Diversity

Royal A-ware believes that a diverse workplace provides a wide range of talent, skills, experiences and perspectives, fostering greater creativity and innovation. We are committed to creating a safe and inclusive work environment that promotes inclusivity and gender diversity. In line with this, we aim to increase the representation of women in senior management and in the Supervisory Board.

Impacts, risks and opportunities

As part of our DMA, we identified the following material IROs related to diversity:

Impact

A potential negative impact on employee well-being due to the lack of a policy and vision on diversity and an employee base that does not sufficiently reflect society.

Opportunities

• A diversity policy and diverse workforce could help us attract employees and knowledge.

• Workforce diversity leads to a broader range of perspectives, which could enhance our decision-making.

Our approach

As part of our commitment to creating a safe and inclusive work environment, we enforce a policy against discrimination and a policy to promote gender diversity.

Diversity policy

The diversity policy of Royal A-ware currently only focuses on gender diversity. The scope of this policy and associated targets encompasses our dairy and transport activities and covers our own employees and our Supervisory Board. The most senior manager accountable for the implementation of this policy is the HR Director of Royal A-ware and the Managing Director of AB Texel. 

Anti-discrimination policy

Royal A-ware upholds a zero-tolerance policy against discrimination and intimidation in all forms. This includes, but is not limited to, discrimination based on race, ethnicity, skin colour, gender, sexual orientation, gender identity, disability, age, religion, political beliefs, national or social origin, or any other grounds covered under European Union and national legislation. Our anti-discrimination policy aligns with the principles outlined in the United Nations Human Rights Convention.

Our DMA indicates that no specific groups of employees within the organisation are at an increased risk of discrimination. There are also no groups within our own workforce that are vulnerable to impacts and/or marginalised (for example, women, migrants, people with disabilities). Consequently, no targeted policies have been developed in this regard. 

The availability of a complaints mechanisms and confidential advisors enables us to take immediate action if incidents of discrimination come to light. 

Objectives and actions

Royal A-ware aims for a diverse workplace that reflects society, bringing together different backgrounds, skills, experiences and perspectives. Gender diversity is a particular area of focus.

Targets and achievements

In response to the Growth Quota and Targets Act, Royal A-ware has established a clear target to increase the representation of women in senior management and in the Supervisory Board, demonstrating its commitment to gender equality in the workplace. Should progress toward this goal prove to be insufficient, we will introduce specific policies to further support and accelerate these efforts.

The target of 30% was already achieved in 2024 but was in 2025 was even higher (50%) with the appointment of another female supervisory board member. The target for the senior management (also 30%) was not in reach with 10%.

Other information

* The coverage as disclosed in the tables above relates to entities in the Netherlands, a phased‑in model is applied here, in which the Netherlands is the first country which is being reporting on.