6.5.4.1Characteristics of the undertaking's employees
Employees
The scope of this disclosure includes all employees within the own workforce of a.s.r. The number of employees refer to headcount. Not included in the definition of employees within the own workforce are redundant employees, incapacitated employees, employees employed through the Participation Desk, self-employed workers and other external staff, unless stated otherwise in the sections below. For year-end figures (head count, gender) Knab is not included. For employee turnover figures, Knab is included until 31 October 2024.
Methodology
a.s.r. used direct measurements for all employees within the own workforce, except for D&S Holding for which the estimation model was used. For the calculation of employee turnover (total number of employees who have left a.s.r.) redundant employees and employees employed through the Participation Desk are included.
For the turnover as disclosed in S1-5 and S1-6 the average head count is used in the numerator instead of the year-end head count in order to account for Knab which is included only until 31 October 2024. In addition, the scope of the S1-6 turnover metrics deviates from the scope of S1-5 turnover target as the S1-6 turnover metrics includes also the turnover for Corins, D&S Holding, Robidus and Knab. The employee turnover target only includes a.s.r. and Knab employees.
Assumptions and limitations
No assumptions or estimations were used for a.s.r.'s own workforce characteristics besides the estimation model used for D&S Holding, see section 6.5.2.1.
6.5.4.2Collective bargaining coverage and social dialogue
Collective bargaining agreements
The scope for this disclosure includes all employees within the own workforce of a.s.r. redundant employees, incapacitated employees, employees hired through the Participation Desk, self-employed workers and other external staff are also covered by collective bargaining agreements, however they are not included in the scope of this disclosure. All collective bargaining information was obtained from the same dataset as the other employee information. Knab is no longer in scope for collective bargaining and social dialogue metrics as these are based on year-end.
6.5.4.3Diversity metrics
Gender distribution at top management level & age distribution of employees
Gender distribution was based on the split between male, female, other, and is reported per management type. This metric makes a distinction in SB, MB and management. Within a.s.r., management is defined as senior, higher, and team management. For gender diversity, a.s.r. considers the management board positions within Corins, D&S Holding and Robidus, such as CEO, CFO, COO and other executives with decision-making authority, to be management of a.s.r. The age distribution was grouped by ages of younger than 30 years, between 30 and 50 and older than 51 years, and is not reported per management type. a.s.r. used direct measurements for the age distribution of all employees within the own workforce, except for D&S Holding for which the estimation model was used, see section 6.5.2.1. All gender and age information was obtained from the same dataset as the other employee information. Knab is no longer included in the diversity metrics as these are based on year-end.
6.5.4.4Adequate wages
In order to determine whether all employees are paid an adequate wage, a.s.r. used national benchmarks. Therefore, all employees within a.s.r. and contractors with a.s.r. contracts are paid an adequate wage. All pay and wage information was obtained from the same dataset as the other compensation information and was the result of direct measurement.
6.5.4.5Social protection
At a.s.r. all employees are covered by social protection. This is mandatory for all employees that work and live in the Netherlands and is, therefore, incorporated into local policies. All social protection information was obtained from the same dataset as the other employee information and was the result of direct measurement.
6.5.4.6Persons with disabilities
Coverage
For this metric, incapacitated employees (IB Arbeidsongeschikt) are not included in the percentage of employees with disabilities because these employees are both incapacitated and will be redundant when the incapacitation ends. Other incapacitated employees do fall within scope.
Persons with disabilities
a.s.r. defines persons with disabilities as employees that have long-term physical, mental, intellectual or sensory impairments which in interaction with various barriers may hinder their full and effective participation in society on an equal basis with others.
6.5.4.7Training and skill development
Participation in annual performance and career development reviews
Knab is not in scope for performance review metrics as these are based on year-end.
Average training hours
a.s.r. keeps track of all employees performing trainings in its own academy. The duration of each training programme, attendance, and year of training is determined and used for the calculation. All training information is obtained from the same dataset as the other employee information. To derive the average training hours, the number of training hours (per gender category) is divided by the total average head count. Knab is included until 31 October 2024.
6.5.4.8Health and safety metrics
Coverage by Health and Safety management systems
Knab is not in scope for the coverage metrics as this is based on year-end.
Accidents at work
Accidents reported under S1-14 are those that occur on the premises of the a.s.r. offices. These may involve all types of employees who are injured or suffer physical complaints.
a.s.r. defines the number of fatalities as the number of employees who lost their lives due to work-related incidents. All health and safety information was obtained from the same dataset and was the result of direct measurement. For all accidents and fatalities, Knab is included until 31 October 2024.
6.5.4.9Work-life balance
Family-related leave
All leave-related information was obtained from the same dataset as the other employee information. For the entitled employees that took family-related leave as disclosed in S1-15 the 2024 average head count is used. Redundant employees, incapacitated employees, employees employed through the Participation Desk, self-employed workers and other external staff are out of scope for S1-15.
Knab is included until 31 October 2024. D&S Holding and Robidus used the estimation model for the metrics family related leave, see section 6.5.2.1.
6.5.4.10Remuneration (pay gap and total remuneration)
Pay gap
The pay gap is shown as a percentage, calculated based on end of year FTEs and is derived by applying the formula as provided in the ESRS S1-16 AR 98 (b). The scope of this disclosure includes all employees within the own workforce of a.s.r. Not included in the definition of employees within the own workforce are redundant employees, incapacitated employees, employees hired through the Participation Desk, self-employed workers and other external staff. Knab is not included in the pay gap metric as this is based on year-end. a.s.r. used direct measurements for all employees within the own workforce, except for D&S Holding for which the estimation model was used, see section 6.5.2.1. The unadjusted pay gap includes the weighted average salaries of Corins and Robidus.
Total remuneration ratio
The total remuneration ratio of the highest-paid individual, a.s.r.’s CEO, was calculated as a ratio of the total annual remuneration of the CEO to the median salary of an FTE (excluding compensation of the CEO). The total annual remuneration of the CEO includes all remuneration components (such as fixed remuneration, variable remuneration in cash (bonus), the share-based part of the remuneration, social contributions, pension, expense allowance, etc.), as included in the (consolidated) financial statements. Under ESRS S1, AR 101 the median salary for employees is used and the remuneration ratio is calculated only for a.s.r. employees (excluding self-employed workers and other external staff). This causes a difference with the pay ratio under the Dutch Corporate Governance Code (DCGC) where the average salary is used and external staff is included.
This ratio was based on the same definition of own workforce as used for the pay gap, however the calculation did not take into account employees within the own workforce who were not employed for the whole reporting year and part-time employees. These employees were excluded from the calculation of the ratio because accurate extrapolation to fulltime employees was not considered possible due to certain loan components. As a result, none of the Knab employees are included in the ratio. For the remuneration ratio, the median salary of a.s.r. employees in scope of HR is considered to be representative for the median salary of a.s.r. including Corins, D&S Holding and Robidus.
6.5.4.11Incidents, complaints and severe human rights impacts
Incidents of discrimination and severe human rights incidents
a.s.r. directly measures all incidents of discrimination, harassment and severe human rights violations and uses a combined data set from Labour Affairs, Compliance and Safety Affairs. Moreover, a.s.r. has multiple channels to file complaints or grievances, to report incidents of discrimination of any nature and to report severe human rights incidents. All incident information was obtained from the labour, compliance and safety datasets. Incidents, complaints and severe human rights impacts at Knab are included until 31 October 2024.
6.5.4.12Incidents, complaints and severe human rights impacts related to value chain workers
Incidents
Efforts to obtain value chain information
For the disclosure of severe human rights issues and incidents in the upstream and downstream value chain, a.s.r. acknowledges the difficulty in obtaining quantitative data for the current reporting year. Despite this, a.s.r. conducts regular risk assessments and continuously engages with key stakeholders, such as ESG data providers, to identify potential human rights risks. Moving forward, a.s.r. aims to enhance its data collection processes and collaborate with value chain partners to improve transparency and reporting accuracy in the coming years. Thereby being able to publish quantitatively as opposed to qualitatively on the number of 'severe' incidents of child and forced labour in the value chain.
6.5.4.13Tenant satisfaction score
Tenant satisfaction score – Real Estate
In scope are all (leasehold) tenants of a.s.r. Dutch Core Residential Fund (DCRF), a.s.r. Dutch Prime Retail Fund (DPRF), a.s.r. Dutch Mobility Office Fund (DMOF), a.s.r. Dutch Science Park Fund (DSPF) and a.s.r. Dutch Farmland Fund (DFLF).
Excluded may be specific tenants such as those living in properties completed less than a year ago (for which separate research can be done), tenants in mixed-use properties and temporary tenants with a lease term of less than two years.
Methodology
Periodically, an online benchmark tenant survey is conducted, resulting in a tenant satisfaction score. This survey usually takes place in the fourth quarter.
Assumptions and limitations
The questionnaire is subject to improvements based on evaluation and knowledge-sharing sessions. Reliability depends on the response rate, so the percentage score may not be representative of all tenants.
6.5.4.14Relation Net Promoter Score
Relation Net Promoter Score
Relationship Net Promoter Score (NPS-r) is an indicator that assesses the business relationship between a business and its customers. The NPS-r for a.s.r. on a group level (aggregated scores for the product lines) is compared to the sector average and peer average.
Methodology
The research is conducted by the research institution Ipsos. The question being asked is: “How likely is it that you will recommend our brand to your friends, family and/or colleagues?” Respondents can give a score between 0 (=very unlikely) and 10 (=very likely).