Ferrovial's objective is to implement plans for the transition to work of disadvantaged social groups, such as the long-term unemployed, people over 45 years of age and people with disabilities.

In 2007, Ferrovial continued its policy to integrate people with disabilities at its companies, as part of which employees with disabilities or reduced mobility may choose work centres close to their homes and have a parking space at their disposal and people with disabilities who are relatives of employees have preferential employment status up to the second tier.

One of the most substantial advances in fostering equal opportunities came with Ferrovial's new work-life balance plan for company employees, which has improved on the measures established by law with requests being channelled via the Intranet in human resources management.

In 2007, from 100% of the applications received for taking advantage of one of the work-life balance measures existing in the Group, 54% were from employees who requested reduced flexitime working days and 8% for employees who enjoyed a month's sabbatical.

Furthermore, 100% of breastfeeding mothers made use of the reduction of the working day by one hour without loss of salary. One of the most popular of the other measures was reduced flexitime working days, which increased by over 250% compared with 2006.

The number of women who extended their maternity leave to the two weeks before the birth remained at levels similar to last year at around 33% of pregnant women and 12% took advantage of the extension to breastfeeding leave. 

13,700 employees meet the requirements for taking a sabbatical, and 4.39% of employees took advantage of this measure, increasing the number from 2006 by 16.67%.

Furthermore, there are work-life balance measures in the Group that are open to all such as flexible working hours, more intensive working days to coincide with school holidays and service providers to help with the work-life balance at special prices for Ferrovial employees.

For continuous improvement in the management of its work-life balance policies, Ferrovial has the "Family Friendly Company" certificate awarded by the Más Familia Foundation on the basis on the EFR 1000-1 standard to the entire group.  The certificate is an endorsement of the commitment to policies for fostering a work-life balance for companies who opt for new ways to tackle management of their employees taking their personal circumstances into account. Becoming a "Family Friendly Company" means taking on commitments to specific action and starting up a dynamic process for studying improvements in the different areas of the work-life balance, providing a complete response to the new situation facing companies today.

In 2007 Ferrovial made a maintenance audit of its EFR Certification with excellent results, which means that the organisation remains committed to its objectives, has made progress in improving specific actions for a work-life balance and is committed to its continuous improvement process.