Diversity, Equity and Inclusion Policy

At a.s.r., we believe that differences make us stronger and better and we stand for equal opportunities for all. We strive for an inclusive culture, where differences are recognised, valued and made use of. It is important that employees are competent, but also that they differ from each other and that space is created to express these differences. Different perspectives, backgrounds, knowledge and experiences contribute to the realisation of a.s.r.’s objectives and are positively used and deployed in innovative, sustainable solutions for our customers.

We don't want to exclude anyone and treat everyone equally. Anyone who wants to use talents to achieve our objectives is given the space to do so with us. We do this by being aware of visible and invisible differences between people. For example, gender (expression), sexual orientation or preference, age, religious beliefs, culture, origin, skin colour and physical and mental ability. We also pay attention to differences in working styles, beliefs and perspectives.  

Diversity, equity and inclusion are permanently on our agenda. The results of the Diversity, Equity and Inclusion policy are accounted for in the annual report.

At a.s.r., the primary responsibility for developing and maintaining the policy in the field of Diversity, Equity and Inclusion lies with the HR Development Manager. The HR Development Manager reports directly to the Chief Human Resources Officer, who is a member of the a.s.r. Management Board.

Gender equality is an important topic within a.s.r.'s Diversity, Equity & Inclusion policy. We have objectives to promote diversity in the composition of our workforce and equal pay for work of equal value. To monitor whether the policy is also working well in practice, we carry out an advanced Gender Pay Gap analysis every year.