For us, diverse perspectives make the difference. People with diverse backgrounds, ideas, and experiences make for stronger teams, better decisions, and new solutions. We want to be an organisation that fits society. This is important for our customers and for you as a colleague. That is why we consciously work on diversity, equity and inclusion throughout the organisation.
We invest in personal leadership that has an eye for everyone and continue to look critically at ourselves. We want a working environment in which colleagues of any age, origin, gender identity, sexual orientation and with a variety of physical or mental challenges feel welcome and can develop. We are also honest about where we can still improve, for example in diversity within managerial positions. By setting clear goals and tracking our progress, we continue to take steps.
Equal opportunities do not come by themselves. That is why we actively ensure fair processes, for example in recruitment, development and growth. We help recruiters and managers to be aware of their biases and offer programs that support different careers. In this way, we ensure that talent and opportunities are central to everyone.
To achieve our ambitions, we focus on seven focus areas. These themes help us to work on equal opportunities and an inclusive work environment. They show how we deal with differences and what that means for you as a (future) colleague. These themes are:
Gender equality
We work on a good balance between men and women, also in managerial positions. We do this by removing obstacles and supporting people in their development. For you, this means looking at your talent and ambitions, in a working environment where everyone feels safe, respected and supported.
Cultural diversity
We believe that different cultural backgrounds make our organisation stronger. Whether you yourself, or through your parents, have a different cultural background: your experiences and ideas are valuable. We are committed to equal opportunities through open and accessible recruitment, attention to leadership and support for your growth.
B-Able
Talent knows no limitations. We offer a working environment in which people with an occupational disability can use and further develop their talent. We do this with appropriate support and practical adjustments. With the B-Able initiative, we look together at what you need to do your job well and what you can use to strengthen the team. Want to know more about our B-Able initiative?
Reboot
Do you have a refugee background and do you want to work (again)? With our Reboot Program, we offer opportunities to asylum seekers and status holders. We look beyond your CV and focus on your talent and motivation. With personal guidance, we help you with your development within our organisation. Want to know more about our Reboot program?
Neurodiversity
Everyone thinks differently. It is precisely these differences that provide new ideas. We value neurodiversity, such as ADHD, autism and dyslexia. Together we look at how you work best and what you need to show your talent. There is also the Neurodiversity Network, which supports colleagues and helps the organisation to better understand and use neurodivergent differences.
LGBTIQ+
With us, you are free to be yourself. Who you are and who you love belongs to you and deserves respect. We are working on an open and safe working environment, including through employee networks and visible support for inclusion. Through activities, projects and awareness-raising, the PRIDE+ employee network is committed to a working environment in which everyone can be themselves and feel visible, accepted and valued, regardless of sexual orientation or gender identity.
Generations
We have colleagues of different ages working together. From starters to people with a lot of experience. By learning and sharing knowledge together, you get the space to grow at every stage of your career. We also have several employee networks for colleagues from different stages of life.
Rick Vergeer (24), process specialist at ABN AMRO, has a visual field of twelve percent instead of one hundred. This means that he has to sit closer to his monitor than most people, and needs special software so that he can do his job.
I was born with a muscle disease and go through life in a wheelchair. Looking for a job is different for me than for people without disabilities. I have to prove myself every time, but I don't always get the chance to do that.
