CSR Report 2018

CARE FOR OUR PEOPLE CSR 2018 – BOSKALIS 40 TALENT MANAGEMENT AND ENGAGEMENT DEFINING WHAT IS REQUIRED After a reduction in our overall headcount in 2016 and 2017 in response to the challenging business environment, over the past year we have focused efforts on our Talent Strategy: reviewing which competencies we have in house and what expertise is required to fulfill our ambitions and keep our workforce prepared for the future. Based on the outcomes of the review, we updated our strategic workforce plan across four key areas: ‚ ‚ Attracting the right talent ‚ ‚ Engaging our employees ‚ ‚ Creating equitable rewards and recognition ‚ ‚ Enabling career aspirations ATTRACTING THE RIGHT TALENT In order to continue to attract the right people, for the right position, at the right time, we have to be able to offer interesting work, a culture of trust and recognition and opportunities to develop and grow. We also need to be visible and accessible in the market. Therefore, this year we expanded our recruitment processes with an employee referral program and an #experienceboskalis recruitment event. Marloes Reniers, a Boskalis recruitment specialist explains: “The name ‘Experience Boskalis’ says it all: as well as using the event to find the most suitable candidates, we offer attendees the chance to experience the dynamics and culture of our company. A combination of activities gives candidates a great insight into our organization and helped us evaluate candidates against our core competencies: teamwork, entrepreneurship, professionalism and safety.” SECURING TODAY’S AND TOMORROW’S TALENTS In 2018 we established Talent Labs, to provide us with key insights into current business and workforce opportunities and challenges. On the business side, clients are looking for more integrated solutions, a deep understanding of their environment and stakeholders, as well as increasing value for money. As for our pool of young talents and future employees, these people are looking for work that has a sense of purpose, with inspiring leaders, a culture of trust and recognition and opportunities to develop and grow. By way of deep dives, workshops and external analyses, we focused on identifying critical roles and talent needs across the business. We were able to clarify capability needs for key hard-to-fill roles and identified concrete actions to address immediate and to-be-expected gaps. Importantly, and in order to maintain a steady pipeline of talent, we were also able to define next steps.

ENGAGING OUR EMPLOYEES At the end of the day, it is our people who assess how successful we have been at providing them with an inspiring working environment, career prospects and a work-life balance in line with their aspirations. As we look to raise the bar and monitor our progress, a survey is being prepared and will be held amongst our employees at the beginning of 2019. In addition to gaining insight into what drives our employees to work for us, the survey will also explore how our employees view important themes, such as social responsibility or environmental management. CREATING EQUITABLE REWARDS AND RECOGNITION Having an equitable and competitive compensation and benefits package in place helps us attract and retain talent. As a next-step within the strategic workforce plan, in 2019 we will be revising our policies on rewards and recognition. This will include benchmarking our terms of employment. ENABLING CAREER ASPIRATIONS To maximize the full potential of our people and to satisfy employee needs, we stimulate internal career moves. We believe such mobility boosts knowledge-sharing and our power to innovate. In order to make it easier for employees to grow in line with their ambitions and capabilities, we focus on training and development opportunities and talent identification, as well as specific career mobility initiatives. In 2018 our employees undertook over 77,000 training hours and we implemented the following initiatives:

Excited candidates during the Boskalis trainee selection day.