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Human and intellectual capital

To what extent does Van Lanschot Kempen create value for the world with its human capital? And which stakeholders are involved? The following section explains Van Lanschot Kempen's contribution to human value creation for each stakeholder group: our employees and society.

Value creation

Van Lanschot Kempen's human and intellectual capital flow consists of all incoming and outgoing employees including the characteristics of these employees such as knowledge, competencies, diversity, equality, inclusion, motivation, health and satisfaction. 

The human and intellectual capital flow is part of our value creation process, shown here schematically:

Value creation process Van Lanschot Kempen - human and intellectual capital

See the detailed value creation model for an explanation

Our employees

Our employees contribute their time to Van Lanschot Kempen. As a result, they cannot use this time for other activities. In compensation, employees receive a salary. Work also contributes to an increase in life satisfaction. For instance, people with a job are on average more satisfied with their lives than people without a job. Employees can more easily use their talents, make a contribution and receive personal appreciation. Finally, having a job increases knowledge and skills.

Society

Van Lanschot Kempen contributes to the training and education of its employees. This results in social benefits. The most frequently mentioned benefits are less poverty, lower crime rates, less environmental pollution and a greater contribution to political stability. We also try to combat discrimination. Our ambition is for the inflow of employees to be more diverse than the outflow. When someone leaves, we look for a new colleague who complements the team in question. This can be about gender, but also about age, nationality and background.

Example of quantification: social value of job

Numerous studies show that people with work are more satisfied with their lives than people without work. In their jobs, they can use their talents, they really 'participate' and they receive personal appreciation. We make use of a scientific study (Fujiwara, 2019) that applies the three-stage well-being valuation method to quantify the social value of work.

Read more

For more information on human and intellectual capital, please see our 2020 Annual Report, pages 29-31.

Go to the Annual Report 2020 (Human and intellectual capital)