As an employer, Telenet wants to encourage strong work performance and personal growth in a continuously changing working environment. We drive an employment policy that builds talent and stimulates maximum engagement. And we ensure that everyone feels happy at work.
We want our employees to be proud to work for
our company and to become real ambassadors. We
want to empower, inspire, and enable them to flourish.
As a large, dynamic company, Telenet always has a diverse offering of vacancies. Our goal is to attract people from all backgrounds – with a wide range of skills and professional experience. Telenet is convinced that a diverse employee base contributes to more creativity, a strong service delivery, and better corporate results.
The Young Graduate program is a two-year training program for recently graduated master’s students. During this period, they follow a number of targeted trainings based on core competencies such as innovation, leadership, and customer focus. Through pitch and presentation sessions, they get the opportunity to present their competencies and skills to the Senior Leadership Team.
Today, a lot of talent gets lost because employers and employees miss each other. WannaWork is a job platform that builds bridges between millennials – often with a diverse, multicultural background – and businesses. It is not just an online jobsite, it physically brings young people and companies together, with introductions in the workplace instead of a job application letter and interview. At Telenet, we use WannaWork as a recruitment method.
Collaboration with VDAB, Actiris, and Syntra
We operate an inclusive HR policy at Telenet, and like to give initial work experience to young people in search of opportunities with the right motivation and attitude. We collaborate with VDAB and Actiris for selection and recruitment, we organise training paths with Syntra, and we coach young employees with little experience to enhance their skills ‘on the job’.
LinkedIn Recruiter Certification
Telenet was the first Belgian company to be LinkedIn certified. The entire Telenet recruitment team was certified as LinkedIn recruiters, after completing an intensive LinkedIn Recruiter Certification Program.
Christophe Vanden Eede - Talent & Development Director
We give every employee the opportunity to actively work on their individual development. We also develop and update our training schedules and measurement methods on a regular basis. The individual talent programs are linked to a competence model and cover both technical and non-technical training courses.
In times of business transformation, recently promoted people leaders and managers get the opportunity to follow a personal development program that aims to boost (people) leadership in times of change, by finding the right balance between technical expertise and people management skills.
Telenet encourages its employees to actively contribute and engage. Because doing so benefits our products and services and therefore our customers. Employee engagement also translates into a corporate culture that is embraced by all employees.
Telenet bi-annually measures employee engagement through a survey, where results are consistently above the Belgian average. Not only do the results highlight our strengths, they also identify key attention points.
For Telenet, supporting social causes is more than a tradition: it is a fundamental part of our corporate culture. Every Telenet employee is given the opportunity one day a year to do paid voluntary work in one of the social projects for which Telenet provides structural support. Telenet employees also run, bike and play sport for good causes by participating in events like the 20km of Brussels, Antwerp 10 miles, or Kom op tegen Kanker.
We drive regular internal communications using a variety of platforms and tools to ensure all employees are well informed. In 2018 special emphasis is put on building a new corporate story that is fully aligned with the employee values and the brand purpose, with the power to engage our employees and turn them into real Telenet ambassadors.
Claudia Poels - Senior Vice President Humas Resources Telenet
As a company, we make every effort to enable employees to find a balance between work and private life, and to keep everyone's resilience high. Telenet promotes a culture of inclusion and diversity, offering equal opportunities irrespective of race, religion, sexual orientation, gender, disability, or age.
The Works Council (WC) (Ondernemingsraad – Conseil d’Entreprise) has an equal representation and comprises the same number of employer and employee representatives. It is involved in the social, economic and financial policies of the company. Reports from the WC are, as required by law, published to all employees.
The Committees for Prevention and Protection at Work (CPBW: Comités voor Preventie en Bescherming op het Werk – CPPT: Comités pour la Prévention et la Protection au Travail) is a consultative body that represents all employees and is composed equally. It comprises both employer and employee representatives, the occupational doctor and the internal service for prevention and protection at work. The CPBW is actively involved in the health policy for employees in the performance of their work, the global prevention plan and the annual action plan. This includes the domains of labor safety, health supervision, ergonomics, hygiene, workplace decoration, the psychosocial aspects of work, including bullying, violence, and unwanted sexual behavior, and the (living) environment. The CPBW primarily has advisory tasks around new and changing technologies, work procedures, the design of the workplace, work means, protection measures, trainings, instructions, periodic check-ups, etc.
The Wellbeing Survey
This survey is conducted every three years based on a scientifically proven tool. It identifies psychosocial risks at work related to work organization, work content, interprofessional work relations, work environment and work conditions, and their impact on stress, burnout, conflicts, and unwanted behavior at work such as (sexual) harassment, discrimination and violence, both on an individual and organizational level.
The Global Prevention Plan
This outlines the company’s wellbeing and environmental goals for five years, as identified through audits, risk analyses, yearly evacuation exercises, periodic and specific inspections, incident and accident analyses, the results of the Wellbeing survey, new legislation or important organizational changes. This is in accordance with the act on wellbeing at work. Every year, progress is measured and goals are reset if needed and translated into specific annual action plans. The status and results on wellbeing are reported yearly to the General Direction Supervision on Wellbeing at Work, which is part of the Federal Government Service Employment, Labor and Social Consultation and to the Committees for Prevention and Protection at Work.
Roles and Responsibilities
The wellbeing policy is carefully monitored at both the business and department level. Directors and managers are responsible for translating the wellbeing policy into their specific businesses and into the global prevention plan and yearly action plans. Advice and assistance is provided by the Safety, Health and Environment team consisting of the internal prevention advisors, the external environmental consultants, occupational doctors from the external prevention service, and other internal and external experts on specific subjects. Internal trusted counsellors and external psychosocial prevention advisors can be consulted by employees for specific psychosocial issues at work, with personalized advice, referral, mediation, and further analysis if needed.
Internal awareness initiatives
All employees are activated as it comes to wellbeing and environment in general and the psychosocial aspects of work in particular. The Resilience Program is a concrete example of how people leaders and regular employees are prepared to cope with stress and uncertainty in times of change. Other training initiatives include work in flow, assertive communications, and dealing with aggression, mindfulness, problem solving and emotional intelligence. When needed, individual employees are referred to an employee assistance program or other forms of personal coaching. For administrative employees, a training program on PC & ergonomics is offered. A special training for preventing and dealing with aggression has been developed and has been rolled out in 2017 to all retail employees. Technicians in various risk functions receive basic safety training according to the SCC standard (Safety Checklist for Contractors) and specific safety training related to their risk activities (e.g. working at height or very high height, lifting and hosting, working near electromagnetic fields).
Everything you need to know about our commitment to society and local communities.
Everything you need to know about our commitment to our customers.
Everything you need to know about our commitment to a fair, open, and transparent dialogue with all stakeholders.
The annual sustainability report offers an excellent opportunity to reflect on our corporate responsibility achievements and to engage with our stakeholders on the future of our company.