Culture at Fundación Loros: The Principles We Live By Every Day

At Fundación Loros, We Don’t Only Conserve Species

At Fundación Loros, we don’t only conserve species: we also build a coherent, ethical, and living organizational culture.

We understand that protecting nature is not just about releasing birds. It is about creating environments where people work with purpose, animals are treated with respect, and every decision is meaningful.
That is why the way we work is just as important as our mission.

Mission

At Fundación Loros, we are dedicated to rehabilitating, protecting, and releasing parrots and other psittacines, with an ethical, scientific, and deeply committed approach to their well-being.
We also work toward the regeneration of tropical dry forest, demonstrating that human beings can coexist with wildlife without harming it.

But our mission goes further: we seek to offer hope.

We believe that empathy can be cultivated—and that when it flourishes, it gives rise to compassion: the genuine impulse to care, protect, and act.
That is why our work begins with the attentive and respectful care of every psittacine that comes into our hands. Each recovery process is an opportunity to teach—by example—how to treat another living being with dignity.

With that same respect, we prepare them for their greatest destiny: freedom.
But we do not simply release them. Every release is planned, accompanied, and monitored, promoting a real coexistence between the wild and the human, where both can share territory without harm.

And through our daily work with animals, we show children, youth, and adults that another way of relating to nature is possible.

Our mission is to offer hope:

• Hope that humans can indeed be part of the solution.

• And hope that by giving a voice to those who cannot speak, we also transform the way we inhabit this world.

Vision

We dream of a world where people are protectors of parrots and wildlife, not a threat to them.
We seek to be recognized as a global reference in psittacine rehabilitation and tropical dry forest regeneration.

Our reserve is a living laboratory of transformation, where science, education, and sensitivity come together to create a more just future for all living beings.

🌱 Our Values: How We Work at Fundación Loros

These principles guide our daily work. They reflect what we believe in and what we practice as a team.

If you are interested in collaborating or working with us, this is what you need to know about how we work and what we value.

✅ WHAT WE ARE AND WHAT WE VALUE

1. Active and present leadership

Those who lead the project are in the field. They participate in releases, care for animals, welcome visitors, and support the teams.
There are no distant, imposed hierarchies here. We are all active participants.

2. Results, not clock-watching

We care about impact: how many animals are successfully rehabilitated, how much their well-being improves, and the experience our visitors have.
We do not value presence for the sake of schedules, but for achieving concrete results.

3. Autonomy with responsibility

Each team member has the freedom to make decisions within their role, always with clear objectives, full responsibility, and accountability.

4. Ideas based on substance, not hierarchy

We listen to and value proposals that are logical, evidence-based, and meaningful—regardless of who proposes them.
The best idea is the one that works, not the one that comes “from above.”

5. Innovation from the ground up

If something doesn’t work or no longer makes sense, we redesign it. We don’t do things “just because that’s how they’ve always been done.”
We question with respect and propose solutions.

6. Versatility and collaborative work

Everyone supports what is needed: from caring for wildlife to welcoming visitors or improving internal processes.
Adaptability is part of daily work.

7. Continuous learning and active participation

We like to improve, propose, and learn from one another.
If someone identifies a problem, they can—and should—point it out with evidence and a constructive attitude.

8. Hospitality and comprehensive care

We treat everyone well: animals, collaborators, visitors, and volunteers.
Kindness, respect, and care are not extras; they are essential parts of our culture and our value proposition as an organization.

9. Gradual reintegration and post-release monitoring

We do not release birds and “hope for the best.” Every release is planned, accompanied, and monitored.
We carry out follow-up to ensure animals adapt and survive successfully in the wild.

10. Sustainability in three dimensions

Our projects must be economically, socially (local benefit), and environmentally sustainable.
No project moves forward if it compromises balance.

11. Communication and transparency

At Fundación Loros, we believe silence—when there are doubts, errors, or important information—can be more harmful than a bad decision.
That is why we value open, respectful, and constant communication.

Here, when in doubt, we ask. If something is unclear, we say so. If someone has an idea or a concern, it is shared.
There are no “stupid” questions and no opinions that are “out of place”—only opportunities to improve, and that starts with speaking up.

Information is not hoarded “just in case” or guarded as power. It is shared with the team, thoughtfully, so everyone can make better decisions.
Transparency is a form of respect, and communication is a tool for building trust.

12. Active voice, not passive voice

This is not just a matter of grammar—it is a matter of ethics, responsibility, and leadership.
At Fundación Loros, we avoid impersonal phrases like “this was done” or “that was forgotten,” because they erase the subject, dilute responsibility, and weaken learning.

Here, we speak clearly and take ownership of what we do: “I did it,” “we decided,” “I made a mistake.”
Using the active voice makes us not only more responsible, but more human. It connects us to our actions and to one another.

We believe language shapes reality. And if we want a culture based on respect, trust, and conscious work, then we must also speak consciously.
Naming our actions honestly strengthens the team and prevents confusion, excuses, and unnecessary conflict.

13. Availability and commitment to life

We work with lives that depend on us. This requires a level of availability and responsibility that cannot be completely switched off.

While we promote work organization that allows for real rest—because rest is necessary—we understand that it is not possible to fully disconnect when animals are under our care.
In critical roles, such as veterinarians or other positions where animal welfare directly depends on an individual, availability, judgment, and commitment are expected.

Caring for lives is not a job that ends when the shift ends—it is an ethical responsibility.

❌ WHAT WE ARE NOT AND DO NOT ACCEPT

1. Insensitivity or negligence toward animal welfare

Every action must be guided by animal well-being. We do not accept cold, negligent behavior or actions that ignore suffering.

2. Abuse or hostility

We do not tolerate any form of violence, physical or verbal.
This includes shouting, insults, threats, mockery, contempt, psychological or physical abuse—between people or toward animals.
We work in a respectful, professional, and safe environment.

3. Releases as disguised euthanasia

We reject any practice that uses release as a way to dispose of an animal.
A release is only carried out if there are real conditions for success and survival. Otherwise, the process is paused and better preparation is required.

4. Harmful inaction

We do not accept passivity in the face of what is wrong, nor indifference toward problems.
It is better to make a mistake while acting than to fail by staying silent or comfortable.

5. Laziness or lack of commitment at work

When we work, we do so seriously. We do not accept disengagement, constant distraction, or excessive cellphone use during working hours.
And when it is time to rest or enjoy ourselves, we do that intentionally as well. We know when to focus and when to relax.

6. Unavailability

If you believe it is acceptable to turn off your phone and “forget” about the animals while on vacation, disconnect without alternatives, or disengage from critical responsibilities, this is not the place for you.

Rest is fundamental and important, but there must always be planning, coverage, and shared responsibility.
Total unavailability is not compatible with caring for living beings.

7. Hierarchies without function

Leaders do not lead from behind a desk. Leadership at Fundación Loros means serving the team, setting an example, and being present.

8. Toxic or disloyal behavior

Gossip, destructive comments, double standards, or behaviors that erode trust are not allowed.
Transparency and respect are essential.

📩 Want to Join Our Team?

If you identify with this culture and want to be part of a team that works with purpose, respect, and real impact, send us your résumé and a brief introduction to:

📧 info@loros.org