Care for people
The technology industry is an important employer and wants to create and fill additional jobs in the coming years. We see it as our task to offer as many people as possible a valuable job in a healthy labour market, with attention for personal development and sustainable employability. By making our companies more diverse, we are helping to create a society where everyone is equal and at the same time increasing our competitiveness. The safety, health and well-being of our employees are our highest priority.
Why is this important?
The Belgian economy is picking up again and, as a result, the demand for suitable workers is growing even more than in recent years. At least 300,000 people must be activated by 2030 to maintain our level of prosperity. In order to speed up digitization and the green transition, companies are also faced with major changes, in which they also want and need to involve their employees. The study by Be The Change* shows that automation and digitalization make certain jobs redundant, but in a digitizing world and as a result of the green transition, a multitude of new jobs are also created.
We are therefore focusing on sustainable employment in the technology industry. This means that we create the right conditions for a long, healthy and happy career for our employees. It is crucial for people to know what competencies and skills they need, not only for their current job but also to be able to participate fully in the future economy. We see it as our responsibility as an employer to make people aware of the need to develop themselves with a view to the future.
To enable people to update their competencies and skills, we not only provide formal training and education, but our members are also developing into learning organizations where employees can learn at different times, in different forms and in different places.
* In the Be The Change programme, Agoria exposes the changing needs on the Belgian labour market. These insights serve as a basis for governments, sectors, companies and individuals to shape their future HR policy. More information on agoria.be.
Commitments
- We create a net 40,000 additional jobs and fill them by 2030.
- We ensure that employees in our sector know what competencies are needed for their job in 2030 and that they receive the necessary training.
Indicators
- Number of people aged 20-64 in work (Belgium)
- Number of people employed in the technological industry
- Number of vacancies in the technology industry
- Number of companies that have a programme or tool to identify the necessary competences of their employees
Why is this important?
As a technology industry, we want to contribute actively to a diverse society. We want to give everyone equal opportunities, irrespective of gender, age, ethnic or cultural background, disability, religion, political beliefs, pregnancy or parenthood. In our companies, throughout our supply chains and in society, we want to remove barriers to equality.
There is too little diversity in the technology industry at this time. The under-representation of women is a particular concern in our sector. Belgium has no shortage of educated women: worldwide, but also in Belgium, more young women than young men study at university. Encouraging women and companies and giving them the opportunity to contribute together to more diversity is a social issue that is at the top of Agoria's agenda. After all, by balancing the male-female ratio, we will also be able to tackle the other diversity topics.
Attention to social equality is not only an ethical choice, it is also an economic necessity. In stark contrast to the lack of diversity, our sector currently has more than 20,000 vacancies. As a result, our companies cannot attain the full potential for growth and therefore for our prosperity. By embracing diversity, we want to fill the increasing demand on the labour market with new profiles. More and diverse talents must find their way to our sector.
Diversity also strengthens the prosperity and competitiveness of our companies. Only if the business world reflects society can products and services meet the needs of diverse consumers optimally. In companies with diverse teams and an inclusive work environment, employees are more engaged and motivated as well as happier, which leads to higher productivity. Diverse teams are more creative and innovative by connecting different backgrounds, talents and insights.
Commitments
- We aim for an annual improvement in the male/female ratio in the technology industry. We strive for gender equality in recruitment and promotions and aim for 25% women in leadership positions by 2030.
- We support activation paths for older employees, young women and NEET young people*.
Indicators
- Number of women in leadership positions
- Male/female ratio in the technology industry (Belgium)
- Age pyramid in the technology industry (Belgium)
- Number of initiatives launched to promote digital competencies
* NEET young people (not in education, employment or training) are young people between 15 and 24 who have not been in education in a four-week reference period, are not in regular education, are not in training outside regular education and are not at work (even as a working student).
Related cases
- VINCI Energies: diversity, inclusion and lifelong learning
- Serviplast: "People with a disability get equal opportunities with us"
- CTG Circular gives computers a second lease on life and helps underprivileged young people
- Capgemini makes diversity concrete: "All our employees must be able to be themselves"
Why is this important?
As an employer, we feel responsible for the safety and health of our employees. Accidents can also damage the environment and have a negative impact on business productivity. Occupational safety and health are therefore top priorities within the technology industry. Nevertheless, accidents at work and occupational diseases still occur every year in the technology industry.
Our companies do everything possible to prevent accidents and occupational diseases through prevention, risk management and safety management, at least in accordance with the legal requirements and applicable standards. In the manufacturing industry, machine safety, process safety and ergonomics require permanent attention, while in service companies the focus is on ergonomics. Companies also set up sports and exercise programmes to encourage their employees to adopt a healthy lifestyle.
In 2020 and 2021, the coronavirus pandemic was an additional challenge for safety management in our companies. Stimulated by the coronavirus measures, companies evaluated their internal rules and working processes thoroughly. This led to far-reaching adjustments to ensure the safety of employees and to allow them to continue their business: distance rules, mouth masks, organising disinfection rounds, working from home, contact tracing and raising employees' awareness of the coronavirus measures.
Increasing pressure on performance, unbalanced work-life balance, isolation during the pandemic, burn-out: as in many other sectors, people's mental well-being is an important concern in our industry, also after the pandemic. We want to give this matter our undivided attention in our sector by working out a prevention policy on psychosocial strain and organizing courses on stress and burn-out prevention and resilience training.
Commitments
- We are committed to improving the physical and mental health of our employees.
Indicators
- Frequency rate of occupational accidents in the technology industry
- Actual and overall severity rate of industrial accidents in the technology industry
- Total number of occupational diseases reported
- Absenteeism (longer than six months)
