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In Indra we understands our Social Corporate Responsibility (CSR) as a way of guaranteeing the sustainability of the company.

For us, our CSR strategy must be aligned with the natural activity of the company, which is create value through the development of innovative services and solutions. The services and solutions offered by Indra are an excellent tool to contribute to the development in a wider sense, not only to the benefit of our customers, but also, to the whole society and to the communities where Indra is active.

To reach this objective Indra has a CSR Master Plan that is updated every year to promote initiatives related to the integration of stakeholders, transparency issues and the ethical and responsible management of the company.

 

Annual Corporate Social Responsibility Report >>

Corporate Social Responsibility Policy >>

 

  • Child labor and forced labor: Given the nature of its activity, which requires highly qualified professional profiles, Indra has a low risk of incurring in child labor or forced labor, but it has nevertheless signed the Global Compact and openly manifests its opposition to all types of exploitation. In any case, Indra applies mechanisms to guarantee this by verifying the age of employees when they are hired, maintaining updated information systems that contain the personal details of each employee, controlling the work days of each employee, etc. By way of example, this annual report contains a graph showing the age pyramid for Indra's professionals. Indra also extends this commitment to its suppliers, demanding their strict compliance with the Code of Ethics and Legal Compliance.
  • Freedom of association and collective bargaining: As one of the commitments acquired in the Global Compact, Indra respects the rights of its employees in terms of labor union membership and collective bargaining. Furthermore, the Code of Ethics and Legal Compliance establishes the following basic principles: equal opportunities, respect for all people, non-discrimination on any grounds, and, specifically, labor union membership. The Labor Relations section of the Talent chapter in this report describes the relational model with unions in Spain. The working conditions of Indra professionals are based on the industrial or collective agreements that are in place in the countries where the company has significant operations. Accordingly, in recent years, more than 75% of the company has been covered by a collective agreement. Indra operates in certain countries where freedom of association is limited or persecuted. However, its activities in these countries are governed by the same general principles of respect for free association and collective bargaining.
  • Non-discrimination and equality: In addition to the company's adherence to the Global Compact, Indra has implemented various policies and initiatives designed to guarantee non-discrimination and equality among its professionals. The Code of Ethics and Legal Compliance manifests Indra's respect for diversity, all people and non-discrimination, and it encourages its professionals and partners to adopt these principles. Regarding this matter, the code is reinforced by other policies, such as the Equality Plan, the Diversity Policy and the Protocol on Unacceptable Behavior.