In a knowledge and service-based organisation such as ours, it’s people that make the difference and their professionalism, personalities, competences, values and integrity that determine the quality of our service. And so it’s up to us as their employer to create the right conditions for them to excel.
We approach talent inclusively: we need all our people’s talents, including the ability to work together and bring ideas to the table. Diversity at Van Lanschot Kempen means that we want our people to be just as diverse as the society in which we live. We strive for diversity within our workforce, in terms of male-female ratio, age, background and experiences. This ambition does not mean that the mix is already optimal, but we hope that a strong, inclusive culture will contribute to gradually evening it up.
We take targeted initiatives, including recruitment events aimed at women, specific attention to recruiting and developing women in our organisation, and encouraging internal diversity networks. We take it as read that an explicitly inclusive corporate culture will enable us, step by step, to achieve an appropriate balance. The fact that the gender balance among our trainees is now roughly 50/50 illustrates our ambitions.
Dealing with change
The transformation process that Van Lanschot Kempen is going through brings change and uncertainty for our employees. Their commitment and motivation may come under pressure in such a situation and we need to be highly aware of this, as our future success largely depends on the participation of our employees and their managers. So we are putting time, attention and energy into dialogue and communication with our employees. We also invest in education and training, focus on career development and guidance, and continue to provide good and competitive working conditions.
For more information about the people behind Van Lanschot Kempen, we refer to our 2016 annual report pp. 55-56.