Culture is our way of caring
The principles we live every day, in the sanctuary and in the team.
Fundación Loros · Organizational Culture
We don't just conserve species.
We know that protecting nature isn't just about releasing birds. It's about creating environments where people work with purpose, animals are treated with respect, and every decision means something. That's why how we work matters as much as what we're working toward.
Mission
At Fundación Loros we rehabilitate, protect, and release parrots and other psittacines, with a deep ethical and scientific commitment to their wellbeing. We also work toward the regeneration of the tropical dry forest, showing that humans can share space with wildlife without harming it.
But our mission goes further: we want to offer hope.
We believe that empathy is cultivated, and that when it grows, it gives rise to compassion — that genuine impulse to care, protect, and act. That's why our work begins with the attentive, respectful care of every psittacine that comes to us. Each recovery process is a chance to show — by example — how to treat another living being with dignity.
With that same respect, we prepare them for their greatest destination: freedom. But we don't simply release them. Every release is planned, accompanied, and monitored, fostering a real coexistence between the wild and the human, where both can share the same territory without harm.
And through daily work with the animals, we teach children, young people, and adults that a different way of relating to nature is possible.
Our mission is to offer hope: hope that humans can 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.
Our mission is to give hope.
Vision
We dream of a world where people are protectors of parrots and wildlife, not a threat.
We want to be recognized as a world reference in the rehabilitation of psittacines and the regeneration of tropical dry forest.
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.
What we are
How we work
The principles that guide our daily work. What we believe and practice as a team.
Active, present leadership
The people who run this project are in the field. They take part in releases, care for animals, welcome visitors, and support the teams. There are no hierarchies imposed from a distance here: we are all active participants.
Results, not clocks
We care about impact: how many animals are successfully rehabilitated, how much their welfare improves, what experience our visitors have. We don't value presence for the sake of keeping schedules — we value it for achieving concrete results.
Autonomy with responsibility
Each team member has the freedom to make decisions within their role, always with clear objectives, full responsibility, and accountability.
Ideas grounded in reason, not in rank
We listen to and value proposals that have logic, evidence, and sense, regardless of who makes them. The best idea is the one that works, not the one that comes "from the top".
Innovation from scratch
If something isn't working or no longer makes sense, we redesign it. We don't do things "because that's how it's always been done". We question respectfully and propose with solutions.
Versatility and collaborative work
Everyone on the team pitches in where needed: from caring for wildlife to welcoming a visitor or improving an internal process. Adaptability is part of the daily work.
Constant learning and active participation
We like to improve, propose, and learn from each other. If someone spots a problem, they can and should flag it — with evidence and a good attitude.
Hospitality and full care
We treat everyone well: animals, staff, visitors, volunteers. Kindness, respect, and care are not extras: they are essential parts of our culture and our value as an organization.
Gradual reintegration and post-release monitoring
We don't release birds and "hope for the best". Every release is planned, supported, and monitored. We follow up afterward to make sure the animals adapt and survive in the wild.
Sustainability in three dimensions
Our projects must be sustainable economically, socially (local benefit), and environmentally. No project moves forward if it compromises that balance.
Communication and transparency
At Fundación Loros we believe that silence — when there are doubts, mistakes, or important information — can be more damaging than a bad decision. That's why we value open, respectful, and consistent communication.
Here, when in doubt, you ask. If something isn't clear, you say so. If someone has an idea or a concern, they share it. There are no "stupid" questions or "out of place" opinions: there are only opportunities to improve, and that starts with talking.
Information isn't hoarded "just in case" or kept as a form of power. It's shared with the team, with judgment, so everyone can make better decisions. Transparency is a form of respect, and communication is a tool for building trust.
Active voice, not passive
This isn't just a question of grammar: it's a question of ethics, responsibility, and leadership. At Fundación Loros we avoid impersonal constructions like "it was done" or "it was forgotten," because they erase the subject, dilute accountability, and weaken learning.
We speak clearly and own what we do: "I did it," "we decided," "I was wrong." Using the active voice doesn't just make us more accountable — it makes us more human: it connects us to what we do and to the people around us.
We believe language builds reality. And if we want a culture grounded in respect, trust, and intentional work, then we must also speak intentionally. Naming our actions honestly strengthens the team and prevents unnecessary confusion, excuses, or conflict.
Availability and commitment to life
We work with lives that depend on us. This means a level of availability and responsibility that cannot be fully switched off.
While we promote a work structure that allows for real rest — because rest is necessary — we understand that total disconnection is not possible when animals are in our care. In critical roles, such as veterinarians or other positions where animal welfare depends directly on one person, availability, judgment, and commitment are expected.
Caring for lives is not a job you leave behind when the shift ends: it is an ethical responsibility.
What we don't accept
Lines we don't cross
Saying what we are also means saying clearly what we are not. These behaviors have no place on the team.
Insensitivity or negligence toward animal welfare
Every action must be guided by the animals' wellbeing. We don't accept cold, negligent behavior, or indifference to suffering.
Mistreatment or hostility
We do not tolerate any form of violence, physical or verbal. This includes: shouting, insults, threats, mockery, contempt, psychological or physical abuse — whether between people or toward the animals. We work in a respectful, professional, and safe environment.
Releases as covert euthanasia
We reject any practice that uses release as a way to get rid of an animal. A release only happens when there are real conditions for success and survival. Otherwise, we wait and prepare better.
Inaction that harms
We don't accept passivity in the face of what's wrong, or indifference toward a problem. It's better to fail while acting than to fail by staying silent or comfortable.
Laziness or lack of commitment during the work
When we work, we work seriously. We don't accept half-hearted attitudes, constant distraction, or phone dependency during working hours.
And when it's time to rest or enjoy ourselves, we do that with intention too. We know when to focus and when to unwind.
Unavailability
If you think it's acceptable to switch off your phone and "forget" about the animals when you're on holiday, disconnect without backup, or step away from critical responsibilities, this is not the place for you.
Rest is essential and important, but it always requires foresight, a replacement, and shared accountability. Total unavailability is not compatible with caring for living beings.
Hierarchies without function
Leaders don't lead from a desk. Leading at Fundación Loros means serving the team, setting the example, and showing up.
Toxic or disloyal behavior
No gossip, destructive comments, double standards, or behaviors that erode trust. Transparency and respect are non-negotiable.
Do you identify with this culture?
If you want to be part of a team that works with purpose, respect, and real impact, write to us.