Sustainable growth report 2024

Our Diversity, Equity and Inclusion (DEI) ambition, Better Together, introduced in 2023, remains the guiding principle in our journey. We embrace our differences because they make us stronger, support collaboration across our organisation, and contribute to our ambition to remain a leader in gas shipping. DEI has been widely discussed over the past year and, despite the different perspectives emerging globally, it remains an important theme for Anthony Veder.

Representation and organisational changes
Our DEI target for 2025 is to have 30% female representation within the Management Committee. We did not achieve this target due to changes in our organisational structure. To strengthen focus and decision-making, we moved towards a smaller and more focused Management Committee. The committee was reduced from 12 members, including three women, to 9 members, including one woman.

This change followed the decision to focus the committee more directly on the departments most closely linked to core operations, with two support departments no longer represented at this level. This organisational change was made to further strengthen reliability, safety and operational performance, helping us build trust with customers and create stronger results for the future.

At the same time, we strengthened our middle management structure by introducing a new leadership layer. Within this development, several younger colleagues and female colleagues were appointed to managerial roles.

This group, introduced as wAVemakers, plays an important role in execution across the organisation. Together with the Management Committee, two dedicated information sessions were held with the wAVemakers in 2025.

Embedding DEI in practice
In 2025, our DEI Sounding Board for the office met less frequently than in previous years, as the focus across the organisation shifted more strongly towards reliability, vessel operations and safety. While this shift was necessary in a challenging year, we remain committed to ensuring that all voices are heard and that DEI remains part of the dialogue across the organisation.

For the fleet, we also reflected on the effectiveness of our approach. The online sounding board format, involving colleagues joining from different locations around the world, proved less effective due to connectivity challenges and limited opportunities for personal interaction.

As a result, we integrated these conversations into our Sea the Future officers’ conferences.  During these sessions, we shared our DEI ambition, reflected on feedback gathered from junior officers in the previous year, and invited senior officers to share their perspectives and suggestions for improvement.

This more personal and interactive approach strengthened the quality of the dialogue and the relevance of the feedback received. 

Inclusive leadership and awareness
Throughout 2025, we continued to strengthen awareness of DEI through leadership development and dialogue. During our senior officers’ conferences in January and April, workshops on inclusive leadership were organised. Similar workshops were also held during the conferences in Indonesia and Manila. A key part of inclusive leadership is recognising and valuing

differences between people, and these sessions focused on increasing awareness and strengthening leadership behaviours in this area. We also continued to recognise important cultural and societal moments throughout the year, including Christmas and Eid al-Fitr.

On Women in Maritime Day on 18 May, we highlighted the day through our intranet and social media channels. Our Communications Manager also participated in the IMO symposium in London, centred around the theme An Ocean of Opportunities.

In addition, together with other companies connected to the Port of Rotterdam, we participated in the Women at the Port event in recognition of International Women’s Day on 8 March.