People: our human capital

Wereldhave aims to provide an inspiring and challenging work environment in which talented employees can find responsibilities as well as career and growth opportunities. We believe in a flexible, out-put driven way of working, in entrepreneurship and in inspiring leadership.

We develop our human capital by:

  • Achieving an employee satisfaction score of 7.5 or higher, our latest score was 7.6
  • Investing 2% of total salary budget in training and development. In 2017, we did invest 2.1% of our base salary budget.
  • Improving the efficiency of our performance management process, 81% of all employees had 2 appraisals.
  • Implementing a succession planning for all key positions. Since 2017 a succession planning is in place for all key positions.
  • Increasing the percentage of female senior managers to 33%. In 2017, 35% of all senior managers was female.
  • Creating awareness for diversity by providing job experience positions for people with disabilities. In 2017 we had 5 initiatives to create job experience. 
  • Engaging employees in social inclusion activities. In 2017, 79% of staff was involved in at least one sustainability activity.

Our focus areas:

Training and development
Wereldhave encourages its employees to develop relevant skills by our training and development programme. The training and development programme is adjusted to the specific requirements of the local organisations and their strategic priorities. We aim to invest 2% of our annual employee budget in training & development of employees, to help them to realise the organisational goals in an efficient manner. In 2017, we have achieved the 2% target and several types of training and education were organised; collective trainings focused on business and personal development as well as individual trainings to develop professional skills.

Collective trainings include onboarding, e-mail behaviour, work effectiveness, speaking in public. In addition, integrity awareness trainings were provided in 2017 in France, Belgium and Finland. Partly due to the training offered and the additional attention given internally to integrity, no breaches against the Code of Ethics were reported in 2017. We apply a standard assessment tool to measure new candidates against specific job competencies. Our onboarding programme in France includes half a day in a shopping centre to create a better understanding of retail operations. In addition, the ‘live my life’ programme is set up to encourage exchanges between employees from different work places. Family workshops were held with a specialist to inform and help employees on a healthy work-life balance and personal issues.

Wereldhave wants to provide equal opportunities for all. We have defined targets for gender diversity and equality for our management organisation and we expect our suppliers to do the same. Wereldhave supports the principles of the Organisation for Economic Cooperation and Development (OECD) Guidelines for Multinationals. Human rights as defined by the United Nations in its Universal Declaration of Human rights are common standard. We encourage our employees to respect these rights by committing to our Code of Ethics and Business Integrity principles. We aim to reach 33% of senior management roles taken by women, and we want to encourage equal chances for all by providing job experience in our shopping centres for people with disabilities. 58% of all Wereldhave employees is female, and females represent 35% of senior management.

We run several schemes to promote the participation of persons with a disability. In France we started a cooperation with a company to clean and decorate the rooftop terrace. They employ mentally disabled persons. We organised a training to raise awareness during the disability week at the headquarter of Wereldhave France. Several workshops were held, such as ‘sensorial tests’ in recognising smells, noises and objects without seeing them. The goal was to experience the life of a visually-disabled person.

In the Netherlands shopping centre Roselaar hosted ‘intern for a day, Prokkelstage’ for the second time. It is a very special project for disabled persons, making them interns for a day at Shopping Centre Roselaar. This project ‘Prokkelstage’ stimulates the contact between disabled persons and society. Intern positions were offered by several retailers such as Albert Heijn, Etos, C&A, HEMA, The Althlete’s Foot, Jamin, ICI Paris XL, VERO MODA and the security company.

Employee engagement
Our employees were involved in local initiatives to collect money for charity and in social inclusion events at the shopping centres. In 2017 our employees joined amongst others the Amsterdam Cityswim for ALS, Télévie 24-hour cycling activity for cancer research in Belle-Ile and Purmerend, L’Amazone run against breast cancer in Le Havre, and IMMORUN in Brussels.

In 2017, all Wereldhave employees were invited in Bordeaux for the bi-annual international employee event, to enjoy the culinary and cultural heritage of the Bordeaux region. We were invited for a workshop on rooftop gardening at the Shopping Centre Mériadeck. During the workshop, we learned how rooftop gardens contribute to the local biodiversity and thus the quality of life in the community.

During the festive season our employees have contributed to a lot of heart-warming charity events at our shopping centres. For example, on Christmas eve, Ring Shopping in Kortrijk has invited over 400 less fortunate people for dinner, in co-operation with the foodbank and other partners. Over 35 volunteers, including the Shopping Centre Manager and team members, prepared dinner, laid the tables and created a warm and festive atmosphere.