CSR Diversity, equity and inclusion

Why is this a theme for Van Loon Group?

A healthy level of diversity, equality, and inclusion among our employees is important for the development of our company and our results. In a sector in which a relatively high number of men and many different nationalities are employed, paying attention to this is worthwhile. Finally, we will continue to follow up on the ideas and proposals submitted by our suppliers during the 2024 Suppliers’ Day.

Scope

Related to employees in all departments and at every level within the organisation.

Our policy

At Van Loon Group, we treat everyone fairly and with respect. We are committed to treating everyone equally and maintain a respectful working environment in which all employees are given equal opportunities. Recruitment and development are based on competencies, experience, results, and potential. Discrimination based on age, gender, race, nationality, religion, origin, ethnicity, sexual orientation, or other characteristics is not tolerated - this list is, however, not exhaustive. In line with local legislation and international standards, measures may be taken to support disadvantaged groups.

We strive for a balanced ratio of men and women at all levels of the organization, without enforcing diversity for its own sake. All vacancies are open to men and women. Selection is based on suitability, and we aim for diverse team composition. Van Loon Group follows applicable collective labour agreements (CAOs) for all its companies. These make no distinction between men and women, including remuneration structure. Van Loon Group has a zero-tolerance policy to sexual harassment, bullying, and undesirable or aggressive behaviour.

Person ultimately responsible for policy implementation

CHRO

Results

Distribution of employees

Distribution employees by age

4

Number of reports of undesirable behaviour via (external) confidential counsellor

Executed and planned actions

Activities 2024

In 2024, four reports were made to the external confidential counsellors. One report was made in relation to a disturbed relationship between employees and three in relation to a disturbed relationship between supervisor and employee. On one occasion, this led to a follow-up discussion with the supervisor together with HR. There were no reports of transgressive behaviour.

The confidential counsellor scheme has been adjusted. Prior to 2024, there was one external confidential counsellor. Starting in 2024, two external confidential counsellors have been appointed. These individuals’ contact details have been shared. The employee handbook was completely updated in 2024. All employees, including temporary workers, received a copy in their own language. This allows us to clearly communicate our mission, vision, and policies. Our HRM system (AFAS) has been set up to report the relevant CSRD data points.

Looking ahead to next year

A first gender pay gap calculation will be made in 2025. This applies to equivalent jobs based on job weight and linked to the pay scale.