A diverse group of employees brings different experiences, perspectives and ideas. When addressing challenges, these different perspectives yield more creativity and innovation.
Why is this important to us?
We not only consider it important to find, engage and fascinate employees, but also value having a diverse workplace. A diversity of talent means a wider range of skills among employees and a variety of experiences and perspectives. This contributes to Royal A-ware's productivity and employees' job satisfaction.
What are the risks and opportunities?
Impacts and risks
A less diverse organisation has more difficulty in finding suitable employees for vacancies created by business growth. Possible consequences are lower productivity and less revenue growth.
Opportunities
Employees from diverse backgrounds bring a wide variety of perspectives and ideas to optimise our products and services.
Promoting diversity and inclusion has a positive impact on employee well-being and equity.
Approach and policy
Royal A-ware upholds a zero-tolerance policy against discrimination and intimidation in all forms. This includes, but is not limited to, discrimination based on race, ethnicity, skin colour, gender, sexual orientation, gender identity, disability, age, religion, political beliefs, national or social origin, or any other grounds covered under EU and national legislation. This policy aligns with the principles outlined in the UN Human Rights Convention.
To ensure a safe and inclusive work environment, we provide complaints mechanisms and access to confidential advisers, enabling swift and effective action in the event of any reported incidents of discrimination. Further details can be found in our due diligence policy.
Our materiality analysis indicates that no specific groups of employees within the organisation are at an increased risk of discrimination. Consequently, no targeted policies have been developed in this regard.
In response to the Growth Quota and Targets Act, we have established a clear objective to increase the representation of women in senior management and on the Supervisory Board, demonstrating our commitment to gender equality in the workplace. Should progress toward this goal prove insufficient, we will introduce specific policies to further support and accelerate these efforts.
Objectives and achievements
For the Supervisory Board, the target has been met, but this is not yet the case for senior management. In 2025, we will evaluate how to further increase this percentage.
Senior management is defined as all persons reporting to a member of the Royal A-ware Management Board, excluding secretaries and support staff. Royal A-ware does not report other diversity issues besides gender.
Measures and actions: how we achieve our goals
No specific measures were taken in 2024. Based on monitoring that will follow in 2025, we will see if measures or specific actions are needed to achieve the target.
How do we involve our employees?
The Sustainability Steering Group was involved in drafting the target that was set by the management. Employees and the Works Council are not involved. The Works Council has been informed of the target set and will be able to take note of the progress on this issue. They will also be able to make suggestions and proposals if the target is not achieved.
