Persoonlijk Ontwikkelingsbudget

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Welcome
bienvenue
Wilkommen
Welkom
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Drs Peter de Rooij, Sr Manager Compensation
BenefitsRadboud van Hal, Sr Manager Recruitment,
Talent Development Employer BrandingMarch
12th, 2008, Vrije Universiteit/ NSvP,
Tropeninstituut, Amsterdam
Life Stage Aware Diversity Policies at Achmea
What do you do? The art of recognising individual
worklife needs
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Content

• Eureko/ Achmea
• Social Innovation at Achmea
• Social Innovation calendar 2007-2010
• Innovative HR -gt Noblesse oblige, already some
  present and past best practices
• Leading Social Innovation Program 2007 - 2010
  Life Stage Aware Diversity Policies
• Drivers, images, results actions programs, some
  preliminary lessons and conclusions

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• Eureko/Achmea
• Largest Dutch insurance company (Health, Life,
  non-life)
• 22.000 employees
• 14 billion Euros turnover (2006)
• 980 million Euros profit (2006)
• Co-operative background

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Ireland
Poland
France
Slovakia
Romania
Bulgaria
Greece
Turkey
Note excluding EurAPCo partners
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Achmea Netherlands
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Eureko/ Achmea Mergers Acquisitions 2003 - 2007

• Royal Sun Alliance (Netherlands Belgium)
• Levob
• AXA-health
• Interpolis
• Sigorto Garanti (Turkey)
• AGIS
• Question Who are we? The search for identity

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Co-operative background Creating value for all
stakeholders

• Loyalty
• Easy,clear products
• Ontzorgt

Customers

• (RoE, EmVa, VNB)
• Economic Capital
• Economic Profit
• Dividend

Distribution partners
shareholders
employees

• Employee satisfaction
• Mobility development
• Vitality
• Employer branding

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Eureko/ Achmea company values

• Be Innovative
• Empathise
• Realise
• Whats the challenge for HR?! -gt emphasis on
  innovation, i.e. realise true HR innovations in
  the years ahead, whilst engaging managers
  employees

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Achmea as Employer Creating value for employees

• Up to 2007 integration and implementation
• HR Basics one pension, one HR model, one HR
  administration
• Social innovation at Achmea
• Life-stage Diversity
• Achmea Work Concept
• Road to sustainable and social innovative
  employer

Sustainable and Social Innovative employer
1-1-2008 shift of focus
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Social Innovation Challenges and Routes for
Achmea
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• A picture explains more then 1000 words

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Our new employees- multicultural-
International- highly educated- generation
Y- 7/7, 24/24 mobile
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He wants to spend time with his kids
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They are experienced and active!
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Social Innovation the calendar 2007-2010
Recognisable employer brand
Lead Life Stage Aware Diversity Policies
Be innovative

• 2007 Study, dialog, images, definition, prios

• May 2007 - Workconference

• 2008 en 09 Initiate Implement

1Expeditie
Achmea Work Concept

• Cultural change program

• Office design
• Use of ICT
• Flexible work, telewerken
• Style of leadership, ways of working
• Organising work life balance

• All 1600 managers - 2008

Management Development new

• Fusion MD best of both worlds

Employer-branding

• Managers specialists - projectmanagement

• Kick-off new campaign Wat doe je

Continuously

• Realising vacancies for professionals

• Innovative Refferal program

• Annual Employee Commitment Survey

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Achmeas tradition in innovative HR practices

• Flexible benefits one of the first well
  elaborated Cafetaria Schemes in the NL late
  80s of the last century, Centraal Beheer
• Innovative Collective Labour Agreement explicit
  statement emphasing shared HR responsibilities of
  manager and employee (Dont agree everything in
  rigid rules, but empower individual manager and
  employee to take their mutual responsibilities)
  late 90s of the last century, Achmea
• Telewerken as part of the helder werken
  concept late 90s of the last century,
  Interpolis
• No fixed working time arrangements, but basically
  enable and facilitate individual manager and
  employee to make the right agreements start of
  the new millennium, CLA, Achmea
• Age independent Appraisal Systems start of the
  new millennium, Achmea

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Noblesse oblige some innovative HR practices
from the present

• MD programme, 100 focus on individual
  development
• Trainee programme individual development
  programme, freedom of choices (assignments,
  development programme), social community of
  trainees, self-responsibility
• Gender diversity indicators in stakeholder-value
  management (group-level)
• Innovative CB agreements
• Flexible benefits (working hours, pension)
• Achmea flexwork (ICT, virtual office,
  leadershipstyle, trust as basic value)

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Life Stage Aware Diversity Policies external
drivers of the program

• Competitive markets, changing importance of human
  capital
• Battle for the right employees
• Ageing workforce
• Cultural Diversity
• Changes in work life patterns
• Internet
• International imperatives

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Life Stage Aware Diversity Policies internal
drivers of the program

• Merger Achmea Interpolis, creating a common
  ground
• Vision on stakeholders
• Redefining key values
• Shared history of best practices, how to combine
  the best of both worlds
• Shared vision on positive impact of diversity in
  our workforce
• Vision on talent management, employer branding
• Inside should be outside
• Long term impact of our ageing workforce

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The idea of life stages a useful metaphor?

• Is there a pattern of life and career stages that
  might coincide?
• Growing diversity and individuality in patterns
• However the life and career stage metaphor can
  still be of use, albeit not in a traditional way.
  What images at Achmea?
• Changes in life stage, e.g.
• Changes in career pattern, e.g.

not so young single
adolescent
a bit older single
living together
family and children
empty nest stage
young single
Early career
2nd stage of the career
Combining all work - life challenges at once..?!!
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Life Stage Aware Diversity Policies Leading
Social Innovation Research Program

• Research program Achmea with the help of two
  universities (Utrecht Tilburg)
• Phase 1 January May 2007 -gt Dialog with
  different stakeholders in the company, finding
  and establishing images, identifying key success
  factors
• Phase 2 Elaborating the concept, defining action
  and create opportunities and best practices
  creating the policies for the years ahead (2008)
• Phase 3 Implementing and monitoring policies
  (2008-2010)

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Life Stage Aware Diversity Policies images

• Diversity meaning
• Workforce should be a better reflection of our
  society, also meaning putting emphasis on
• opportunities for employees from Non-West
  European origin at higher vocational level
• becoming more attractive for women at top
  positions
• broader view on diversity
• no traditional group thinking

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Life Stage Aware Diversity Policies images

• Life Stage Awareness means
• Opportunities for combining work private life
  (balance), taking into consideration the
  challenges of different life stages
• Career and talent development opportunities
  fitting to (individual) needs and different
  stages in work life
• Life long learning opportunities
• Policies fit for individual use, no traditional
  group thinking
• Organising work as to allow new experiences and
  challenges
• CB policies that offer opportunities for
  tailoring to changes in individual work life
  patterns

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Life Stage Aware Diversity Policies results and
action programs 2008

• Some results
• Introduction of the arbeidspatroon (periodical
  mutual agreement manager employee on individual
  working time arrangement)work when you
  want/can
• Introduction new appraisal system (Compass)
  with shared emphasis on work plan and personal
  growth plan...focus on individual employability
• Diversity day..
• Linkage to program on Achmea Workconcept, with
  facilities for working in a way to optimise work
  life balance
• Introduction of Vitality concept, combining
  personal vitality and talent development

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Life Stage Aware Diversity Policies results and
action programs 2008

• Recruitment with divers Recruitment team (more
  women hired gt50, more non-Dutch applicants,
  better employer-image)
• More women on key and top-positions (24) and in
  succession planning
• Social communitys Women and Young Potentials
• Flexwork (home based, flexible hours)
• MD,OD and Trainee Development focus on individual
  Development
• Yearly Employee-survey measures and facilitates
  dialogue between manager and employee on
  work-life-balance

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Life Stage Aware Diversity Policies results and
action programs 2008

• Successes
• Trainee programme awarded twice by generation Y
• Ranking best employer (from 69 to 15)
• Rewarded best employer for parents
• Employees are more satisfied on work-life
  balance
• Successful project on hiring refugees (cultural
  diversity)
• Slowly changing attitude on cultural en gender
  diversity
• Support from Executive Board on diversity
  (cultural diversity is essential to realise
  international ambition and strategy)

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Life Stage Aware Diversity Policies results and
action programs 2008

• Challenges
• Still very Dutch company/culture, no broader
  developed international culture, regulations and
  performance indicators
• Lack of international career-ambition of most
  current senior managers/high potentials
• Significant number of managers and employees
  still hold traditional views on flex-work, parent
  ship, ageing and partially disabled employees.
  Cold-water fear on non-Dutch cultures
• Problems with immigration-office on international
  mobility of non-EU-inhabitants
• Generation-conflicts Y-X
• Sense of urgency

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Life Stage Aware Diversity Policies some
conclusions so far

• Groups don't exist, individuals do
• Diversity recognising and valuation of
  individual qualitys
• Dilemma control vs 22.000 individuals
• Shift of focus how to manage 22.000 individual
  policys?

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• Questions?

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