Social: Enhancing Our People’s Well-being and Growth

At CELO, our people drive our success and sustainability. As a family-owned business, we are deeply committed to fostering a supportive, safe, and inclusive workplace where every employee can grow, thrive, and contribute their best. This commitment forms the second pillar of our ESG strategy, ensuring that our culture, policies, and operations reflect care, respect, and opportunity for all.

At CELO, our people drive our success and sustainability. As a family-owned business, we are deeply committed to fostering a supportive, safe, and inclusive workplace where every employee can grow, thrive, and contribute

their best. This commitment forms the second pillar of our ESG strategy, ensuring that our culture, policies, and operations reflect care, respect, and opportunity for all.

Our Approach to Social Responsibility

We focus our efforts on two core areas:
• Build a culture prioritizing health & safety: Making safety and well-being our top priority in every location and process.
• Empowering our people: Investing in the engagement, development, diversity, and inclusion of our workforce across the globe.

Build a Culture Prioritizing Health & Safety

Build a Culture Prioritizing Health & Safety

Key Health & Safety Achievements

  • Local Prevention Plans and risk assessments were implemented at our Spanish factories.
  • Autonomous machinery and advanced safety technology at key sites in Spain, supporting safe production.
  • Regular factory training sessions empower teams to handle workplace risks and foster a proactive safety culture.
  • Advanced safety measures in our international plants, including noise studies (USA) and occupational hazard assessments (China).
  • Actively monitoring and reporting Health & Safety KPIs, such as: workplace and commuting accidents, and occupational illnesses.

Roadmap

Establish a Global Preventative Health & Safety Culture (by Q3 2026):

We aim to standardize our Health & Safety management system across all locations by introducing global KPIs, expanding risk assessments, and ensuring consistent guidelines, training, and communication. We are also pursuing ISO 45001 certification through the implementation of a robust Occupational Health and Safety Management System. Progress will be tracked through employee acknowledgment of guidelines, workforce coverage, and the reporting index of observations and near misses.

Incident Detection, Response & Monitoring (by Q1 2026):

Establish and monitor global health & safety KPIs to identify high-risk areas and establish reduction targets for the number of incidents—covering accidents and occupational diseases —disaggregated by sex, and track the frequency and severity rates of accidents.

Empowering Our People

Engagement and Professional Development, Diversity and Equality Achievements

  • Flexible scheduling and digital disconnection policies (Europe) promote work-life balance.
  • Digitized recruitment and onboarding for streamlined, supportive entry and growth.
  • Comprehensive training plans in technical, leadership, and soft skills extend globally.
  • Share of documents with the employees that teach environmental awareness and responsibility.
  • Regular performance evaluations and satisfaction surveys promote feedback and continuous improvement.
  • 2023 global engagement survey showed high participation and demand for ongoing learning.
  • Strict non-discrimination policy and diversity embedded across all operations and hiring.
  • Equality Plans (Spain) and anti-harassment protocols ensure fair, safe work environments.
  • Initiatives for the inclusion of employees with disabilities, and development of an LGBTQ+ plan.
  • Global communication and monitoring of diversity initiatives supported by dedicated committees.

Roadmap

Support & Monitor Employee Engagement & Professional Development (by Q2 2026):

All employees are integrated into the Dathum feedback system; regular satisfaction surveys track well-being and psychological safety. Global performance evaluations elevate employee skills, satisfaction, and motivation. 

KPIs:

• Rate of satisfaction survey participation
• Selected results of satisfaction survey
• Coverage of global performance review plans
• Training hours by professional category

Formalize Global Diversity & Equality Policies (by Q2 2026):

Unified equality policies and KPIs will be launched group-wide. Strategic communications support implementation, and corrective measures to address gaps. Harassment prevention and diversity initiatives extended to all sites.

KPIs:

• Employees covered by Equality Plan
• Acceptance and understanding of equality policies
• Gender pay gap monitoring
• Coverage of moral harassment and sexual harassment protocol measures
• Inclusion policies (disability, LGBTQ+) coverage

At CELO, we believe caring for our people means investing in safety, growth, and belonging—today and every day. 

If you have any questions about our social initiatives, contact our ESG team at: esg@celo.com