
Promote a Feasible and Transferable Personalized Employment and Social Integration Plan (IPIL in Spanish) in different contexts in Spain through the concatenation of seasonal work.
|
|||||
Creation
|
2018 |
|||||
Achievements |
|
|||||
2023 Goals |
|
|||||
Coordinators |
|
|||||
Participants |
|
Updated as of October 2023
Ethical Trade Forum´s Guiding Principles
Context |
Creation and evolution of the guiding principles of the Forums, as well as tools that facilitate companies in monitoring risks and providing appropriate resources to promote best practices.
|
|||||
Creation
|
2019 |
|||||
Achievements |
|
|||||
2023 Goals |
|
|||||
Coordinators |
|
|||||
Participants |
|
Updated as of October 2023
Communication (Stand-by)
Context |
The objective of this group is to support the association in the publication of newsletters and communication actions both externally and internally.
|
|||||
Creation
|
2019 | |||||
Achievements |
|
|||||
2023 Goals |
|
|||||
Coordinators
|
|
|||||
Participants
|
|
Updated as of October 2023
INACTIVE OR FINALISED WORKING GROUPS
Responsible Use of Labour Providers
Context |
Develop a tool aimed at providing a series of best practices and recommendations in various areas of the daily management of temporary labour providers, targeted at user companies responsible for creating optimal conditions for both the labour provider and the assigned workers to perform their tasks correctly.
|
|||||
Activity period
|
2018 – 2021 | |||||
Achievements |
|
|||||
Participants
|
|
Updated as of October 2023
Covid-19
Context |
In a constantly changing environment during the pandemic, both in terms of personal and professional requirements, members of the association formed this working group to provide clear and effective information to companies in the sector during this period of change.
|
|||||
Activity period
|
2020 – 2021 | |||||
Achievements |
Creation of four key guides on the following topics:
|
|||||
Participants
|
|
Updated as of October 2023
Field Worker Survey
Context |
Develop a tool aimed at assessing the level of well-being/engagement of workers. By designing a bank of 30 questions directed at workrers, it is possible to improve the work environment, identify future risks, or measure the assessment of various aspects within the company.
|
|||||
Activity period
|
2019 – 2021 | |||||
Achievements |
|
|||||
Coordinators
|
|
|||||
Participants
|
|
Updated as of October 2023
Worker Accommodation
Context |
Develop a tool that enables employers to focus their efforts on providing decent accommodation for the personnel they hire. Compile guidelines and best practices that are realistic and useful for employers regarding how to manage accommodations for temporary workers.
|
|||||
Activity period
|
2018 – 2020 | |||||
Achievements |
|
|||||
Participants
|
|
Updated as of October 2023
Grower-Customer Empathy
Context |
Understand and manage diversity in the broadest sense within organizations in the agri-food sector, bringing together the challenges of producers and customers to promote better empathy and decision-making.
|
|||||
Activity period
|
2019 – 2020 | |||||
Achievements |
|
|||||
Coordinators
|
|
|||||
Participants
|
|
Updated as of October 2023
Equality and Prevention and Action against Workplace Harassment
Context |
Recognizing the need to protect fundamental rights, especially equality and dignity in the workplace, and due to the lack of clear guidelines on how to manage “workplace harassment” of any kind, there arises a need to create a protocol with the aim of serving as a guide for companies in the horticultural sector to ensure a safe working environment.
|
|||||
Activity period
|
2019 – 2020 | |||||
Achievements |
|
|||||
Participants
|
|
Updated as of October 2023