Composition of the organisation
Our task requires innovative thinking, so it is important that colleagues feel at liberty to show their best and unique selves at work. For that reason, we pursue inclusiveness and diversity in our management approach.
Gender diversity at board and senior management level
In 2025 and 2030, we have set ourselves the target of having women in respectively 33% and 50% of our management positions. In 2024, this percentage was 33.4% (2023: 30,5%), meaning that the objective set for 2025 has been achieved. The proportion of women in senior management (N-2 positions; directors and managers in the hierarchical layer directly below the Management Board) is 38%. In 2025, we want to see growth in the number of women in team leader positions. We will achieve this in part by actively employing role models and objectifying the inflow and advancement process. Alliander strives to be a female-friendly employer. We have initiated and hosted webinars on the menopause and the hormone cycle, and the safety workwear package has been expanded in a manner specifically tailored to the needs of women.
Percentage of women in managerial positions
Employee breakdown by gender
Employee breakdown by age
Attention for special days
We pay attention to special days that are important to groups of colleagues. During Ramadan, we organised an Iftar for 100 colleagues, where we reflected on the values behind Ramadan and how we can use these values to move Alliander forward as an organisation. On July 1, we celebrated Keti Koti with an informative webinar and lunch that facilitated open conversation. We celebrated Coming Out Day together with the presentation of the first Ally of the Year Award. During Diversity Day, we reflected on the diversity of all our colleagues, because everyone has their own story. By sharing these stories, ideas emerge and different perspectives are highlighted.
We pay attention to days that are important to groups of colleagues. This creates a greater connection with colleagues for whom these days are new.
Employee networks
Six employee networks play an important role in promoting inclusion and social cohesion. They are: Wij zijn Nexus (multicultural network), Lianne (women's network), Pride (LGBHTQ+ network), Young Alliander (youth network), Mission Possible (network for colleagues with support needs), Globals (for international colleagues).
In 2024, Mission Possible put the topic of neurodiversity firmly in the spotlights by hosting a webinar for more than 500 colleagues. Lianne regularly organises low-threshold meetings where women can meet each other. The Globals network has contributed to the inclusion of non-Dutch speaking colleagues by holding information sessions in English on topics such as the collective labour agreement and the intranet.
Opportunities for people with poor employment prospects
we aim to include people with poor employment prospects, focusing on the target group that falls under the government’s job promise scheme (‘banenafspraak’). We offer sustainability-oriented jobs and paid work experience placements. In 2024, we employed a total of 180 people with poor prospects in the labour market. (2023: 125). We are actively seeking new collaboration partners who have candidates with knowledge or skills that will allow them to contribute to our task.
