Reporting Obligation under the Growth Quota and Target Figures Act in the Context of ESG

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href="https://twitter.com/intent/tweet?url=&title=" title="X (Twitter)" class="social--icons__twitter" target="_blank"> <span class="fab fa-x-twitter"></span> </a> </li> <li> <a href="https://www.xing.com/spi/shares/new?url=" title="Xing" class="social--icons__xing" target="_blank"> <span class="fab fa-xing"></span> </a> </li> </ul> </div> </div> <div class="anchor-group__content"> <div class="section section--article__header"> <div class="container"> <div class="row"> <div class="col-12 col-md-12 col-lg-9"> <p class="date">27 novembre 2024</p> <h1 class="extended dark">Reporting Obligation under the Growth Quota and Target Figures Act in the Context of ESG</h1> <ul class="list-icon"> <li class="list-icon__thick"><span class="icon"><span class="far fa-clock"></span></span> Quick read</li> </ul> </div> </div> </div> </div> <div data-anchor-title="" class="section anchor-group__content--section section--content page-navigation-section aos-init aos-animate"> <div class="no-gutter"> <div class="col-12 col-md-9 col-lg-9"> <div class="section section--rich-text " data-collapse-threshold="50" data-aos="fade-up" data-aos-duration="1000"> <div class="container"> <div class="content--body"> <p class="primary">Since 2022, the Growth Quota and Target Figures Act has been in effect. Based on this Act, large companies are required to improve the gender balance in the top and upper management levels of their organization. To this end, large companies must demonstrate the target figures and corresponding action plans they have established to enhance diversity at these levels. Companies must report this information to the Social and Economic Council (SER), which publishes these reports on the publicly accessible <a href="https://ser.diversiteitsportaal.nl/data-verkenner/">Diversity Portal</a>. Diversity within an organization, particularly in leadership roles, is a key component of responsible ESG policies. This article outlines the main points of attention included in this legislation and discusses the reporting obligations for large companies.</p> <h4>Growth Quota and Target Figures Act</h4> <p>The Growth Quota and Target Figures Act distinguishes between listed companies, which are subject to an ingrowth quota, and large Dutch companies, which are required to report. Listed companies are subject to an ingrowth quota for new appointments to their supervisory boards. When making a new appointment to the supervisory board, the existing gender distribution must be taken into account, and the appointment must contribute to a more balanced distribution.<br /> <br /> For all large Dutch companies, target figures must be established for the top and upper management levels, and these must be reported to the SER. Large companies are required to set appropriate and ambitious objectives (Article 2:276 of the Dutch Civil Code). These objectives vary per company and depend on factors such as the current gender distribution within the organization, the size of its top and upper management, and the nature of the organization. For example, if a company’s board currently consists of two men, an appropriate and ambitious target would be to add at least one woman. In all cases, the goals must aim to improve the current composition in terms of diversity.</p> <h4>Criteria for Large Companies</h4> <p>A company qualifies as a "large company" under this Act if it meets at least two of the following three criteria on two consecutive balance sheet dates:</p> <ul> <li>Total assets exceed €25 million;</li> <li>Net turnover exceeds €50 million;</li> <li>Average number of employees is 250 or more.</li> </ul> <h4 >Reporting to the SER</h4> <p>Large companies must submit a report to the SER within ten months after the end of the previous financial year. These reports, following a standardized format, must include:</p> <ul> <li>The number of men and women in the board, supervisory board, and upper management at the end of the financial year;</li> <li>The target figures;</li> <li>The action plan to achieve these goals; and</li> <li>Reasons for not meeting one or more objectives, if applicable.</li> </ul> <p >The SER invites all large companies to submit a report. The action plan, which is part of the report, may address various elements contributing to achieving the set goals. Examples include diversity policies, awareness of the policies to achieve the target figures, equal pay policies, transparency in grading and remuneration, inclusive recruitment and selection processes, diversity training, and measures to combat inequality within the organization.</p> <h4>Diversity Portal</h4> <p>The SER publishes the submitted reports on its Diversity Portal, where they can be accessed publicly. The SER monitors the progress of companies over several years. While there are no direct penalties for failing to submit a report, the organization’s board can be held accountable internally. Moreover, taking action in this area is essential for organizations striving to align with responsible ESG practices.</p> <h4>Practical Implications</h4> <p>If your organization qualifies or will qualify as a large company under the Growth Quota and Target Figures Act, it is crucial to set ambitious target figures and to develop a diversity policy that fits your organization. Complying with the Growth Quota and Target Figures Act is not only a legal obligation but also a key step in meeting ESG principles. Diversity plays a significant role in ESG objectives, and reporting to the SER is a good opportunity to show the diversity efforts made within your organization and identify areas for further improvement to achieve an optimal diversity policy.</p> <hr /> <h2>De rapportageverplichting op grond van de Wet ingroeiquotum en streefcijfers in het kader van ESG</h2> <p class="primary">Sinds 2022 is de Wet ingroeiquotum en streefcijfers in werking getreden. Op basis van deze wet moeten grote bedrijven zich onder meer inzetten voor een betere man-vrouw verhouding in de top en subtop van de organisatie. In dat kader moeten grote vennootschappen laten zien welke streefcijfers en bijbehorende plannen van aanpak ze hebben opgesteld om diversiteit in de top en sub top van de organisatie te verbeteren. Vennootschappen moeten daarover rapporteren aan de SER, die deze rapportages deelt in het openbaar toegankelijke ‘<a href="https://ser.diversiteitsportaal.nl/data-verkenner/">Diversiteitsportaal</a>’. Diversiteit binnen de organisatie en in het bijzonder in de top van de organisatie is een belangrijk onderdeel van een verantwoord ESG beleid. In dit artikel lichten we de voornaamste aandachtspunten in deze wetgeving kort toe en gaan we in op de rapportageverplichting voor grote vennootschappen. </p> <h4>Wet ingroeiquotum en streefcijfers</h4> <p>In de Wet ingroeiquotum en streefcijfers wordt onderscheid gemaakt tussen <em>beursgenoteerde </em>bedrijven, waarvoor het ingroeiquotum geldt, en <em>grote </em>Nederlandse vennootschappen waarop de rapportageverplichting ziet. Er geldt een ingroeiquotum voor nieuwe benoemingen binnen de raad van commissarissen (RvC) van beursgenoteerde bedrijven. Bij een nieuwe benoeming binnen de RvC, moet rekening worden gehouden met de huidige man vrouw verdeling. Een nieuwe benoeming moet bijdragen aan het evenwicht daarvan. <br /> <br /> Voor (alle) grote Nederlandse vennootschappen geldt dat streefcijfers voor de top en sub top van de organisatie moeten worden vastgesteld en hierover moet worden gerapporteerd aan de SER. Door grote vennootschappen moeten ‘passende en ambitieuze’ doelstellingen worden gesteld (artikel 2:276 BW). Deze doelstellingen verschillen per vennootschap en zijn afhankelijk van onder meer de huidige man vouw verdeling binnen de organisatie, de omvang van de huidige top en sub top van de organisatie en het type organisatie. Indien de top van een vennootschap op dit moment bijvoorbeeld bestaat uit twee mannen, is een passend en ambitieus doel hier ten minste één vrouw aan toe te voegen. In alle gevallen moeten de doelstellingen de huidige samenstelling qua diversiteit positief veranderen. <br /> <br /> Een vennootschap kwalificeert als ‘grote vennootschap’ in de zin van deze wet wanneer de vennootschap op twee opvolgende balansdata voldoet aan ten minste twee van de volgende drie criteria:</p> <ul> <li>de waarde van de activa bedraagt meer dan € 25 miljoen;</li> <li>de netto-omzet is meer dan € 50 miljoen;</li> <li>het gemiddeld aantal werknemers is 250 of meer.</li> </ul> <h4 >Rapportage aan de SER</h4> <p>Grote vennootschappen moeten binnen tien maanden na afloop van het voorgaande boekjaar aan de SER rapporten. In dit rapport moet volgens een vast format worden gerapporteerd over:</p> <ul> <li>het aantal mannen en vrouwen dat aan het eind van het boekjaar deel uitmaakt van het bestuur, de rvc en de subtop;</li> <li>de doelen in de vorm van streefcijfers;</li> <li>het plan van aanpak om deze doelen te bereiken; en</li> <li>de redenen voor het eventueel niet behalen van één of meer doelen.</li> </ul> <p >De SER nodigt alle grote vennootschappen uit om een rapportage in te dienen. In het plan van aanpak, wat onderdeel uitmaakt van deze rapportage, kan aandacht worden besteed aan alle onderdelen die bijdragen aan het behalen van de gestelde doelen. In dat kader kan onder meer worden gedacht aan een diversiteitsbeleid, kenbaarheid van het beleid om de streefcijfers te behalen, een gelijk beloningsbeleid, transparantie omtrent inschaling en beloning, een inclusief wervings- en selectieproces, diversiteitstrainingen en beleid om ongelijkheid binnen de organisatie tegen te gaan.   </p> <h4>Diversiteitsportaal</h4> <p>De SER publiceert de ingediende rapportages in haar Diversiteitsportaal, waar deze kunnen worden ingezien. De SER heeft hierin een monitorende rol, wat inhoudt dat de voortgang van vennootschappen over verschillende jaren kan worden gemonitord. Aan het niet indienen van een rapportage zitten geen directe sancties verbonden, hoewel het bestuur van een organisatie hier wel (intern) op kan worden aangesproken en het voor organisaties in het kader van een verantwoord ESG beleid van belang is hier actie op te ondernemen. </p> <h4>Belangrijk voor de praktijk </h4> <p>Wanneer uw onderneming onder een grote vennootschap in de zin van de Wet ingroeiquotum en streefcijfers valt of gaat vallen, is het van belang om na te denken over ambitieuze streefcijfers en een diversiteitsbeleid op te stellen wat aansluit bij uw organisatie. Het toepassen van de Wet ingroeiquotum en streefcijfers is een verplichting die in kader van ESG van belang is om te voldoen aan de geldende ESG uitgangspunten. In het kader van de ESG-doelstellingen speelt diversiteit een grote rol en het rapporteren aan de SER is een goede manier om tot uiting te brengen wat er binnen de organisatie in het kader van diversiteit wordt gedaan en wat er nog kan worden meegenomen om tot een optimaal beleid te komen.</p> </div> </div> </div> <div class="section section--tags" data-aos="fade-up" data-aos-duration="1000"> <div class="container"> <div class="tags--group"> <div class="tags--group__list"> <span class="tag">Services et Groupes</span> <a href="/fr/expertise/services/esg" class="btn btn--tag" >Environmental, social & governance (ESG)</a><a href="/fr/expertise/services/environmental-planning-and-regulatory" class="btn btn--tag" title="Enviromental, planning and regulatory" >Environnement, Urbanisme et Réglementation</a><a href="/fr/expertise/services/employment-pensions-and-mobility" class="btn btn--tag" title="Employment, pensions and mobility" >Droit Social, pensions et mobilité</a> </div> </div> </div> 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<source srcset="https://www.taylorwessing.com/-/media/taylor-wessing/images/search-result-thumbnails/insights-news-and-event/services/employment-pensions-and-mobility/gi-1140771926_close-up-of-paddle.jpg?as=0&dmc=0&iar=0&thn=0&udi=0?as=0&h=527&iar=0&w=938&crop=1&hash=8C793E731CDDB35322CBBB0393890890" media="(min-width: 640px)"> <img src="https://www.taylorwessing.com/-/media/taylor-wessing/images/search-result-thumbnails/insights-news-and-event/services/employment-pensions-and-mobility/gi-1140771926_close-up-of-paddle.jpg?as=0&dmc=0&iar=0&thn=0&udi=0?as=0&h=206&iar=0&w=366&crop=1&hash=9679640AE15C96864D67C8E1B11B8F04" alt="arbeidsvoorwaarden" loading="lazy" /> </picture> <span class="play"><i class="fa fa-play fa-2x"></i></span> </div> <div class="insights--item__content" data-aos="fade-up" data-aos-duration="1000" data-aos-delay="150"> <span class="tag">Droit Social, pensions et mobilité</span> <h2>Terms of employment in the Netherlands</h2> <p></p> <div class="time">3 avril 2023</div> <div class="read">Quick read</div> <p class="">par <a class="" href="/fr/people/netherlands/eindhoven/maxime-van-dort">Maxime van Dort</a></p> </div> <a class="insights--item__link" href="/fr/insights-and-events/insights/2023/04/terms-of-employment-in-the-netherlands">Cliquer ici pour en savoir plus</a> </div> </div> </div> <div class="section section--footer"> <div class="container"> <a class="btn btn--subscribe" href="/fr/subscribe" target=""> Abonnez-vous à nos dernières actualités </a> <div class="footer--navigation__primary"> <ul> <li> <a href="/fr/about-us" target=""> À propos de nous </a> </li> <li> <a href="/fr/online-services" target=""> Campaigns and online tools </a> </li> <li> <a href="/fr/insights-and-events/news" target=""> Actualités </a> </li> <li> <a href="/fr/people" target=""> Équipe </a> </li> <li> <a href="/fr/expertise" target=""> Expertise </a> </li> <li> <a href="/fr/global-reach" target=""> Bureaux </a> </li> <li> <a 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