Sustainable growth report 2024

A good work-life balance and a healthy lifestyle are of the utmost importance. We therefore invest in programs, resources, and data-driven insights to understand what our people need today and where further action is required tomorrow.

Vitality
Supporting vitality remains an important part of our people strategy. Amongst our office colleagues, we are proud to see strong engagement in sports and healthy lifestyle initiatives. During lunch breaks, colleagues can participate in activities such as bootcamps in the park, while many also join informal running groups. In December 2025, our running team proudly took part in the Bruggenloop, one of Rotterdam’s most popular running events.

On board, vitality is actively encouraged as well. Most vessels are equipped with gyms and sports facilities. Where this is not yet the case, docking periods are used to explore opportunities for adding fitness equipment. On several vessels, crew members have also created basketball courts to support active leisure time. In addition, each vessel has access to an eFund, which can be used for recreational items and initiatives that promote relaxation and team spirit.

Vitality is also embedded in our learning and leadership programs. During the Officers and Ratings Conferences, workshops on healthy lifestyle and wellbeing were organised. To combine learning with connection and team building, the Rating Conferences in Indonesia and the Philippines included soccer and basketball tournaments. During ship visits, colleagues also engage in open conversations about wellbeing, showing genuine care for how seafarers are doing and encouraging them to look after themselves and each other.

We also support moments of relaxation and connection through celebrations and shared experiences. During Christmas and New Year, all vessels received a festive package including a tailor-made Anthony Veder 30 Seconds game and prizes. Crews also participated in a fleet-wide quiz competition, with the opportunity to win a high-quality coffee machine. Ashore, office colleagues celebrated the end of the year together on a party boat through the rivers of Rotterdam.

PME survey
In October and November 2025, we organised our biennial Preventive Medical Examination (PME) for all office employees. This health check supports colleagues in gaining insight into both their physical and mental wellbeing. The PME included a questionnaire covering themes such as lifestyle, work-life balance, work engagement, resilience, and psychological safety,followed by a physical health check measuring indicators such as cholesterol, blood pressure, and VO2 max. Each session concluded with a consultation by a lifestyle coach to discuss the outcomes. Where relevant, colleagues were offered follow-up lifestyle coaching sessions.

A total of 88 employees participated and rated the quality of the PME at 9.3. The results showed that we score around the benchmark. But work pressure was experienced as high, particularly within Fleet Management. Combined with strong scores on commitment and engagement, this remains an important focus area for 2026.

The survey also highlighted areas requiring further attention regarding workplace behaviour. Twenty-two colleagues indicated that they had experienced some form of unwelcome behaviour in the past 12 months, most commonly offensive jokes, pressure, or excessive criticism of work.

At the same time, resilience received the highest score, showing that our people demonstrate a strong ability to recover and adapt, even during periods of increased pressure.

All findings from the survey are taken seriously and marked as high priority on the agenda of the Management Committee.

Psychological safety
Creating a safe and respectful work environment is essential across both office and fleet operations.
In the office, psychological safety is monitored through pulse surveys and the biennial PME. The results from 2025 confirmed that, while the majority of colleagues experience a positive work environment, cases of unwelcome behaviour remain an important area of focus. We continue to encourage colleagues to speak up and seek support through their manager, HR, or our internal and external confidential counsellors.

For our seafaring colleagues, psychological safety was actively addressed during both the Rating Conferences and Senior Officers Conferences through dedicated workshops focused on openness, trust, and speaking up. Psychological safety reflects the feeling that you can speak up, ask questions, and admit mistakes in a group without fear of negative consequences.

In addition, our debriefing process includes a specific question on whether seafarers feel safe to make mistakes. In 2025, 97% of seafarers indicated that they did.

For the fleet, incidents of misconduct can be reported through the Radiant Fleet portal. In 2025, 25 colleagues indicated they had experienced inappropriate behaviour during the past year. These cases are followed up by the HR Marine department. 

The external confidential counsellor, who is acting as independent confidential counsellor for both fleet and office, reported zero formal cases in 2025. Our objective remains clear: to achieve and maintain a workplace with zero cases of misconduct.

Sustainable employability
To provide targeted support to our seafaring colleagues, we organise quarterly meetings with representative groups to better understand their needs and challenges. Based on these conversations, we offer practical support such as access to a pension consultant, tools to manage health risks and stress, and temporary shore-based assignments where this contributes to sustainable employability.

Coaching also remains an important tool in supporting personal and professional growth. In 2025, all participants in our Future Navigators trainee program received coaching as part of their development journey. Coaching was also offered to other employees based on individual needs, including newly appointed managers who participated in both group and individual coaching sessions to strengthen their leadership capabilities.  In total, 12 employees participated in coaching sessions during 2025.

Debriefing for seafarers
A structured feedback process is essential to continuously improve safety, wellbeing, working conditions, and job satisfaction on board.

Following the introduction of the updated debriefing form in Radiant Fleet, crew members complete a user-friendly questionnaire at the end of each term. The form contains 30 questions, including several critical indicators that are closely monitored. Any score of 3 or lower automatically triggers an alert for follow-up. Monthly reporting helps identify trends and areas requiring action, ensuring that feedback is translated into concrete improvements.

Based on the 2025 results, 99% of seafarers rated overall safety on board as in line with or better than expected. The same percentage indicated that they remain motivated to continue working with Anthony Veder.

Food
Healthy nutrition is an important part of wellbeing. Our partner International Food Services (IFS) supports the food supply onboard.

In addition to providing high-quality food, IFS offers audits and training for cooks to support healthy and balanced meal preparation. Through the IFS monitoring tool, we track nutritional indicators such as vegetable intake, protein, and salt levels.

According to the debriefing results, 95% of crew members are satisfied with the quantity and quality of the food on board, with 38% rating it above expectations.

At our Rotterdam office, the AV Lunch Café serves hot meals four times a week, including a dedicated vegetarian option on Wednesdays. To support a balanced lifestyle ashore, fresh salads, fruit, and dairy drinks are also provided free of charge.