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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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Discrimination & Harassment Show Number of incidents of discrimination and harassment reviewed in the last fiscal year: 0 -
Workforce Breakdown: Gender Show Gender Diversity in Board of Management and overall workforce
Description
As of 31 December 2020
Target
Share of women in total workforce
42%
50%
Share of women in all management positions, including junior, middel and senior management
28%
30%
Share of women in junior management positions
34%
30%
Share of women in top management positions
35%
30%
Share of women in management positions in revenue-generating business
38%
30%
Share of women in STEM relation positions
18%
30%
Share of women in Supervisory Board
33%
30%
Share of women in Supervisory Board (per 30 June 2021)
40%
30%
Share of women Executive Board
67%
30%
New women employees
50%
Share of women in total workforce (as % of total workforce)
(# of employees)
Female
Male
Total
Female
Male
Supervisory Board
2
3
5
40%
60%
Executive Board
2
1
3
67%
33%
Senior Management
5
13
18
28%
72%
Total other management
35
127
162
22%
78%
Total junior management
56
107
163
34%
66%
Total other employees
1,450
1,890
3,340
43%
57%
Total
1,550
2,141
3,691
42%
58%
Share of women in all management positions, including junior, middle and top management (as % of total management positions)
(# of employees)
Female
Male
Total
Female
Male
Supervisory Board
2
3
5
40%
60%
Executive Board
2
1
3
33%
67%
Senior Management
5
13
18
28%
72%
Total other management
35
127
162
22%
78%
Total junior management
56
107
163
34%
66%
Total
100
251
351
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)
(# of employees)
Female
Male
Total
Female
Male
Executive Board
2
CEO
2
100%
-
Senior Management
5
13
18
28%
72%
Total
7
13
20
35%
65%
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Revenue generating management functions 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 (# of employees)
Female
Male
Total
Individual life
1
-
1
Pensions
1
-
1
Funeral
-
1
1
P & C
-
1
1
Disability
-
1
1
Health
1
-
1
Real estate
-
1
1
Asset management
-
1
1
Total
3
5
8
Total percentage38%
63%
100%
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STEM functions 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, physicist, scientist.
Department (# of employees)
Female
Male
Total
Finance, Risk and Performance management
4
20
24
Group Balance Sheet Management
1
4
5
Group Risk Management
1
3
4
Total
6
27
33
Total percentage18%
82%
100%
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Workforce breakdown: Other minorities Show Age groups
(# of employees)
< 30 years
30 - 50 years
> 50 years
Total
Supervisory Board
1 / 20%
4 / 80%
5
Executive Board
1 / 33%
2 / 67%
3
Senior Management
7 / 39%
11 / 61%
18
Total other management
102 / 63%
60 / 37%
162
Total junior management
1 / 1%
98 / 60%
64 / 39%
163
Total other employees
368 / 11%
1,770 / 53%
1,202 / 36%
3,340
Total
369 / 10%
1,979 / 54%
1,343 / 36%
3,691 / 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 mail is CEO and the females are COO/CTO and CFO.
For Management Level, the numbers for senior members are taken.
If we would take an average of all managers (senior, medior and junior), the average remuneration for women would be € 102,272 and for men € 108,069 per year.Hourly wage ( € )
Female
Male
Senior Management
107
106
Total other management
57
61
Total Junior management
35
37
Weighted average hourly wage
49
52
Total average remuneration
102,272108,069Senior
Other
Junior
Total
Number of FTEs
18
162
163
343
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 ILO (Internation Labour Organization) conventions in mind.
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Training and development inputs Show Description
As of 31 December 2020
% of employees participated in at least one training
45
Average training hours per employee
29.6
Training costs per employee in €
1,285
Description - % employees one or more courses completed in 2020
As of December 2020
Total employees in training (#)
1,725
Female employees in training (within gender)
44
Male employees in training (within gender)
45
Employees in training < 30 years (within age group)
43
Employees in training ≥ 30 and < 50 years (within age group)
49
Employees in training ≥ 50 years (within age group)
41
Senior management (within management level)
63
Higher management (within management level)
76
Lower management (within management level)
91
Other employees
41
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Employee Development Programmes Show Name & Description of the programme
Management development programme
Talent development programme
Description of programme objective/business benefitsThe main business benefit of our Management Development Programs is succession planning and retention of high potentials. 54 participants participated in the management development programmes.
To attract and retain employees who are plotted as a talent in the yearly performance/potentialmatrix. 328 participants participated in the talent development programmes.Quantitative impact of business benefits (monetary or non-monetary)The quantitative impact of business benefits includes the 2 internal vacancies of a higher management position were fulfilled with internal candidates who participated in the management development program. As such, a.s.r. did save on recruitment costs of estimated €90,000.The quantitative impact of the business benefits of this programme is the average score given by participants (namely 3.5 out of 8), this might have a positive impact on the absenteeism figures of these employees and as such, less costs for a.s.r. For these employees the average absentee rate is only 1.6% (compared to the a.s.r. rate of 3.6%).
% of FTEs participating in the programme
2.6
8.9
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Average hiring costs / FTE Show Description
2020
2019
2018
2017
Total number of employees hired
464
480
392
240
Percentage of open positions filled by internal candidates (internal hires)
43%
53%
53%
41%
Average hiring costs / FTE
€ 1,198€ 1,184€ 937€ 750Description
Number
Percentage
Vacancies filled by women
232
50
Vacancies filled by < 35 year
243
52
Vacancies filled by 35 - 45 year
112
24
Vacancies filled by 45 - 55 year
70
15
Vacancies filled by 55+ year39
8
Senior Management vacancies filled1
0
Higher Management vacancies filled
10
2
Lower Management vacancies filled
6
1
Other vacancies filled
447
96
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Employee Turnover Rate Show Description
2020
2019
2018
2017
Total employee turnover rate
10.0%
10.2%
12.9%
8.1%
Voluntary employee turnover rate
2.9%
3.7%
4.9%
3.5%
Data coverage
100%
100%
100%
100%
Description
Percentage
Voluntary employee turnover rate female
1.3
Unvoluntary employee turnover rate female
2.4
Employee turnover rate female
3.7
Voluntary employee turnover rate < 35 year
1.5
Unvoluntary employee turnover rate < 35 year
1.2
Total employee turnover rate < 35 year
2.7
Voluntary employee turnover rate 35 - 45 year
0.9Unvoluntary employee turnover rate 35 - 45 year
1.2
Total employee turnover rate 35 - 45 year
2.1
Voluntary employee turnover rate 45 - 55 year
0.4
Unvoluntary employee turnover rate 45 - 55 year
2.1
Total employee turnover rate 45 - 55 year
2.5
Voluntary employee turnover rate 55+ year
0.1
Unvoluntary employee turnover rate 55+ year
2.6
Total employee turnover rate 55+ year
2.7
Voluntary employee turnover rate Senior Management
0.0
Unvoluntary employee turnover rate Senior Management
0.1
Total employee turnover rate Senior Management
0.1
Voluntary employee turnover rate Higher Management
0.0
Unvoluntary employee turnover rate Higher Management
0.2
Total employee turnover rate Higher Management
0.1
Voluntary employee turnover rate Lower Management
0.1
Unvoluntary employee turnover rate Lower Management0.4
Total employee turnover rate Lower Management
0.2
Voluntary employee turnover rate other employees2.7
Unvoluntary employee turnover rate other employees
6.4
Total employee turnover rate other employees9.1
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Employee Engagement Show Employee engagement
As of 31 December 2020
Description
Target 2020
2020
2019
2018
2017
% of actively engaged employees
77
89
77
76
71
% of total employees fulfilling Denison survey
78
74
70
69
Description
Percentile 2020
Percentile of actively engaged female employees
87
Percentile of actively engaged male employees
90
Percentile of engaged employees of < 35 year
82
Percentile of engaged employees of 35 - 45 year
88
Percentile of engaged employees of 45 - 55 year91
Percentile of engaged employees of 55+ year94
Percentile of engaged employees of Senior Management99
Percentile of engaged employees of Higher Management97
Percentile of engaged employees of Lower Management97
Percentile of engaged other employees88