Employees

We are a social organisation that devotes personal attention to the employees. The objective of our sustainable personnel policy is  a long, healthy and enjoyable career at Naktuinbouw.

Works Council

In 2024, the Works Council at Naktuinbouw invested in its own vision and effectiveness. We built on the spearheads that were addressed in 2023 during a training for Works Council members. We identified seven key areas for employees to prioritise. Based on this, we initiated and developed a working method to involve employees in these key areas and create enthusiasm and active interest in the Works Council elections in 2026. We also worked on the interactions with the registered members, management and board of Naktuinbouw. In 2024, the Works Council granted approval twice: once for the personnel policy and once the use of systems within Naktuinbouw. We investigated the possibility of appointing an official secretary to offer continued assistance for the Works Council.

Diversity and inclusion

Naktuinbouw creates an environment where people feel safe, fit and at home. An environment that inspires you to grow and develop and where you remain involved in your personal goals. Our diversity policy aims to provide everyone with equal opportunities to develop regardless of their background and different views of life. The inclusion policy helps everyone feel safe and at home at Naktuinbouw.

In 2024, we conducted an inclusion and diversity survey via the Netherlands Inclusivity Monitor (NIM). We expect the results in early 2025. The NIM report will help us determine our focus for 2025. By implementing the advice of the NIM in a way that is appropriate to our organisation, we want to enhance the perception and experience of security and equal opportunities.

Every year we fly the rainbow flag on Coming Out Day. Our recruitment and selection methods are focused on increasing diversity.

Safe working

We use the RI&E (Risk Inventory & Evaluation) action plan to continually work on ensuring a safe working environment. Employees can report incidents, accidents and near-misses at the workplace. We use these signals to the improve occupational safety standards at Naktuinbouw. In 2024 we recorded 34 reports of incidents, near-misses and accidents / unsafe situations. This concerns two accidents, four near misses and 28 unsafe situations. We assigned two additional occupational health and safety roles within the organisation. We encourage employees to report any incidents and deal with any signals quickly.

We have two confidential counsellors at Naktuinbouw. They help employees to safeguard a safe and pleasant working environment. In 2024, the confidential counsellors received eight reports of undesirable behaviour. In six cases, they helped the person who made the report find solutions. Two reports have not been fully processed yet. The confidential counsellors met with other inspection authorities on one occasion. An interim evaluation was also held with the board and the HR policy manager. In 2024, eight teams invited the confidential counsellors to explain their tasks and working methods.

Our ERS organisation consists of 26 employees. Every year, our ERS team refreshes its first aid and emergency response skills by following training. This keeps the team up to date with the latest developments and regulations, and enables skills such as resuscitation and extinguishing small fires to be practiced. In addition to the standard refresher courses, our reception staff and head of the emergency response team followed additional training, which focused on their specific roles in the ERS team. As well as training for the ERS team, the employees present also took part in an evacuation drill. A fire drill was also organised with the fire brigade and emergency response officers. The ERS team is prepared and ready again to intervene whenever necessary.

Code of Conduct

We believe in the importance of cultivating an atmosphere of openness, safety and trust. Our Naktuinbouw Code of Conduct is a compass that describes the agreements that exist mutually between employees concerning behaviour inside and outside our organisation. The main agreements are:

• We treat each other respectfully based on mutual trust and we express our appreciation for each other.
• We are honest, impartial and clear in our agreements with customers.
• We work safely and consciously with data and media and are aware of our contribution to society

Greater job satisfaction and higher performance levels with self-organisation

We will operate according to our new organisational structure from early 2024. Self-organisation plays a role in this new structure. In 2024, the fundament was created for this new structure to allow teams to develop in the field of self-organisation. The goal of self-organisation is greater job satisfaction and higher performance levels.

We defined the boundaries of the playing field within which teams can make their own decisions. We trained three internal team coaches, who supervise the teams. We developed a team scan with concrete tools for team development. Teams can develop aspects such as expertise, organisational skills, cooperation and a focus on results. In addition to working on their own development points, the first teams got started with the team scan, giving feedback and decision-making. The management also paid attention to the division of roles and cooperation.

Valuable contact with former employees

We are a social organisation that devotes personal attention to the employees. We see great value in maintaining contact with former employees. In June, we organised an event for former employees who had worked at Naktuinbouw until they retired. They were briefly updated on new developments at Naktuinbouw and then enjoyed sharing happy memories and catching up.