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Human Resources
Having a talented, qualified and vital workforce is key for a.s.r. in achieving its business objectives. a.s.r. is committed to attracting, retaining and inspiring the most suitable employees, by offering ample training and development opportunities and facilitating a sound work/life balance.
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Program Show Every year a.s.r. receives an annual absenteeism report from the health and safety service with in-depth analyses and trends, plus advice. This advice forms the basis for the themes on which a.s.r. focusses. Every quarter a.s.r. receives from HumanCapitalCare a report on the causes of absenteeism, because a.s.r. is as an employer not allowed to register this data. This gives a.s.r. insight into work-related absenteeism. Trends and risks are discussed at least every quarter in a Social Medical Team (HR advisor, Vitality and Absence Specialist, company doctor and senior management), but more frequently if necessary.
a.s.r. does not have an independent external verification of its health, safety and welfare systems itself, but our occupational health and safety service Human Capital Care has an ISO 9001 and ISO 27001 certification. Under the Working Conditions Act, a.s.r. is obliged to have its Risk Inventory and Evaluation checked by a certified health and safety service.a.s.r. has also an Industrial Accidents Guideline (Richtlijn bedrijfsongevallen) and every year HT receives an overview of the accidents that have occurred from the Services staff department.
a.s.r. has a Vitality & Absenteeism team that supports the business in preventing and supervising absenteeism. These specialists can always be reached for managers and employees to think along. Through the health and safety service there is free access to the company doctor and, for example, a company social worker or confidential counselor can be deployed. If necessary, external guidance is used, such as psychological help or a labor expert. The Vitality and Absenteeism specialists are also prevention officers, just like the security coordinators and housing coordinators. The prevention staff implement the action plan based on the RI&E and are periodically trained. Documented in the Working Conditions Policy (Arbobeleid) and Sickness Absenteeism Regulations (Ziekteverzuimreglement).
Employees have access to the Vitality Platform In Motion (In Beweging) and the a.s.r. Academy where they have access to various workshops, e-learning and training courses in the field of physical and mental health. It is mandatory to do the workplace check and information about how to set up your workplace ergonomically.
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Policy Show a.s.r. is committed to providing its employees with a safe and healthy work environment and to meeting all standards according to legal requirements. A safe and healthy environment promotes well-being and motivation, reduces absenteeism due to work-related injuries.
In order to map the risks to health, well-being and safety of the organisation, the Human Capital Care occupational health and safety service provides a.s.r. a Risk Inventory and Evaluation (RI&E) analyses. This analyses forms the basis for the Working Conditions Policy Plan (Arbobeleidspan) and prioritises the action plan (Plan van Aanpak). The Works Council is also involved in this. As part of the RI&E, Human Capital Care is conducting a qualitative study with group interviews among approximately 90 a.s.r. employees. In addition, a.s.r. carries out a Periodic Medical Examination (Vitality Scan) once every 3 years. This study was carried out again in 2021 and an action plan was drawn up based on the results. This Vitality Scan is a very extensive questionnaire in which themes such as stress, burnout risk, cardiovascular risk, stressors from work and energy sources from work are asked.
In addition, targets have been formulated for absenteeism due to illness, these are both a.s.r. broadly determined as per business line. The a.s.r. broad targets can be found in the Annual Report 2022. In addition, the business receives monthly insight into the aforementioned absenteeism figures specified per team via the HR Dashboard. Every manager can run the figures of his own department at any time via the absenteeism system.
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Discrimination & Harassment Show Number of incidents of discrimination and harassment reviewed in the last fiscal year: 1 -
Workforce Breakdown: Gender Show Gender Diversity in Board of Management and overall workforce
Description
At 31 December 2022
Target
Share of women in total workforce
44%
50%
Share of women in all management positions, including junior, middle and senior management
28%
33%
Share of women in junior management positions
34%
33%
Share of women in top management positions
24%
33%
Share of women in management positions in revenue-generating business
14%
33%
Share of women in STEM relation positions
25%
33%
Share of women in Supervisory Board
40%
33%
Share of women Executive Board
33%
33%
New female employees
51%
Share of women in total workforce (as % of total workforce) at 31 December 2022
# employees
Female
Male
Total
Female
Male
Supervisory Board
2
3
5
40%
60%
Executive Board
1
2
3
33%
67%
Senior Management
4
14
18
22%
78%
Middle management
40
136
176
22%
78%
Junior management
49
94
143
34%
66%
Other employees
1,661
1,963
3,624
45%
55%
Total
1,757
2,212
3,969
44%
56%
Share of women in all management positions, including junior, middle and top management (as % of total management positions) at 31 December 2022
# employees
Female
Male
Total
Female
Male
Supervisory Board
2
3
5
40%
60%
Executive Board
1
2
3
33%
67%
Senior management
4
14
18
22%
78%
Middle management
40
136
176
23%
77%
Junior management
49
94
143
34%
66%
Total
96
249
345
28%
72%
Share of women in top management functions, i.e. maximum two levels away from the CEO or comparable positions (as % of top management positions) at 31 December 2022
# employees
Female
Male
Total
Female
Male
Executive Board
1
1
2
50%
50%
Senior management
4
14
18
22%
78%
Total
5
15
20
25%
75%
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Revenue generating management functions at 31 December 2022 Show Refer to line management roles in departments such as sales, or that contribute directly to the output of products or services. It excludes support functions such as HR, IT, Legal. May also be referred to as roles that have P&L responsibility.Department (# employees)
Female
Male
Total
Individual life
-
-
-
Pensions
-
1
1
Funeral + Individual Life
-
1
1
P & C
-
1
1
Disability
1
-
1
Health
-
1
1
Real estate
-
1
1
Asset management
-
1
1
Total
1
6
7
Total percentage14%
86%
100%
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STEM functions at 31 December 2022 Show Science, technology, engineering and mathematics. STEM workers use their knowledge of science, technology, engineering or mathematics in their daily responsibilities. To be classified as a STEM employee, the employee should have a STEM-related qualification and make use of these skills in their operational position. Positions include, but are not limited to, the following: Computer programmer, web developer, statistician, logistician, engineer, physicis and scientist.
Department (# employees)
Female
Male
Total
Finance & Risk
136
334
470
IT&C
90
384
474
Asset Management
67
133
200
Total
293
851
1,144
Total percentage26%
74%
100%
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Workforce Breakdown: race-ethnicity & nationality, 31 December 2022 Show Nationality
NumberPercentageDutch
4,066
98.6
Indian
11
0.3Surinam
50.1
Other
421.0Total
4,124100 -
Migration background of a.s.r. employees by age, 31 December 2022 (in %) Show Age
Dutch Background
Western background
Not-western backgroundMigration background western/not-westernTotal
<35 years90
2
8
10
10035-45 years92
3
5
8
10045-55 years94
2
4
6
10055+ years93
2
5
7
100
Total
94
3
3
6
100 -
Workforce breakdown: Other minorities Show Age groups as of 31 December 2022
# employees
< 30 years
30 - 50 years
> 50 years
Total
Supervisory Board
-
-
5 / 100 %
5
Executive Board
-
1 / 33%
2 / 67%
3
Senior management
-
5 / 28%
13 / 72%
18
Middle management
-
102 / 58%
74 / 42%
176
Junior management
2 / 1%
82 / 57%
59 / 41%
143
Other employees
440 / 12%
1,844 / 51%
1,340 / 37%
3,624
Total
442 / 11%
2,034 / 51%
1,493 / 38%
3,969 / 100%
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Gender Pay Indicators Show Note that the remuneration of the male in the Executive Board exceeds the females in the Executive Board, because the CEO is male.
If we would take an average of all managers (senior, medior and junior), the average remuneration for women would be € 128,245 and for men € 145,183 per year.
Hourly wage ( € )
Female
Male
Senior Management
125
124
Middle management
61
68
Junior management
41
41
Weighted average hourly wage (WAHW)
53
60
Number of working hours per year
2,080
2,080
Factor holiday allowance + 13th month
1.1633
1.1633
Total average wage
128,245
145,183Senior
Middle
Junior
Total
Number of FTEs
18
170
140
328
Number of working hours per year: 2080
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Diversity, Equity and Inclusion policy Show Our Diversity, Equity and Inclusion policy has been set up with the Internation Labour Organization conventions in mind.
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Training and development inputs Show Description
At 31 December 2022
% of employees participated in at least one training
63
Average training hours per employee
6.4
Training costs per employee in €
1,479
% employees one or more courses completed in 2022
At 31 December 2022
Total # of employees in training
2,523
Female employees in training
65
Male employees in training
62
Employees in training < 30 years
55
Employees in training ≥ 30 and < 50 years
66
Employees in training ≥ 50 years
61
Senior management
79
Middle management
83
Junior management
96
Other employees
61
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Average hiring costs / FTE Show Description
2022
2021202020192018
Total number of employees hired
720
650464480392Percentage of vanancies filled by internal candidates (internal hire)
38%
50%43%53%53%Average hiring costs / FTE
€ 732
€ 688€ 1,198€ 1,184€ 937Description
Number
Percentage
Vacancies filled by women
265
51
Vacancies filled by < 35 years
312
60
Vacancies filled by 35 - 45 years
99
19
Vacancies filled by 45 - 55 years
75
15
Vacancies filled by 55+ years31
6
Senior management vacancies filled1
0
Middle management vacancies filled
8
2
Lower management vacancies filled
4
1
Other vacancies filled
504
97
Definition of vacancies filled internally / externally The recruitment system holds data on the number of vacancies that have been filled from 1 January to 31 December. This is the figure in the Annual Report. Reasonable assurance is provided on this data point from our external accountant KPMG. Because ASR Nederland N.V. deliberately does not ask for the gender of the applicant in the application process, it is not possible to make a gender breakdown based on the recruitment system. This information is derived from the HR system, where data is stored about gender. However, often there is a few months gap between filling the vacancy and the actual start date of the employee. This means that the numbers in the HR system from 1 January to 31 December are not equal to the filled vacancies registered in the recruitment system. For example, in December vacancies may be filled by employees that do not start until February. These do count in method A (recruitment system) but not in method B (HR system). -
Employee Turnover Rate Show Description
2022
2021
2020
2019
2018
Total employee turnover rate
10.7%9.1%10.0%10.2%12.9%Voluntary employee turnover rate
7.1%
3.7%2.9%3.7%4.9%Data coverage
100%
100%
100%
100%
100%Description
2022
Voluntary female employee turnover rate
7.1%
Unvoluntary female employee turnover rate
3.5%
Employee female turnover rate
10.0%
Voluntary employee turnover rate < 35 years
14.9%
Unvoluntary employee turnover rate < 35 years
3.1%
Total employee turnover rate < 35 years
18.1%
Voluntary employee turnover rate 35 - 45 years
6.8%
Unvoluntary employee turnover rate 35 - 45 years
3.0%
Total employee turnover rate 35 - 45 years
9.8%
Voluntary employee turnover rate 45 - 55 years
2.7%
Unvoluntary employee turnover rate 45 - 55 years
2.2%
Total employee turnover rate 45 - 55 years
4.9%
Voluntary employee turnover rate 55+ years
4.6%
Unvoluntary employee turnover rate 55+ years
5.9%
Total employee turnover rate 55+ years
10.4%
Voluntary employee turnover rate Senior management
5.3%
Unvoluntary employee turnover rate Senior management
0.0%
Total employee turnover rate Senior management
5.3%
Voluntary employee turnover rate Higher management
2.2%
Unvoluntary employee turnover rate Higher management
2.8%
Total employee turnover rate Higher management
5.1%
Voluntary employee turnover rate Lower management
2.8%
Unvoluntary employee turnover rate Lower management6.9%
Total employee turnover rate Lower management
9.7%
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Employee Engagement at 31 December 2022 Show Description
2022
2021
2020
2019
2018
% of actively engaged employees
88
91
89
77
76
% of total employees fulfilling Denison survey
78
83
78
74
The target for 2022 is 85.
Description
Percentile 2022
Percentile of actively engaged female employees
87
Percentile of actively engaged male employees
90
Percentile of engaged employees of < 35 years
82
Percentile of engaged employees of 35 - 45 years
87
Percentile of engaged employees of 45 - 55 years90
Percentile of engaged employees of 55+ years93
Percentile of engaged employees of Senior management99
Percentile of engaged employees of Higher management95
Percentile of engaged employees of Lower management98
Percentile of engaged other employees87
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Employee Benefits Show Employee Benefits - Office bikes
- Office gym
- Soccer cage
- Sit/stand desks at office and for workplace at home (for free)
- a.s.r. Vitality program for all employees (for free)
- Yearly Staricase Run in a.s.r. office
- Pedalo's (in summer)
- Fruit at work (for free)
- Our garden is designed and coordinated with the biologists of the surrounding Natuurpark Bloeyendael, so that we have a direct connection with it and contribute to the protection of the flora and fauna present and the promotion of biodiversity.
- We encourage our employees to do the 2.9 km walking route.
- Sabbatical leave: a.s.r. offers you the possibility of taking leave for a longer period of time. We call this a sabbatical. The salary is partially paid and your pension accrual continues in full. During the sabbatical, a total of 120% of the salary will continue to be paid, divided proportionally over the duration of the sabbatical (60/60% or 40/40/40%). Other employment conditions will be adjusted accordingly for that period.
Working conditions - Flexible working hours (reference to CLA pages 16/17)
- Working from home arrangements (reference to CLA pages 16/17 and Annual Report 2022, page 51)
- Part-time working options (reference to CLA pages 16/17 and Annual Report 2022, page 305)
Family benefits - Breast-feeding/lactation facilities or benefits
- After your spouse, partner, the person with whom you live together without being married or whose child he/she acknowledges gave birth, employee is entitled to statutory birth leave (m/paternity leave) of 1x the weekly working hours (according to Dutch law). Beyond Dutch law, a.s.r. offers additional birth leave of a maximum of 5 weeks (based on working hours per week). Salary will be paid in full during both statutory and additional birth leave.
- Paid parental leave for primary caregiver
- Paid parental leave for the primary caregiver (9 weeks according to Dutch law)
- Paid parental leave for the non-primay caregiver (9 weeks according to Dutch law)
- Paid family or care leave beyond parental leave (care for a child, spouse, partner, dependent, parent, sibling or other designated relation with a physical or mental health condition) (2 weeks; Dutch law requires to pay at least 70% of salary; a.s.r. pays 100% of salary)
- For alle special types of leave and what this entails other than what is stated in Dutch legislation, please refer to section 4.5 of the CLA.