Diversity, Equity and Inclusion Policy

Read the Gender Pay Gap analysis 2021

• Objectives Show
  a.s.r. has the following objectives in the area of diversity, equity and inclusion: 

  • Promoting diversity in the composition of our workforce to be a representative reflection of society through inflow and advancement
  • At least 1/3 of our Senior and Middle Management are women and at least 1/3 are men.
  • At least 1/3 of our Executive Board are women and at least 1/3 are men.
  • At least 1/3 of our Supervisory Board are women and at least 1/3 are men.
  • Participation of at least 70 people at a distance from the labour market by 2026 (25.5 hours p/w, approximately 45 FTE) 
  • Equal pay for equal work. In order to guarantee this, an independent external party analyses the state of affairs every three years.
  • We carry out an annual organisational success survey by Denison. In the Diversity & Inclusion module, we measure progress within the organisation against four pillars:  
    • perceptions of inclusion and respect
    • a working environment that is safe and free from discrimination
    • fair and equal access to opportunities
    • leadership with an eye for diversity values.

  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.

• Inflow and advancement Show

  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 apply the following starting points in recruitment, selection, advancement and promotion:

  • Within a.s.r., everyone with the same competences, agility and potential has an equal chance of getting a job at a.s.r.
  • We strive to ensure that no one feels discriminated against and are guided by relevant and objective criteria in our recruitment and selection process
  • We value differences
  • We strive for a workforce that is representative of society in terms of diversity
  • We give extra opportunities to people at a distance from the labour market

  A. Labour market communication and employer branding

  In our labour market communication via www.werkenbijasr.nl and our social media channels, we show that we strive to be a diverse organisation. We do this by, for example, sharing experience stories of a diverse group of colleagues, so that many different candidates may find recognition and connection. In our job application texts, we adhere to the rules that prevent age and gender discrimination. We make sure that our texts appeal to a diverse group.

  B. Onboarding

  The welcome magazine, a portal for new employees on the a.s.r. intranet, a central orientation programme, and a game ‘Welcome to a.s.r.’ contribute to a smooth introduction of new colleagues within a.s.r. and a feeling of being welcome. An important part of the introduction to a.s.r. is taking the oath or making a solemn affirmation. By taking the oath or making a solemn affirmation, employees declare that they will act with due care and integrity and they will abide by a.s.r.’s code of conduct and rules.

  C. Talent development and sustainable employability

  At a.s.r., we offer everyone the space and equal opportunity to develop themselves. Through the training on offer and the focus on personal development, we strive to create opportunities as equal as possible for everyone, from internal employees to temporary workers. With the budget for Sustainable Employability, we offer all our employees the opportunity to develop themselves broadly and increase their chances on the labour market. In addition, we believe that everyone has certain talents and our approach to talent development is inclusive. 

  D. No limitations as far as working is concerned - focus on opportunities

  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.

  Highly skilled migrants

  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
• Freedom of choice Show

  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. 

  Public holiday of your choice

  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.  

  Working independent of time and location (WITL)

  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 

  Customs and beliefs

  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.

• Ensuring our values in a sustainable way by embedding them into our DNA Show

  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

  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.

  Management

  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. 

  Sharing knowledge and experience

  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.

  Integral approach

  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. environment

  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.

  Code of conduct

  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. 

  Confidential advisor

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

  • a central point of contact for complaints
  • initial assistance, help and advice to victims
  • correct handling of complaints and arrangements made
  • support and advice on dealing with and responding to undesirable behaviour
  • support for mediation between the complainant and the defendant

  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.

  Continuous attention

  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.

Diversity, Equity and Inclusion Policy