Diversity, Equity and Inclusion Policy

In the 2022 survey, a.s.r. was among the top 25% of companies participating in the survey. In order to subsequently maintain this score in the following two years.

In order to provide equal opportunities for all, we are as objective as possible in our recruitment, selection, internal advancement and promotion. For example, we use an assessment that makes selection objectifiable and suitable for a wide variety of candidates. We also ensure a diverse composition of the interview partners in a job application process. A recruitment and selection committee ensures that application procedures are objective and transparent. And candidates can omit their date of birth, gender and place of birth from their CVs.

At a.s.r. we do not look at someone’s limitations, but we focus on possibilities.  Through the a.s.r. Participation Desk, people with a distance from the labour market and with a Wajong benefit are given the opportunity to develop skills and gain work experience with us. They receive intensive counselling, a tailor-made training programme and the opportunity to follow a training course to increase their (mental) resilience. The aim is to have these employees move on to permanent positions within a.s.r. after two years. The recruitment policy also attempts to hire employees with a vulnerable labour market position for regular vacancies.

a.s.r. has been facilitating the deployment of highly skilled migrants for some time by, among other things, using the 30% facility of the tax authorities

We believe that freedom of choice contributes to a more diverse and inclusive a.s.r. For example, by facilitating employees to combine work and private life more easily or by providing space for different customs and beliefs. 

Every year employees can take a day off for a holiday of their choice. In consultation with their manager, they decide which day they want to work and when they will take the day off.  

At a.s.r. we work where there is work and when there is work. We do this from our offices, at our customers’ premises, on the road and from home. This way, we can serve our customers in the best possible way and do our work as efficiently as possible. And in doing so, we also ensure a good work-life balance. Everyone has their own annual hours standard and in consultation with their manager and colleagues they fill it in. For example, employees can choose 

We respect everyone's choices, customs and beliefs. For example, we take this into account when offering food in our restaurant. There is also a quiet room for people who want to be alone, and seek silence to rest, meditate or pray. In addition, our working environment is accessible and approachable for everyone, regardless of physical condition.

We strive to transform as an organisation from meeting legal quotas to incorporating inclusion into our DNA. This requires that diversity, equity and inclusion be secured in a sustainable manner in our behaviour and culture. We do this in a.s.r.’s narrative for example and by including the theme in our Leadership Education (LE) programme.

Leadership is important throughout a.s.r.’s narrative. Not just of managers, but of everyone. Part of this is how we treat each other: we share dilemmas that we encounter in our daily practice. Conflicting interests, differences of opinion, new questions and mistakes are discussed openly with each other. Hierarchy should not play a role in this context. The basic principle is that we help each other, learn from each other and work together to find a solution. In the context of diversity, equity and inclusion, mutual understanding, recognition and acknowledgement, respect and appreciation are central. We give each other space for dialogue and reflection. We ask questions and listen without judging immediately. We give and ask for clear frameworks from which we work and we place responsibilities as low as possible in the organisation. We take action. We are not a talking shop but we take action. These are the 5 main qualities of leadership: Dialogue, Dilemmas, Diversity & Inclusion, Clear frameworks and Taking Action.

All managers within a.s.r. participate annually in the Leadership Education (LE) programme, so that they can contribute to the desired leadership. They are an example for our employees in the organisation. Development on inclusive leadership, unconscious biases and objective interviewing are an integral part of the LE programme. 

In order to continuously evaluate, reflect and improve, we organise internal sounding board groups, internal and external stakeholder sessions and we work with customer panels with a diverse composition.

We work with an annual planning that provides an overview of the interventions offered, such as workshops, panel discussions and ethics cafes. In addition, we organise activities around moments that are included in the issue-day calendar and create mutual understanding and dialogue through the calendar of religious holidays and cultural traditions. All employees can also participate in dialogue sessions or workshops on diversity, equity and inclusion.

Diversity, equity and inclusion is an integral part of a.s.r. as a whole. We select our suppliers with the principles of this policy in mind and encourage our suppliers to develop further in the area of diversity, equity & inclusion.

a.s.r. attaches great importance to providing a safe and pleasant working environment. We expect employees to contribute to a working environment free from any form of undesirable behaviour or conduct, such as sexual harassment, aggression or violence, discrimination, stalking, bullying, abuse of power, insults and verbal defamation. This means that there is a safe and open culture, where people dare to call each other to account for any form of undesirable behaviour. This will ensure that all employees know that such behaviour is not accepted and that appropriate actions will be taken.

The a.s.r. code of conduct guides our actions and decisions and helps us to perform our work well, with due care and with integrity. The a.s.r. code of conduct explicitly addresses a safe and pleasant working environment, discrimination and exclusion. In case of demonstrable non-compliance with the rules, action will be taken. 

In case of experiences with undesirable behaviour such as bullying or discrimination, an external confidential advisor can be contacted. The confidential advisor offers:

The position of confidential advisor is filled by a company social worker from our occupational health and safety service.

Also within the organisation, employees can address their questions or dilemmas. Contact can be made with someone from the Diversity, Equity and Inclusion Working Group who can deal with the issue confidentially and give personal advice on the various options available to someone.

At a.s.r., diversity, equity and inclusion are permanently on the agenda. After all, we are not yet where we want to be. That is why we continue to work on this theme every day and why this policy is evaluated and further developed every year. We are also developing several initiatives to stimulate and increase dialogue and increase dialogue and awareness about diversity and inclusion in the workplace. More information on our initiatives can be found in the annex.

The results of the Diversity, Equity and Inclusion policy are reported in the annual report.