Inke Daems - AG Insurance

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AG Insurance

Supporters of the lives of our employees

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Market leader

Employees

Headcount: 4,417

Average age: 42

Average seniority: 16 years

New hires in 2015: 241

Brussels, Antwerp & Charleroi

About AG Insurance

Internal source: 31/12/2015

One Belgian out of 3 is a client of AG Insurance

Private and business clients, and public institutions

Large product portfolio: life insurance (save, invest, death…) and claims insurance (car, fire, accidents, health,…)

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Our EMPLOYEES

make the difference

"In the insurance business, customer service is vital. Employees who feel involvedin the company and enjoy theirwork will both work better and be more sensitive to customerneeds."

Hans De Cuyper, CEO

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3 strategic axes for Human Capital Management

Engaged employees lead to

satisfied customers, which

leads to profitable growth.

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We zijn allemaal Supporters van het leven

DRIES is een Supporter van zijn carrière

PETER is een supporter van AG Insurance

GREGORY is een Supporter van zijnklanten

CECILE is een Supporter van haar collega’s

En jij?

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Solidarity underpins everythingwe do as an insurer. Through charitable giving initiatives that are aligned with our corporatevision, we have turned our passion for solidarity into action"

Hans De Cuyper, CEO 130 employees on a Saturday in October

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Growthdiscussions

Learning forall

generations

Young masters

Internalmobility

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Flexible workenvironment

Training ‘keep yourbalance’

Employee assistance program

Stress consultants

Move (Easy fit, run to

Rio,…)

Medicalexam & advice

Food (Free fruit)

Welcomeback

program

Absence interview

Easy shop

Flexibleworking

hours

Conversion of salary in

vacation

Telework

Resilience

Physicalhealth

Absence management

Work-life balance

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Possibility to work 1 day a week from home

• Better work-life balance

• Also applicable in operationalservice centers

• Supported by new communication technology and paperless offices

• Not a right nor an obligation

A more dynamic work environment

• facilitating interaction

• possibility to choose a workplace adapted to the activity (meeting, concentration,…)

• paperless

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3

1

2

Welcome Back: Research Findings on Disability

While managers prefer to have their staff members stay at home until they are back at full job capacity, studies show that a phased return is critical to long-termrecovery

- Change mentalities- Allow staff membersto transition back to the workplace gradually

The longer the disability leave, the lowerthe probability of returning to work

Take action early on

The reason for not returning to work isoften unrelated to the initial illness and has more to do with psychosocial factors

Guide and support people in theirreturn to good health and to work

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Welcome Back for staff members who have hitthe 6-week mark for an absence due to illness

A way to ease the transition back to work after time awaydue to illness

Better support and guidancefor staff members from the beginning of their disabilityleave

Completely confidential: respect for personalprivacy and doctor-patient privilege

Purely voluntary: staff members are free to choose whether they wantto participate in the programme or not

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Key Milestones in Welcome Back

Onset of the illness

Day 1

Welcome back letter

+ 4 weeks

Return to work

Z-Day

Phone call from in-house

infirmary

+ 6 weeks Y-Day

Set return date

Progress regularly

monitoredby infirmary

Better support and guidance for staff membersfrom the beginning of theirdisability leave

Buy-in and active participation of people managers

Support and guidance for staff member on disability leave

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Does it work? employee survey results

PerformanceDo our employees go the extra mile,

even when not asked to?

RetentionAre our employees loyal to our company and

will they stay with us in the future?

SatisfactionAre our employees

satisfied?

6.42

6.29

EngagementWhat’s the

engagement level of our employees?

Well-beingHow do our

employees score on well-being?

AttractivenessIs our organisation still

attractive as an employer?

Source: iNostix, 2016 figures

6.44 6.86 7.53

=6.99 8.19

2014 : 6.99 2014 : 8.17

2014 results: 6.39 6.42 6.80 7.41

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Does it work? absenteeism

2013

4.2

%

2014

4.0%

gender

concierge service

teleworking

ag

e

seniority

reg

ion

work regime

2012

3.8%

absenteeism

2015

3.8%

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