Conference Matters 144

FIRST LEARNINGS

KPIs, audits and improvements With the participants, we also looked ahead to measurable objectives, evaluation of results, internal and external audits, and improvement goals. In line with the baseline measurement, not enough has been documented. However, an external audit has been carried out at the majo rity of the organisations. After completing the baseline measurement, the VenueNL Sustainability Initiative focuses on the areas of improvement. The first step is to document the policy when it comes to sustaina bility, social responsibility and governance. Since venues have enough practical examples to use as a basis, there’s much to be gained that can easily be accomplished. At the same time, the focus is on formulating measurable objectives and improvement goals. Ultimately, this is what VSI is all about: realising the collective, substantiated progress of Dutch venues in the field of sustainability in the broa dest sense of the word.

tion, bribery and extortion, or to report any of this to the appropriate supervisory authorities. It seems to be mainly about anchoring it in policy, not dealing with possible abuse. However, it also requires additional research. 13. Actions and implementation on subjects that affect guests and clients The results of the assessment indicate that little or nothing has been done to design products and services to the highest standards of health and safety and to provide clear instructions for safe use and maintenance. Furthermore, it is surprising that only one of the organisations has taken action to protect guest and custo mer data, which has been a legal requirement for some time. Regarding community engagement, most organi sations have not taken any action at all, such as proactively involving the community, consulting representative groups in social investments and supporting vulnerable or under-represented groups. In addition, there is barely any discussion about creating employment or contributing to local economic development. The venues involved have the opportunity to enter into partnerships with local educational institutions for technological development and stimulate local employment by participating in skills and social return programmes. 14. Actions and implementation on com- munity engagement and development

working environment. This is understandable, since these matters are often part of the collective labour agreements with which the venues involved work. 9. Actions and implementation regarding labour practices (an organisation’s employees and subcontractors) Working conditions in Dutch venues are well regulated. However, only a few venues are able to accommodate people with a work disability. In 2026, the law on jobs and quotas for people with a work disability will oblige employers with more than 25 employees to employ at least 5% of employees with a work disability, which poses a challenge. Companies could be more active in reducing the gender pay gap in comparable positions. Developing targeted policies is essential to close this gap in the near future. It is striking that only a few companies collect data on it and actively work on reducing these pay gaps. It is another important opportunity for improvement in the area of gender equality in the workplace. A minority of venues indicate that they are taking measures with regard to the environment. In this case, only on a few specific points are being addressed. When it comes to preventing, limiting and com pensating for greenhouse gas emissions in Scope 3 or elsewhere in the chain, and mana ging water consumption by reducing, recycling or using rainwater, no measures are apparently being taken at all. 11. Actions and implementation regarding the environment 10. Actions and implementation regarding labour practices (an organisation’s employees)

'Companies could be more active

in reducing the gender pay gap'

12. Actions and implementation on fair operating practices

The most noticeable thing in this category is that little to nothing is being done to combat corrup

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