PKF Wallast CSR policy
PKF Wallast’s most important “asset” is its employees. After all, PKF Wallast possesses hardly any “fixed assets” (such as buildings or machines) to help it create value for its customers. It is through “knowledge” and “experience” that PKF Wallast generates this value. The CSR policy of PKF Wallast is therefore designed “for and by” its employees. The three strands of this policy are linked to some of the Sustainable Development Goals (SDG) included in the United Nations Resolution – 2030 Agenda
This strand relates to SDG 10 “Reducing inequality”. PKF Wallast strives to be an employer for which all talented individuals can work, be themselves and develop regardless of age, ethnic background, religion, gender or sexual orientation. Its 2021 workforce is more diverse than at any time in its 62-year history (all ages, different beliefs and backgrounds, 55-45% male-female ratio). PKF Wallast is furthermore known for cultivating an environment “where you can be yourself”. In the annual Great Place To Work survey, 92-96% agreed with the statement: “People are treated fairly here regardless of age, origin, creed, gender or sexual orientation”. The focus for the coming years will be directed at creating greater diversity “at the top”.
A diverse workforce means many different interests and beliefs. Instead of one broad “social goal”, PKF Wallast chooses to inspire and facilitate its employees to make their own contribution to society under the adage “everyone can perform great deeds for a better world, even if they start small”. Such individual and/or group initiatives are shared internally in order to inspire or invite others to join in. Some 15% of the workforce was socially active in 2021. Examples of their commitment include teaching young people as part of supplementary, motivational education (IMC Weekend School), providing tax returns for disadvantaged people, Baas van Morgen, building a school in Zambia… The target for the coming years is to reach 30% socially active involvement. Starting in 2022, employees will be able to take a day and a half off work to participate in a project of their choice. This programme therefore indirectly contributes to all SDGs.
This component concerns SDG 3 “Good health and well-being”. PKF Wallast endeavours to ensure that its employees become, are and remain vital – a goal that is becoming increasingly important in a volatile and uncertain world (e.g. stress from the corona pandemic, growing numbers of people suffering from obesity, less exercise among young people, uncertainty in the housing market, etc.). Various vitality initiatives during the year have focused on increasing physical, mental, emotional and spiritual energy, such as boot camps, sports challenges, life coaching, volunteering opportunities and workshops on movement, sleep, stress, mental resilience, nutrition and more. In the annual Great Place To Work survey, >95% said they were either neutral or in agreement with the statement: “The work environment is psychologically and emotionally healthy”. Starting in 2022, employees will be reimbursed for their One-Fit gym or workout memberships. Similar investment in vitality initiatives will also occur in the future.
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