In 2024, Royal Ahrend continued to strengthen its social performance, focusing on integration, employee experience, health and safety and diversity. Following a decade of growth through acquisitions and international expansion, we have taken key steps towards becoming one unified organisation. A milestone this year was the launch of the Royal Ahrend Company Guidebook, which outlines our company’s strategy, structure and cultural values while promoting collaboration across departments.

Employee experience

Our Employee Experience Index (EXI) reached 72,6 in 2024, a clear improvement over 70,9 in 2023. We also achieved our highest-ever response rate to the Employee Engagement Survey at 83,4%. Results highlighted the importance of leadership, communication and working conditions, which are all priorities that will be addressed in our 2025 follow-up plan.

In 2025, we will focus on engaging with our international teams to enhance collaboration and knowledge sharing. We also plan to launch a global leadership development programme in the second half of the year. This initiative will offer online and offline training, integrated into the Ahrend learning platform, to support the development of current and future leaders.

Health and safety

Our commitment to health and safety remained strong in 2024. All operations are covered by a certified occupational health and safety management system (ISO 45001) or relevant legal frameworks, ensuring 100% coverage of employees and non-employees.

We recorded eight work-related incidents in 2024, one fewer than in 2023. Of these, one was classified as a Medical Treatment Case (MTC). We continue to target zero severe workplace accidents by 2030. Additionally, we offered voluntary health checks at various locations, focusing on vitality, work-life balance and lifestyle. These checks, carried out by independent providers, support long-term employability and are part of our strategy to reduce absenteeism to below 4,5% in 2025.

Diversity and Inclusion

Gender diversity remains a key focus area. In 2024, we met our 2027 goal for the Board of Directors, which now has an equal gender balance. Company-wide, the workforce remains stable with at least 33% male and female representation. Sub-top management is currently 14% female, and we aim to increase this to 28% by 2027.

Our diversity efforts also extend to social inclusion. By the end of 2024, 11% of our workforce consisted of differently-abled individuals, consistent with 2023 levels. We will continue to encourage inclusive hiring practices and evaluate opportunities to increase diversity, especially in leadership roles, in the years to come.

Customer health and wellbeing

At Royal Ahrend, we design furniture that supports the health and well-being of users through ergonomic, adaptable and environmentally-responsible solutions. All new products follow a standardised development process, with a strong focus on indoor air quality and safe materials. By the end of 2024, 72% of our own product sales complied with the ANSI/BIFMA e3 M7.1 furniture sustainability standard, and we are on track to reach 95% by 2027.

Innovation plays a key role in promoting user well-being. In 2024, we launched a modular, glue-free hanging sofa for better hygiene and easy maintenance. These product enhancements reflect our commitment to creating healthy, comfortable and future-proof workspaces.

Outlook 2025 and beyond

In 2025, we will build on our progress by strengthening international collaboration and continuing to align our HR processes across all locations. A central focus will be on employee engagement, with tailored actions based on the results of our Employee Engagement Survey.

We will expand our learning and development initiatives, launching the global leadership development programme and integrating it into the Ahrend learning platform. Health and safety efforts will also be reinforced, particularly in reducing absenteeism and maintaining our goal of zero severe workplace accidents. We will continue working toward our diversity targets, especially by improving the representation of women in leadership positions and supporting inclusive practices across all levels of the organisation.

For consumers and end users, we will continue to prioritise health and well-being in our product design by expanding the use of safe, certified materials and enhancing ergonomic features across our portfolio. We aim to reach 95% compliance with the ANSI/BIFMA e3 M7.1 standard and increase supplier compliancy to Cradle to Cradle Certified® basic level requirements to 60% by 2027. Additionally, we will invest in research and innovation that supports both physical comfort and mental well-being in the workplace, ensuring our solutions remain aligned with evolving customer needs and sustainability standards.