Ferrovial - Annual Report 2012


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Human Rights

Workplace harassment

Since 2008, Ferrovial has published on its intranet a corporate Procedure for the Prevention of Workplace Bullying, Sexual Harassment and/or Gender-based Harassment. It is now in force throughout Spain. A Whistleblowing Channel was implemented in 2010 and is available to all Ferrovial's stakeholders, both internal and external.

The approach was based on the third article of the Code of Ethics, which calls for respect for the law, ethical integrity and Human Rights. It also draws on the contents of Organic Law 3/2007, passed by the Spanish government on March 22, 2007 to guarantee effective equality between men and women, and to protect employees from potential situations of gender-based harassment in the workplace.

This procedure, drafted in accordance with the recommendations of the European Framework Agreement on harassment and violence at work of April 26, 2007, guarantees the right to the utmost privacy and confidentiality in the handling of all such matters, including the identity of the persons involved.

In 2012, 16% of complaints for alleged harassment were made via the Complaints Box. For each of these, the company carried out the process established by the procedure. It conducted an exhaustive analysis of the situation to check the facts as claimed while respecting the confidentiality and privacy of the parties involved.


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This is an electronic version of the 2012 Annual Report prepared by Ferrovial, S.A. for its stakeholders, which aims to be complete and accurate. The contents of this version can be checked by referring to the print version. A copy of the print version in PDF format is available to download on this web page