OUR STORY IN THE MAKING ACCOUNTABLE BY NATURE
STEWARDS OF THE LAND
TREASURE TROVE OF TALENTS
BUILDING RELATIONSHIPS
OUR STORY IN THE MAKING ACCOUNTABLE BY NATURE
STEWARDS OF THE LAND
TREASURE TROVE OF TALENTS
BUILDING RELATIONSHIPS
PERFORMANCE 2021
HIGH-QUALITY EMPLOYMENT
Our priority is to develop cutting-edge skills and winemaking practices rooted in tradition and ori- ented towards the future . The health and safety of our workers is considered a prerequisite for all ac- tivities, from the production process to caring for guests. Our aim is to build an inclusive environment on this solid foundation, offering everyone their own distinct development path. In the wine sector, the size of the workforce is heav- ily influenced by seasonal needs, where extra staff need to be hired at specific times of the year, namely during peak periods such as for harvesting or prun- ing operations. Therefore, in addition to the season- al workers we hire on temporary contracts, we also necessarily engage agricultural service companies, particularly during the grape harvest period. It is essential to ensure that our temporary workers also receive the same guarantees as our employees. Therefore, we work with the firms that undertake farm work and grape harvesting on our behalf to ensure that they respect human rights and guaran- tee the health and safety of all workers. An in-house Human Resources Department headed by one of the directors is responsible for: adminis- trative management (attendance recording, payroll preparation, relations with institutions, budgeting and statistical analyses of human resources), defining and assessing training and career development paths. All employees are covered by a national or provin- cial job contract.
In general, with the exception of the peaks associat- ed with the specific nature of our business, employ - ment is stable, with 96% on permanent contracts . During 2021, the workforce did not change signif- icantly, growing from 106 to 107 employees, not counting seasonal workers, with six leavers and sev- en new hires. The 12% turnover is in line with the previous year. We seek to create an inclusive working environment where people identify with each other and share common values. To this end, we have created the Sustainability Contacts Committee aimed at getting people more involved in thinking about sustainabili- ty issues and the life of the winery in general. In 2021, we held the first two meetings on the top - ic, which involved both management and em- ployees and established cooperation between all departments by getting them interested in one the organisation’s key topics – sustainability and its communication. In the coming years, one of the various initiatives we will be putting in place is the project to improve and fit out the relaxation areas , making them mul- tifunctional, as well as facilitating the organisation of people and reducing movement and, above all, providing an important social hub.
107 employees
96 % permanent contracts
12 % turnover rate
17 hours of training for person on average
1,801 hours of training
+63 %
66
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