The death of George Floyd in Minneapolis has increased the global demand for joint actions in order to put an end to racism. The media and the public debate in the Netherlands have also paid a lot of attention to the subject. What is the position of APG in this discussion? Four questions to Chief Executive Officer Gerard van Olphen.
Is APG drawing conclusions from the developments related to Black Lives Matter?
“The global protests against institutional racism and police violence have caused a worldwide shock wave we cannot and will not ignore.” As an organization, we want to become more diverse and inclusive, also because we work for pension funds and their participants. We strive for an employee population reflecting the participants population of these funds and of society in general. In pursuing that objective, we want to encourage everyone at APG to be themselves and to present themselves. That is only possible when we make a statement against discrimination and work towards a culture in which inclusion is not an ambition but a reflex. A culture in which people are appreciated, regardless of cultural background, gender, and all other aspects in which people may differ from one another. As a matter of fact, we already started this development. The global social response evoked by Black Lives Matter confirms our belief that the attention for inclusion is incredibly important.”
Is discrimination something people within APG are affected by?
“It is not a theme capturing a lot of visible attention within the organization. But it would be naive to assume there is no discrimination within APG, that we do not have any people affected by it. Not everyone who is confronted with such conduct reports it - for any reason whatsoever. And not everyone who is guilty of discrimination, is aware of that fact. We all have our assumptions towards other people, sometimes even biases. That is almost inevitable. However, it is more important to ask yourself whether you are prepared to call those assumptions into question, to become aware of it and to adjust your behavior and beliefs. The subject is at least more existent, colleagues talk about it more often than they did in the past. And we also encourage colleagues to share their concerns and ideas. So we are able to show leadership that contributes to eliminating the disadvantages some people and groups have in this society, whether it involves race, gender, sexual preference or beliefs.”
What are the actions APG takes to combat discrimination?
“We already initiated a number of initiatives in the past years in the field of Diversity & Inclusion. In the coming period, we shall work our way from valuable initiatives towards a clear D&I vision and ambition. In order to achieve this, we will engage in a number of elements. Integration of D&I into our strategy, for example, but also the creation of awareness and exemplary conduct by role models within the organization. Our approach will be data-driven and is refined based on insights from HR data & analytics. Diversity and inclusion will also be reflected more expressly in our recruitment and selection efforts, for example by working with more diverse lists of applicants and selection committees. I firmly believe in that approach.”
When has APG achieved that objective of being a diverse and inclusive organization?
“If there is anything we have learned from our conversations with other companies, it is that realizing Diversity & Inclusion requires perseverance. We still have a long way to go, but the development has started.”