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.
a.s.r. is committed to an inclusive culture. Not only is employee competence essential to a.s.r.'s succes, but also their differentiation from each other. Different views, cultures, knowledge and experiences contribute to realising a.s.r.’s objectives. All are positively used and deployed in innovative solutions for our customers.
Policies
Diversity, Equity and Inclusion Policy
Our Diversity, Equity and Inclusion policy has been set up with the International Labour Organization conventions in mind.
Gender equality
Gender diversity at the (sub)top is a priority at a.s.r.
Read more about our objectives and approach. (in Dutch)
Occupational Health & Safety
Please see our Health & Safety policy
Working conditions - vitality
- 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 Staircase 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.
- The Other Days: As of 2026, a.s.r. employees may use five days per calendar year (pro rata for part-time employees) to undertake (additional) activities that are important to them and cannot be combined with work. We refer to these days as ‘The Other Days.’ Employees are free to decide how you use The Other Days, there is no predefined list of activities.
Working conditions - working hours
- Flexible working hours (see CLA, pages 63/64)
- Working from home arrangements (see CLA, pages 63/64)
- Part-time working options (see CLA, pages 63/64)
Working conditions - family
- 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 the primary caregiver (9 weeks according to Dutch law)
- Paid parental leave for the non-primary 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 all special types of leave and what this entails other than what is stated in Dutch legislation, please see section 4.5 of the CLA.
Human Resources indicators
Workforce breakdown: gender
Share of women in: | 2025 | Target |
Total workforce | 43% | - |
Supervisory Board | 43% | 33% |
Executive Board | 33% | 33% |
Management Board | 50% | 33% |
All management positions, including Junior, Middle and Senior management | 34% | 40% |
Senior Management | 16% | 40% |
Middle Management | 29% | 40% |
Junior Management | 40% | 40% |
Management positions in revenue-generating business | 10% | 33% |
STEM relation positions | 25% | 33% |
Workforce breakdown: nationality
Nationality | 2025 |
Dutch | 79% |
European, excl. Dutch | 5% |
Other | 17% |
Gender Pay indicators
Description | Female | Male |
Weighted average hourly wage - Management | € 56 | € 66 |
Weighted average hourly wage - non-Management | € 30 | € 35 |
Number of working hours per year | 2,080 | 2,080 |
Factor holiday allowance + 13th month | 1.1633 | 1.1633 |
Total average wage - Management | € 135,501 | € 159,698 |
Total average wage - non-Management | € 72,590 | € 84,688 |
The difference in the table above is explained by the fact that women are relatively often in lower scales becaouse of the type of work they perform and because women are on average employed for a shorter period. This wage difference between men and women across the total population is therefore called the uncorrected difference between men and women and is not a fair comparison.
Corrected for the above factors, there is on average no wage difference across a.s.r. The wage difference between men and women at a.s.r., for the same work and comparable years of experience, is 0%. For more information, please refer to the most recent a.s.r. pay gap analysis (in Dutch).
Training and development inputs
Description | 2025 |
Training costs per employee in € | 1,370 |
Employees that completed one or more courses
Description | 2025 |
Total # of employees in training | 4,966 |
Female employees in training | 69% |
Male employees in training | 70% |
Employees in training < 30 years | 72% |
Employees in training ≥ 30 and < 50 years | 73% |
Employees in training ≥ 50 years | 65% |
Senior management | 95% |
Middle management | 91% |
Junior management | 91% |
Other employees | 68% |
Average hiring costs / FTE
Description | 2021 | 2022 | 2023 | 2024 | 2025 |
Total number of employees hired | 650 | 720 | 556 | 440 | 688 |
Percentage of vacancies filled by internal candidates (internal hire) | 50% | 38% | 46% | 51% | 51% |
Average hiring costs / FTE | € 688 | € 732 | € 603 | € 858 | € 1,030 |
Breakdown vacancies filled: gender and management level
Description | Number | Percentage |
Vacancies filled by women | 281 | 39% |
Vacancies filled by < 35 years | 415 | 60% |
Vacancies filled by 35 - 45 years | 130 | 19% |
Vacancies filled by 45 - 55 years | 86 | 13% |
Vacancies filled by 55+ years | 57 | 8% |
Senior management vacancies filled | 2 | 0% |
Middle management vacancies filled | 5 | 1% |
Lower management vacancies filled | 8 | 1% |
Other vacancies filled | 673 | 98% |
Employee turnover rate
Description | 2021 | 2022 | 2023 | 2024 | 2025 |
Total employee turnover rate | 9.1% | 10.7% | 8.9% | 12.4% | 11.8% |
Voluntary employee turnover rate | 3.7% | 7.1% | 4.7% | 6.5% | 4.6% |
Data coverage | 100% | 100% | 100% | 100% | 100% |
Employee turnover breakdown: gender and age category
Description | 2025 |
Voluntary female employee turnover rate | 4.5% |
Involuntary female employee turnover rate | 7.9% |
Female employee turnover rate | 12.4% |
Voluntary male employee turnover rate | 4.7% |
Involuntary male employee turnover rate | 6.7% |
TMale employee turnover rate | 11.4% |
Voluntary employee turnover rate < 30 years | 10.8% |
Involuntary employee turnover rate < 30 years | 8,4% |
Total employee turnover rate < 30 years | 19,2% |
VVoluntary employee turnover rate 30 - 50 years | 4.1% |
Involuntary employee turnover rate 30 - 50 years | 6.5% |
Total employee turnover rate 30 - 50 years | 10.6% |
Voluntary employee turnover rate > 50 years | 3.5% |
Involuntary employee turnover rate > 50 years | 7.8% |
Total employee turnover rate > 50 years | 11.3% |