Annual Report Diversity & Inclusion 2013

Annual report diversity & inclusion 2013 Foreword

We are pleased to commend to you our NS Group annual report detailing progress in journey, at the stage of ‘conscious incompetence’ if you prefer. This is however a furthering our collective efforts to promote diversity and inclusion across our challenge we shall embrace, with confidence that 2014 and beyond will see us businesses including, for the first time, Abellio. adopting a comprehensive diversity and inclusion framework across the Group, measuring our progress and promoting leadership accountability for improvement as Within Abellio, we chose ‘Inclusive’ as one of our 4 core values for good reasons. We a key business priority. know that to engage effectively with a very diverse passenger base, our workforce needs to be much more representative of the communites we serve – at all levels of the organisation. We also believe that diversity among employees leads to diversity of thought, which is the foundation for innovation - one of our areas of excellence and This Annual Report paints a picture of diversity and inclusion across the NS Group of the lifeblood for our future growth. The culture we want to create within Abellio which Abellio is a part. We hope that it will encourage you to work enthusiastically therefore is not so much a ‘melting pot’ of employees from diverse backgrounds and towards making diversity and inclusion a reality in the workplace. identities but rather a ‘stir fry’ where we value and embrace the difference and unique perspective that each of our people bring to their work.

As you can see from the report, there are many examples of good practice across the broader Group and our own Operating Companies which provide a great source of inspiration but we recognise also that a more holistic approach is required and this needs to become a business and leadership priority – not a series of initiatives emanating from our HR functions. We are therefore very much at the start of our

Jeff Hoogesteger Chief Executive Officer Abellio Group & George Barron Member of NS Executive HR & Change Director 2 Committee Abellio Group 3 Contents

Foreword 2

1. Diversity and inclusion 6

2. Participation: a suitable place 8

3. Women: towards the critical mass 12

4. Changing complexion 16

5. Unique cooperation 20

6. Abellio 24

7. Limited measurability 27

Conclusion 28

4 5 1. Diversity and inclusion

Diversity and inclusion at NS is onion. Although each layer beneath diverse body of thought. Added value the labour market are underrepresented about a diverse body of employees the outermost one is not directly - and therefore a competitive within NS. To ‘restore’ the balance, NS is working together to make the visible, each contributes to an advantage - can be achieved by being undertaking additional efforts for Special customer’s journey as pleasant as individual’s reality, values and open to and using different insights Talents (people who are at a distance possible. Diversity and inclusion standards, resulting in unique within a team. It is precisely the people from the labour market), women and are instruments that contribute to perspectives. Ultimately, the heart of who think out of the box or who swim non-Western employees. Chapters 2, 3 the shaping of policy and strategy the matter is about having as much against the tide that can make a and 4 provide a summary of the work and help to achieve NS’s objectives. diversity as possible in terms of difference with their insights. They performed in this area in 2013. Chapter perspectives and ideas in order to must feel free to share these insights, 5 sets out what was done in terms of achieve, through working together, the however. inclusion within NS. Chapter 6 shows that Diversity best and most innovative solutions for NS is active in the field of diversity and Because of the services that it provides, our customers. Focus inclusion also outside the Netherlands. NS is very much a part of society. A diverse workforce does not come Chapter 7 concludes with a few figures. Everyone occasionally passes through a Inclusion about automatically. Certain segments of railway station, travels by train or rents Diversity and cooperation are two a public transport bicycle. NS wishes to different things. Having a diverse team be a recognisable and trusted does not automatically mean higher organisation to everyone, be they productivity. A safe working environ- young or old, male or female, or of ment, trust, being appreciated and a native or foreign heritage, not least sense of connection are crucial to because each individual represents a enabling people to cooperate in a segment of Dutch society. Having productive and pleasant way. An members of different groups in society employee can only perform at his or as employees helps us to understand her best if the employee feels trusted all of these groups. It enables NS to be and safe and is respected and valued more sensitive and responsive to the for who he or she is. At NS, inclusion wishes and needs of its customers. means that everyone with talent is Diversity and inclusion therefore contri- welcome and that every employee bute to two of NS’s core values: being feels genuinely at home, because it is genuine and inclusive in all that we do. only in such a setting that an individual In this context, diversity is of course can bloom, feel involved in the not only about, or indeed not even organisation, dare to express his or her about, physical characteristics like age, opinion and truly excel. Inclusion is gender or ethnic background. Diversity therefore the instrument that ensures is like an onion. The visible difference that diversity leads to engaged is only the outermost layer of an employees who together draw on the

6 7 2. Participation: a suitable place

Is the glass half empty or half full? At Special Talents pilot project NS, we start from the positive and, as Recruiting Special Talents and de- far as we are concerned, the glass is ploying them on the basis of their half full, certainly when it comes to talents requires a special approach. people with occupational limitations. In NS therefore launched a pilot project our view, it is not about what people in 2013 for the creation of positions. are unable to do, it is about what they Based on this pilot project, NS intends can do. What are current and potential to create sets of professional duties employees good at, and in what areas for people who are at a great distance can they further develop? This is the from the labour market (Work and crux of the matter. Employment Support [Young Disabled Mitchel Jacott Persons] Act (Wajong), sheltered em- Enrico Finetti Labour participation ployment and NS employees who have retail service employee During the autism awareness week, ge- an occupational disability). Existing neral management member Merel van work processes and activities were retail service manager Vroonhoven was a guest of online te- analysed as part of the project. A study ‘What can we do for people who are at a that was nice to do. It has genuinely given levision channel Autisme TV on 1 April was carried out into whether it is also distance from the labour market in the the new employees continuity.’ The jovial 2013. NS was the host and co-organi- possible to include parts of the activi- context of retail services at stations?’ As Mitchel Jacott took up this new position ser of the ‘Autism in the Workplace: A ties in a meaningful and sustainable Enrico Finetti explained, this was ‘the together with another new colleague at the Gain for All’ conference for employers way in new, elementary sets of profes- starting point of the Special Talents project beginning of October. ‘I am very happy with held on World Autism Awareness Day, sional duties. The starting point in this at NS stations, not least because NS is very the job. Because I was in a car accident 2 April 2013. State Secretary for Social regard is that existing positions are not much a part of society - it belongs to when I was four and lay in a coma for three Affairs and Employment Jetta Klijnsma accessible to members of the target everyone and is for everyone. I thought that months, I am not as mentally agile as others. and national HR directors took part in group because positions have generally it was a nice idea and indicated that I I’m slower in this sense and need more time. this conference’s evening programme. become increasingly complex and wanted to play an active part. Together with But I certainly want to work. Sitting around The focus during this part of the con- require a greater number of competen- an external party, we looked at the kind of at home makes me unhappy.’ Enrico is also ference was on the Participation Act. cies on the part of employees. NS and duties performed at a railway station and happy with Mitchel: ‘He completely Another symposium on labour partici- the trade unions made this pilot project considered which of these duties could be immersed himself in the group from day pation in which NS took part was held the subject of a collective agreement performed by Special Talents in the context one. He is always cheerful and other on 18 April. The symposium’s theme under which 50 people will acquire of creating positions. It did not take us long colleagues embraced him immediately - a was ‘The Labour Participation of the work experience. Special Talents were to decide on the collection of waste and real addition to our team and everyone Partially Sighted and the Blind: How placed in different business units as a packaging at the shops. Our basic performs meaningful work. No one feels Hard can it Be?’ Ndo Ntoane, diversity result. In addition, over 20 NS HR pro- requirement in this regard was that that people are in the team just for show. and inclusion manager, gave a lecture fessionals attended a training course customers were not to be inconvenienced The two Special Talents have more than on behalf of NS. on the creation of positions. and that the work provided was for the long proved their added value in terms of term. The project was not merely something sustainability.’

8 9 Wim Terpstra was diagnosed with autism in 2009. ‘The feeling that I had had all my life now had a Ambassador name. I often felt misunderstood, which made The ‘From the Viewpoint of Autism’ things difficult both for me and for those around working group was established in me.’ Wim had already been working for NS for ten October 2012 on the initiative of the years and, in that period, had taken up a position Wim Terpstra government. This working group focuses at Move NS. In the words of Renée Koelen, ‘I as- on identifying what people with autism sisted Wim as a career counsellor and now chair CCTV monitoring employee need to participate more fully in society. the Special Talents working group, of which Wim Based on her personal involvement in is also a member. People with a form of autism are this subject, member of the NS ma- out of alignment in a mental sense. It has nothing nagement board Merel van Vroonhoven to do with intelligence.’ Wim supports Renée chairs the working group. The working within the working group based on his position as group’s 2013 initiatives included the an experience expert. Together, they are working to Autism Embassy. Companies are eligible shed light on autism within NS and give it a place. for the status of ambassador company In addition to this work, Wim has taken up a dif- if, in addition to his or her daily work, ferent position within NS that is far more suited to an employee who has autism provides his talent, namely one in CCTV monitoring. ‘Wim information about the possibilities and brings something very special to the department. challenges associated with the condition. Because he has a different antenna, a different kind NS has an Autism Ambassador among of feeler than most of us, he looks at things in a its employees and is therefore an ambas- different way and sees things that we see or recog- sador company. nise less quickly’, says Casper Mintjes. ‘Wim is also a definite asset in the sense that he does not say Overarching “I’m different and the rest of you must therefore In addition to the ‘From the Viewpoint adapt to me.” He understands that the situation is of Autism’ working group, NS has been a one of reciprocity. It’s a key factor for me. Everyone member of De Normaalste Zaak (A Mat- deserves a chance provided that the individual ter of Course) employers’ platform since concerned really wants to go for it. What I do have 2012. This platform unites large employ- a problem with, however, is the sluggishness within Casper Mintjes ers and SMEs that wish to give everyone a NS with respect to creating the enabling conditions Renée Koelen chance to participate in the labour market that would make it possible for me to give Wim a CCTVmonitoring coordinator on the basis of individual capacities. NS position in which he would truly shine. In this sense career counsellor is also a member of Locus, the network in I often feel like Don Quixote. which companies, municipal authorities and companies that provide sheltered from the labour market into employment. employment cooperate for the purpose of bringing people who are at a distance

10 11 3. Women: towards the critical mass

Women constitute almost half (49.8%) ter. To effect an increase in the number for example, NedTrain dedicated the NS, there was a proportionate relation- of the Netherlands’ potential working of women, target figures were agreed fourth issue of NedTrainNu, its maga- ship (1:1) between men and women in population. Because NS has traditio- for all business units. The aim in this zine for employees, to women within 2013 with respect to the management nally been an engineering company, regard is always to set realistic target the company. board of NS Reizigers. Various proces- its corresponding percentage is lower. figures for each business unit. The at- ses, including Boardroom Coaching This percentage is increasing almost tention given to improving the position Advancement and Cross Mentoring programmes of every year, however. A critical mass of of women shows that business units In terms of women at the top level of Opportunity in Bedrijf (Opportunity women in the organisation is needed take these figures seriously. In 2013, to benefit from gender diversity. NS is convinced that better use will be made of the qualities of men and women if Anke Peters and Christien van Gastel both work for women constitute over one third of NedTrain. Anke’s view is that ‘NedTrain is still very Anke Peters the workforce. much a company of men. Approximately 5% of the workforce is female. Although I do not have a problem business consultancy Policy with the status quo and feel at home, I think that it’s manager NS will continue its current policy to important for cooperation to take place in teams that ensure that the percentage of women have greater diversity. The male-female aspect is part within the organisation matches the of this diversity. Christien added that ‘Everyone must share in the potential working popu- be able to be themselves, even if we are all different. lation. Since 2005, NS has been con- This is about more than just the difference between ducting a consistent policy aimed at male and female. It’s also about people who are at a having more women advance to more greater distance from the labour market or who have senior and management positions. In a different ethnic background, for instance. Social addition, NS signed the Talent to the safety is an important factor in this regard. As a men- Top Charter in 2008 and has therefore tor, I supervised an academically talented individual committed itself to the objective of who had a non-Western background. It was inspiring promoting the inflow, advancement and enlightening for both sides.’ Anke explained that and retention of women at the top a number of female NedTrain employees set up a level of the company. network for women at the end of the 1990s. ‘We’ve been organising an annual meeting for all NedTrain Effect female employees for two years now. NedTrain’s The introduction of target figures is management board asked us as a women’s network one of the noticeable and practicable to actively contribute to diversity within NedTrain Christien van Gastel effects of the Talent to the Top Char- in 2014. We are currently working on identifying promising campaigns for the purpose and detailing a ICT service delivery manager plan. Women can and wish to exercise influence. It’s a 12 slow process, but every small step is a step forward.’ 13 in Business), are in progress to ensure transport sector, also devoted atten- that this proportional relationship is tion to women working in the sector. achieved in all management layers. These women constituted the subject In the context of the Boardroom of FNV Spoor, number 3, August 2013. Coaching programme, a talented NS In addition, although NS did not win woman is linked to an experienced an award, it was praised for its policy mentor who works at the top level during the presentation of the Femme of another organisation and who Tech Award 2013. There was a note of knows the ins and outs. Within NS, criticism, however, about the number an external talented female individual of women at NS. is coached by a management board On 25 January NS hosted the annual Natalie den Breugom de Haas member. In the Cross Mentoring meeting of Opportunity in Bedrijf. programme of Opportunity in Bedrijf, During this meeting, aspects of diver- personnel and a talented female individual from a sity and inclusion were considered in company is linked to a management terms of the brain, specifically with management adviser board member of another participating respect to gender stereotypes and Petra Fassaert company. patterns. A lecture on the brain was given, for example, and there was a chainissues project manager Women at NS meet and greet with Way Fong Lee, FNV Bondgenoten Spoor, a trade union business control manager and 2012 that serves those working in the rail ethnic female manager. The Cross Mentoring programme of Oppor- differences between both organisations. tunity in Bedrijf is a real enrichment to Petra According to Natalie, the workforce of the Fassaert. As an NS employee, she coaches Ministry of Foreign Affairs is reasonably mul- Natalie den Breugom de Haas of the Dutch ticultural. ‘It’s an important dimension given Ministry of Foreign Affairs. Natalie is of the the international nature of the work that we same opinion: ‘It’s very instructive to look out do. Although the trend is positive with res- the window and see how things are done pect to women, a lot still needs to be done.’ In the Opzij list of the 100 most powerful women in the Netherlands elsewhere. It’s also nice to have someone Petra added that ‘while I find that things in 2013, management board member Merel van Vroonhoven is in who comes from outside your own organisa- are going well in terms of women at the seventh place in the business and industry category. tion as a sparring partner. Sometimes you’re top levels of NS Reizigers and NS Holding, I so accustomed to certain things that you for- see very little multicultural talent.’ As far as get that things can also be done differently.’ Petra is concerned, NS will again participate Reflecting and the review and assessment of in the Cross Mentoring programme next the other are major plus points to both. The year: ‘I heartily recommend the programme thematic sessions of Opportunity in Bedrijf and hope that a far greater number of NS are likewise interesting, as are the diversity women will participate in it next year.

14 15 4. Changing complexion

More than one in ten of all people specific to this group were therefore living in the Netherlands are of non- identified. The results of the pilot Western origin. The group’s average project provided insight into relevant age is approximately 30. The group process improvements and crucial op- therefore has tremendous potential portunities for interaction. The results with respect to the Dutch labour will ultimately be used to increase the market, certainly if the percentages inclusive nature of NS so that members in secondary education are taken of non-Western ethnic minorities also Adel Askarian into account. Statistics Netherlands feel at home at the company. figures show that of all students, Young Talent 19% in senior secondary vocational In a nutshell Mieke Verweij education (MBO), 15% in higher Merel van Vroonhoven, NS manage- Programme trainee professional education (HBO) and ment board member, became a mem- 13% in academic higher education ber of the UAF Ambassador Network in Director of NS Education are of non-Western origin. 2013. UAF is a foundation for refugee and Training students and helps more highly qualified refugees to find a place in educa- NS is supporting the changing com- tion or work. The Ambassador Network Adel Askarian opted for NS partly on the have Iranian roots, but I’m a lot more than plexion of the workforce by undertaking focuses specifically on improving basis of feeling. ‘The feeling was good right that.’ Mieke Verweij supervised Adel as a efforts aimed at recruiting, retaining and the labour market position of highly from the start. You realise how diverse NS mentor for about a year and also considers advancing talented individuals with a qualified refugees. Minister of State is already during the first interviews. You it important to have a policy on diversity and non-Western background in higher job Ruud Lubbers, Accenture director Anja encounter people with different ethnic back- inclusion: ‘It shoes how seriously the subject is categories. In concrete terms, this means Montijn-Groenewoud and chairperson grounds. NS is also open to modernisation, being taken, but policy alone is not enough. that all business units have a targeted of InHolland University of Applied Sci- and that appeals to me. This is reflected in People have to do things in practice so that best efforts obligation to hire members ences Doekle Terpstra are also members the policy concerning diversity and inclusion. diversity and inclusion become an expanding of non-Western ethnic minorities. of this network, for example. I’ve never personally experienced discrimina- reality. NS is a faithful mirror of society: it has On 18 January Ndo Ntoane, mana- tion within NS. My Iranian background taught people who are open to diversity and inclu- Journey ger of diversity and inclusion, gave a me not to have prejudices. I get positive sion and people who are not open to diversity In 2013 NS carried out the Journey lecture together with Hafid Ballaf- comments about how I deal with certain and inclusion at all. The first group must of the (Potential) Ethnic Employee kih, researcher at the University of aspects in a different and often new way, and show the second that diversity and inclusion pilot project. This journey is based Amsterdam (UvA), on experiences at I have pleasant experiences. To me this is not are an enrichment, not aspects to be feared. on the customer journey methodo- NS regarding the recruitment of ethnic discrimination. Personally, I also think that It’s for this reason that I am a mentor. I want logy. The methodology was used to minority trainees. The lecture was part the discussion about diversity and inclusion to share my knowledge and network and, chart the initial steps in the career of a working visit of ActiZ, of which should not be about my origin, it should be in addition, learn from the new generation cycle of non-Western ethnic minority the theme was talent development. about me as an individual. I’ve lived in the and see things through their eyes. It’s very employees within NS. Problem areas On 14 March 2013 Serdar Ucar, mana- Netherlands since I was seven and happen to refreshing.’

16 17 ger of diversity and inclusion, was one grounds within organisations. It does participation of members of ethnic mi- non-Western ethnic minorities working of the speakers during a social sciences this by offering talented individuals a norities in society, particularly in educa- in the field of rail engineering. NS faculty lecture of VU University Am- podium and making them more aware tion and higher education. One of the also participated in the ECHO Mentor sterdam. The theme was ‘The End of of their own qualities and, in addition, parts of the project is the annual ECHO Programme for Dutch students with a Diversity?’ and the central question by functioning as a sounding board Award for excellent ethnic minority non-Western background. The Mentor was what was required of an organisa- for organisations in the context of talent in higher education. In 2013 Eric Programme is a coaching programme tion to make diversity really productive. processes and interventions aimed at Steenbakkers, HR director at NedTrain, for students who have just graduated NS was involved in the formation of fostering the advancement of various was an ECHO Award jury member on and students who are in the last phase Agora in 2013. Agora is a partnership cultural talent. behalf of NS. Jermaine Kluivert of NS of their studies (university of applied between internal personnel net- won the ECHO Rail Engineering Award. sciences and research university) and works and other professionals of ABN Trusted The award is an initiative of NedTrain, intend to look for a job in the business AMRO, Delta Lloyd, EY, ING, NS, PwC NS was again a partner of the ECHO RET, HTM, Railcollege, ECHO and Werk sector immediately after graduating. A and the Employee Insurance Agency Foundation in 2013. The ECHO Foun- en Vakmanschap (Work and Work- total of 13 students were linked to 13 (UWV). The platform works to achieve dation is a project of the ECHO centre manship) for successful members of high-potential NS employees in 2013. the optimal deployment of talented of expertise for diversity policy that individuals with various cultural back- operates to promote the successful

Tresor Nonga feels ‘very much at home at I’ve noticed that many people who do not NedTrain in Hengelo. I arrived in the Ne- come into contact with members of ethnic therlands from Kinshasa in the Democratic minorities unfortunately have a very nega- Republic of the Congo in 2007. Although tive image of us.’ Tresor immediately stands I didn’t know the language and culture, I out at NedTrain’s site in Hengelo because was determined to seize the opportunities of the colour of his skin. That he is the only that would come my way in the Netherlands employee with a non-Western background with both hands. I succeeded in doing so.’ has never been an issue, however. In the Tresor came into contact with NedTrain’s words of Piet Donker, ‘Tresor works for us technicians through his job on the side as a because, like his colleagues, he’s good at his train cleaner and became enthusiastic about job. He is driven, progressive and curious. the profession of technician. He started the He’s also just a nice person. Although NS’s training course in 2011 and won the ECHO policy was not a factor for me personally in Senior Secondary Vocational Education Engi- terms of the decision to engage Tresor as an neering Award in 2012. ‘This award was im- employee, I think that it is indeed important Piet Donker portant to me because it meant recognition to give attention to diversity and inclusion. A Tresor Nonga for my commitment and created positive person should be judged on the basis of his team manager attention for members of ethnic minorities. or her qualities, not background.’ technician

18 19 5. Unique cooperation

The additional attention being given to which is given to an NS colleague, team Special Talents, women and non-Wes- or department that has worked in a dis- tern employees does not mean that tinctive way to shed light on the ‘pink’ NS is losing sight of the other groups. diversity within NS, was presented for In particular, continuous attention is the first time in 2013. The award was given to the cohesion of these groups won by account manager Evelien ten El- and to the cooperation between them. sen for her RozeMaandagExpress (Pink This is because even if an organisation Monday Express) customer experience reflects society in terms of numbers, concept formulated for the fair in if large groups do not feel at home at Tilburg in the Netherlands. The concept Marijke Daamen NS, there will be no cohesion and the is a fine example of how commerce potential available will remain unused and inclusive enterprise can go hand in project manager hand. Another fine example of seeking Networks connection was the autism working at NedTrain Various networks are active within NS: group’s walk-in session. Employees who women’s network Iron Ladies, Grey know or suspect that they are autistic Power for ‘older’ employees, Trainbow were invited to talk about the subject for gay, lesbian, bisexual or transgen- on 2 October 2013. This session was der employees and Wisselwerking for based on the starting point that people highly qualified young people. The with autism have a special talent that ‘For me, diversity is about complementing product and should therefore feel a shared multicultural network variatioNS was in most cases requires an adjustment of each other. Making choices based only on sense of responsibility. Looking at myself, far established in 2013. VariatioNS aims to the work, on the part of colleagues and content and knowledge is not enough. A gut more can be gained from the differences show that differences in background on the part of the individual concerned feeling, an awareness of the larger whole, is between the different generations as far as I and opinions can be enriching. The to actually achieve its full potential. part of diversity. Different points of view am concerned. It starts with becoming network hopes that, as a result of its make it possible to complement each other. I aware. Each generation has its own pattern activities, NS employees will under- Agreements think that’s great. But I also think that we can of values and standards. It’s possible to learn stand each other, and therefore also Diversity and inclusion were also an be doing better in terms of diversity. I do not from each other if one is sensitive to these passengers, better and aims in this way agenda item with respect to the new see many women in my environment. I also patterns. I am convinced that it then to contribute to improved services. In collective agreement. It was agreed do not see many members of ethnic becomes possible to serve the company in a addition to organising meetings for that non-Western employees, Special minorities. NedTrain’s office environment is much more significant way. Although I am at their own members, these networks Talents and women in technical pro- far from being an accurate reflection of the end of my career, I would like to continue work to establish connections by orga- fessions deserve additional attention society. We should also be doing better with working and to keep on meaning something nising activities together and initiating and that NS will undertake additional respect to inclusion. We have outsourced to the company. It’s not that I still feel a need activities that everyone is welcome to efforts to secure the commitment of many duties. Look for example at the to “score”. I’d rather support the next participate in. An example in this regard ‘representatives’ of these groups. This cleaners in a train. This results in a distance, generation with all of my experience so that is the Trainbow Award. This award, does not mean, however, that attention even though we are working on the same it can excel.’

20 21 will not be given to other groups. A to tackle youth unemployment. facilities. In addition, NS participates present to greet passengers at the sta- fine example of this broad view is NS’s in special events to show that diversity tion. The 2013 International Four Days participation in the ‘All Work Counts’ Visible and inclusion should be a matter of Marches Nijmegen event included a Pink (Elk werk telt) campaign. The campaign NS also likes to show its customers that course. Under the slogan ‘Gay mee!’ (a Wednesday on which NS was visibly pre- ran from 20 November to 20 December everyone is welcome. Through conduc- play on ‘ga mee’, or ‘come along’), NS sent in both Wijchen and Nijmegen. On 2013 and its purpose was to enable tors in trains and service employees and attended various events for the lesbian, 22 July 2013, NS again deployed a Pink young people to acquire work experi- shop assistants at stations who come gay, bisexual and transgender (LGBT) Monday Express at the Tilburg fair on ence at companies during this peak pe- from all sections of society, NS wishes to community in the country. During Roze Pink Monday, an emancipation and inte- riod. It was an excellent opportunity for be recognisable to everyone. Fellow hu- Zaterdag 2013 (Pink Saturday, the gration event for the LGBT community. NS to introduce young people to station man beings who are blind, partially sigh- Dutch version of the Gay Pride Parade) A Thalys boat took part in the 2013 Gay retail services. The campaign was part ted or less mobile are also taken into in Utrecht, many NS employees were Pride Canal Parade. of the central government’s programme account through the provision of special

How customer-focused are shop employees at spite of my eye disease. Doing so requires stations and how can we make improvements perseverance, stepping out of your comfort in this regard? Rutger Brouwer wished to zone and daring to do things. That I can make raise this commercial question based on a a valuable contribution to addressing the radical new perspective. ‘At NS, we do a lot issue that Rutger has raised is an unqualified to ensure that partially sighted individuals can gain for both of us and proves again that I do find their way at stations, and we also have not have to sit on the sidelines.’ Joost visited the facilities that we have put in place tested HEMA shops at various stations and shared by the partially sighted. This gave me the idea his experiences in a workshop with the mana- of having our shops tested by partially sighted gers concerned. Rutger knows that it ‘makes individuals, though more in terms of customer an impression. Joost perceives things that focus rather than guidance features.’ Through we perceive unconsciously in a much more his network, Rutger eventually found Joost conscious way; the intonation in someone’s Rigter. When he was 26, Joost contracted a voice, someone’s willingness to actually assist very progressive eye disease which caused the another person, the odours in a shop, the rapid deterioration of his eyesight. He now sounds. Information perceived in that way gives workshops to share his experiences and really stays with you when shared in a work- inspire others, and is the founder and owner shop. As far as I’m concerned Joost does not of The Chairmen at Work, a platform for have a limitation, he has a great talent. He Rutger Brouwer partially sighted and blind masseurs. Although shows where the possibilities are in a positive Joost does not give massages himself, he and respectful way.’ The cooperation between NS Stations business manager Joost Rigter maintains contacts with companies that hire Rutger and Joost led to the new ‘Rigter Scale’ masseurs. ‘I want to participate in society in concept, which is based on this project. entrepreneur

22 23 6. Abellio

In addition to its activities in the unions in the company’s diversity and Netherlands, NS is active in other inclusion strategy. Female train drivers countries. Subsidiary Abellio ope- were placed in the spotlight to show rates trains and buses in the United that Northern Rail is a women-friendly Kingdom and Germany. Although company. In addition, the company work relating to diversity and implemented a new recruitment stra- inclusion has only just started in tegy to secure the commitment of those countries, it is nevertheless underrepresented groups. Northern an important theme to the various Rail was also active in the community companies. by, among other things, being present with a stand during the Liverpool Pride event celebrating LGBT culture and That the theme is considered a matter the Manchester Mega Mela event, of priority is shown by the fact that the largest celebration of South Asian Abellio specified it as one of its four culture in the north of England. A core values. In addition, Abellio held an work experience programme was international meeting about diversity set up at schools with large minority and inclusion in September 2013. Col- groups and, together with the social leagues and experts from the United enterprise Girls Out Loud, teenage girls Kingdom, Germany, Scandinavia and were encouraged to opt for a career in the Netherlands took part in this Best the rail sector. Alex Hynes Practice Workshop. Flexible Managing Director Cooperating Abellio Greater Anglia took the first As part of the start of the ‘Working To- steps in the field of diversity and inclu- Northern Rail, gether’ charter, a lot of work is being sion. A new recruitment website was done at Northern Rail to embed an launched to achieve a more diverse a Serco/Abellio joint venture inclusive environment. This commit- workforce. In addition, the company is ment is manifesting itself both within experimenting with the ‘New World of and outside the organisation. The Work’ to meet demand with respect to office in Leeds in the United Kingdom, working more flexibly and on a part- for example, now has a quiet room time basis. A diversity adviser is sup- that can be used by all employees porting the HR team to roll out diver- regardless of their respective faiths. sity and inclusion within the company. Northern Rail also involved the trade Because of the low rate of outflow

24 25 7. Limited measurability

within the company, however, it will the past year, a number of colleagues Figures help to make the current state • The share of women in the NS organi- take some time before the results of further shaped the diversity strategy in of affairs clear and indicate whether sation as a whole is 28.9% these initial initiatives become visible. a diversity forum. The strategy was and progress has been made relative to • The average age of NS employees is based on ‘acknowledging and em- previous measuring moments. Figures taken as a whole is 42.9 Women bracing the differences in each other’. cannot always be generated or inter- Abellio London and Abellio Surrey is The most important outcome was that preted, however. Gender distribution working on a recruitment procedure to diversity and inclusion must be embed- In terms of origin, NS is an engineering achieve a more diverse workforce. In ded in the corporate culture so that Diversity and inclusion are about company and until the end of the twen- addition, the company is studying the every employee knows what diversity people; about the differences between tieth century its workforce therefore experiences and results in the field of and inclusion mean. people and about how each individual consisted mainly of men. During this diversity of other companies that have experiences those differences. Some period, NS underwent a culture change traditionally been characterised by a of those differences, such as numbers that resulted in customer focus. The na- masculine culture. Focus groups consis- of men and women, can be recorded ture of the company therefore changed ting of women are working to identify in statistical terms. Other characteris- and more attention was given to the the actual and perceived barriers that tics are far more difficult to put into position of women. As a result, efforts prevent women from opting for a job figures or may not be recorded by law, were undertaken to achieve better at a bus company. In addition, a lot however. Recording ethnicity has not gender distribution in the workforce. of work is being done to include all been allowed since the repeal of the NS has as a consequence been con- employees in the policy, and to make Employment of Minorities (Promotion) ducting, since 2005, a consistent policy clear what diversity and inclusion mean Act (Wet Samen) in 2004, for example. aimed at having more women advance and that discriminatory conduct is not to more senior and management posi- tolerated. Our employees tions. NS signed the Talent to the Top • In 2013 the worldwide NS popula- Charter in 2008. By signing this charter, Corporate culture tion consisted of 31,500 employees NS committed itself to the objective of MerseyRail carried out an initial survey (28,000 FTEs) promoting the inflow, advancement of diversity and inclusion in 2012. In • 22,000 of our employees work in the and retention of women. Netherlands

2012 2012 2013 2013 objective realisation objective realisation Women in the group council and 22% 23% 23% 22% direct reports Women in senior management 22% 29% 24% 30% Participation of women in manage- >30% 45% >30% 50% ment development programmes Inflow of female trainees (Young 50% 31% 50% 60% Talent Programme)

26 27 Abellio Group Laan van Puntenburg 100 3511 ER UTRECHT The Netherlands Editing, design and production

For more information contact Date: June 2014 George Barron Design: Tovision [email protected] Text: Tekstbureau Myrthe