Diversity, Inclusion and Equal Opportunity
Diversity, Inclusion and Equal Opportunity
Our DEI efforts focus on ensuring fair recruitment and compensation practices across all levels of the organization, while promoting inclusive leadership and personal accountability.
At FPS, we are committed to building a diverse, equitable, and inclusive workplace where every colleague feels empowered to bring their authentic self to work. Our DEI efforts focus on ensuring fair recruitment and compensation practices across all levels of the organization, while promoting inclusive leadership and personal accountability.
We maintain a zero-tolerance policy for any form of discrimination, harassment, or bullying, and are committed to responding swiftly and appropriately to all concerns raised by our colleagues.
To support this vision, we equip our managers and teams with practical tools, clear guidelines, and targeted training. Through year-round town halls that continuously reinforce our DEI mindset, and dedicated DEI sessions delivered during Global Values Day, we raise awareness of different cultures, genders, generations, and disabilities both within our organization and in the communities we operate in. Our inclusive leadership training is specifically designed for Plant and Production Managers, HR professionals, and functional leaders, helping them develop the skills needed to lead diverse teams with empathy and fairness.
Our DEI management approach is guided by a strategic, consistent, and collaborative communication structure. Led by our Vice President, Human Resources, Legal & Compliance, local HR teams play an active role in implementing DEI practices regionally. Through our Global HR Calendar, we continuously share best practices and harmonize our initiatives across countries.
To embed DEI into every stage of the employee experience, we have successfully completed the transition to an integrated Human Resources system, enhancing our people management practices across the organization. The new platform comprises three key modules: Employee Center, Performance & Development, and Talent Review.
This transition enables greater transparency, consistency, and efficiency in managing employee data, tracking performance, fostering development, and supporting data-driven talent decisions.
By streamlining HR processes, we are better equipped to nurture our people, align individual growth with company goals, and build a more resilient and agile workforce.
Policies
Our Equal Employment Opportunity Policy reinforces FPS’s commitment to providing equal opportunities for all colleagues and maintaining a workplace free from discrimination.
Complementing this, the Fair Treatment of Others Policy sets clear expectations for behavior, prohibits any form of discrimination or inappropriate conduct, and encourages colleagues to report concerns through accessible and safe channels.
We also provide spaces and resources for colleagues to meet, express their views, and organize when needed. Our transparent grievance mechanisms, including an Ethics Hotline, ensure that concerns can be raised confidentially and without fear of retaliation. These systems enable FPS to respond fairly and effectively to any issues, helping to foster a respectful, responsible, and inclusive workplace.
As of 2025, women represent 48% of our total workforce. We are committed to reaching 49% by 2030.
Actions and Initiatives
FPS celebrated International Women’s Day across all countries with events that recognized and appreciated the contributions of women in our organization.
From empowerment sessions in Mexico to leadership spotlights in France, joyful gatherings in Vietnam, and cultural celebrations supporting education in Türkiye, each site added its own spirit to the day.
These celebrations reflect our shared values and ongoing efforts to create an inclusive workplace where everyone feels valued and empowered.
We also host events to encourage our colleagues to get involved, including our Annual Skill Competition, Annual Outing with colleagues’ family members, Annual Team Leader Team Building, and our Quarterly Employee Townhall Meeting.
By 2030, FPS aims to increase the share of women in leadership roles from 30.4% in the 2024 baseline year to 40%.
LEGAL DISCLAIMER
This Sustainability Report, reflecting FPS’ current sustainability initiatives and targets, has been developed based on information available at the time of preparation and is provided for informational purposes only as of the date of publication. This report contains statements regarding current expectations, objectives, plans, and future developments related to sustainability matters. Such statements are based on information, assumptions, and circumstances existing at the time of publication and may change over time due to evolving conditions and circumstances beyond the control of FPS. While FPS aims to present accurate and up-to-date information, no representation or warranty, express or implied, is made regarding the completeness, accuracy, or reliability of the information contained herein. Certain figures and data may be subject to rounding or future revision. Unless expressly stated otherwise, nothing in this report shall constitute a legally binding obligation, representation, warranty, or commitment by FPS. This report should be read together with FPS’ policies and applicable legal and regulatory requirements.