Diversity, equity and inclusion

A healthy balance of diversity, equality and inclusion amongst our staff is vital to the sustainable development of our company and our performance. In a sector where more men than women are employed and where staff of different nationalities work together, this requires focused and conscious attention.

This applies to staff in all departments and at all levels within the organisation.

At Van Loon Group, we treat everyone fairly and with respect. We are committed to equal treatment and a safe, respectful working environment in which all employees are given equal opportunities. Recruitment, promotion and development are based on skills, experience, performance and potential.

Discrimination on the grounds of age, gender, race, nationality, religion, origin, ethnicity, sexual orientation or other personal characteristics is not tolerated in any way, and this list is not considered exhaustive. In line with local legislation and international standards, additional measures may be taken to support disadvantaged groups.

We strive for a balanced gender ratio across all levels of the organisation, without resorting to forced diversity. Van Loon Group applies the relevant collective labour agreements across all its companies. No distinction is made between men and women, including in remuneration structures. In addition, we maintain a zero-tolerance policy regarding (sexual) harassment, bullying and inappropriate or aggressive behaviour.

CHRO

In 2025, one report was made to the external confidential advisor. The person who made the report chose not to take any further action. According to the external confidential advisor’s annual report, this is also the trend in the national figures; in around half of all reports, the people who made the reports take no further action, or have not yet done so.

At Van Loon Group, we employ a relatively large proportion of temporary workers. A significant number of these colleagues are migrant workers, who play an essential role in the continuity of our production and business operations.

In accordance with the E Equal Pay for Temporary WorkersE Act, we have carried out a review and, in collaboration with the trade association, have set up a reporting channel. In addition, we work systematically with our selected temporary employment agencies to ensure the sustainable and responsible deployment of temporary workers. This collaboration is formalised in clear agreements covering, amongst other things, accommodation, certifications, transport and equal pay.

In 2026, we will take steps to comply with European legislation on pay transparency.

The current CHRO will step down on 1 March 2026. To achieve an even better dynamic and balance within the Group Executive Board, we would prefer to fill this role with a female colleague.