a.s.r. welcomes everyone and embraces differences. Diverse perspectives, backgrounds and experiences strengthen the organisation and support its ability to achieve its objectives.This diversity is actively used to develop innovative and sustainable customer solutions.
a.s.r. has an objective approach to the recruitment, selection, internal mobility and promotion processes to ensure equal opportunities. Managers are trained to recognise unconscious biases. a.s.r. uses objective assessments and ensures diverse interview panels. Applicants are not required to list their date of birth, gender or place of birth on their CV.
Read our DEI policy
Employees are given latitude to take autonomy over their career, development and how they do their work. a.s.r. encourages employees to take responsibility and demonstrate courage and leadership. The organisation does not use a traditional appraisal cycle; instead, continuous conversations are held on goals, results, behaviour and development under the concept of Het Andere Gesprek (‘The Other Conversation’). Managers focus on output rather than control.
a.s.r. enables employees to shape their careers according to their personal development needs. They can take care leave, request a sabbatical or engage in volunteer work through Doenkracht, an a.s.r. initiative. Hybrid professionals are supported in combining different roles inside and outside the organisation. a.s.r. encourages sideways or downward career moves when appropriate and recognises that employees’ needs change throughout their lives, offering options such as adjusted working hours or dedicated policies for senior employees.
a.s.r. provides an environment where employees can continuously discover and develop their talents and skills. Employees benefit from a substantial development budget and a wide range of job‑related and skills‑based training programmes. Tailored development programmes are available for specific employee groups. Talent advisors support employees with career questions. Each year, a.s.r. conducts a talent review to identify, follow and support employees with growth potential.
Through the In Beweging programme, employees have access to an extensive development offering, internal career coaches and a generous development budget, enabling them to strengthen their employability. Employees affected by organisational changes are supported well before possible redundancy to ease the transition from job to job.
Men and women receive equal pay for equal work at a.s.r., this is confirmed through the annual Gender Pay Gap analysis. a.s.r. also supports individuals with limited access to the labour market, including those under the Participation Act, employees receiving disability benefits and residence permit holders. Through the Meedoendesk, these groups are able to gain work experience and develop professional skillsat a.s.r. Since 2020, a.s.r. has been the only insurer to hold Step 1 certification on the Prestatieladder Sociaal Ondernemen, a national standard that promotes socially responsible business.
Employees can join several internal communities. These networks contribute to diversity, equity and inclusion by stimulating dialogue, increasing visibility and fostering connection and mutual understanding. Communities exist for young employees, LHBTIQ+ colleagues, employees with a bi‑cultural background, internationals and women.
Travel by public transport and bicycle is actively encouraged. Employees may use an NS‑Business Card or purchase (electric) bicycles under a tax‑friendly scheme for their commute to and from work. For business travel, they can borrow an electric bicycle or use electric shared cars. The company’s leased fleet is being electrified, with approximately 95% already fully electric, and the head office features a bi‑directional charging car park. For longer trips, travel by train is prioritised; flights over 700 km are offset through tree‑planting.