Our social commitments
for 2030
We have set clear targets to further enhance a more diverse, skilled, safe and supportive workplace across our group.
Gender diversity
40% women in management, including the Executive Committee.
Training and development
An average of 32 hours of training and development per employee each year.
Health and safety
A 30% reduction in the lost-time injury frequency rate, supported by stronger prevention, better tools and committed leadership.
Employee retention
85% of new employees retained after one year.
Absenteeism
Absenteeism reduced to 8.1% at Bpost NV/SA by 2031.
A respectful workplace
A continued zero-tolerance approach to violence and harassment, helping create a safe, respectful and inclusive workplace.
Our progress in 2025
A snapshot of our progress towards these commitments.
37.5% Women in management
Women held 37.5% of management positions in 2025.
24.4 hours Training and Development per employee
Employees completed an average of 24.4 hours of training and development in 2025. Results varied across entities, and we are working to capture informal learning more consistently.
19.01 Lost-time injury frequency rate
With a lost-time injury frequency rate (LTFR) of 19.01 accidents per million hours worked, workplace safety remains a key priority, requiring sustained focus on prevention and risk reduction measures.
81% New hires retained
The proportion of new employees still with us after 12 months reached 81%.
3.6/5 Employee wellbeing
Our My Voice wellbeing index stood at 3.6 out of 5.
Our workforce at a glance
- 33,500 Employees worldwide
- 120 Nationalities represented
- 34.16% Women across our workforce
Sustainable development goals
The goals set by the United Nations show us how to proceed to create a better, more sustainable future for all by 2030. These goals address the global challenges and are intertwined with the three values of Bnode: social value, environmental value and customer and citizen value.
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Good health and well being
To ensure healthy lives and promote wellbeing for all at all ages we need to provide the right resources.
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Decent work and economic growth
We must review and reorganize our economic and social policies work towards eradicating poverty.
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Reduced inequalities
We aim to contribute to reducing inequality within and among countries.
Recent Initiatives
Pride2b
At Bpostgroup, we envision a harmonious workplace where employees are…
Documents
bnode’s Code of Conduct was first issued in 2007 and last updated in December 2022.
The Code contains general principles that describe the values and ethical standards for everybody working in the group and enables appropriate responses in the event that it is not followed. These principles are reinforced by the relevant codes, policies and procedures that are in place across bnode’s businesses, affiliates and ventures.
bnode expects all its employees to comply with the Code of Conduct and use it as a reference in their day to day practice.
We involve the stakeholders and encourage them to get involved at every level of the company. We identify the stakeholders and take note of their expectations by means of existing approaches and processes: surveys, forums, social dialogue, reviews of contracts with suppliers and providers, customer feedback (particularly on social media) and roundtables. Our method of engagement is set out for each stakeholders below.
bnode is committed to the highest standards of ethical behaviour in the protection and promotion of human rights (including freedom of association and collective bargaining, prohibition of forced labor, human trafficking, modern slavery and child labor).
bnode has adopted and published a Human Right Policy and expects all people involved in the group’s business to respect the Human Rights Policy. There is zero-tolerance regarding violations of human rights and there are no exceptions to this Human Rights Policy.
A diverse environment allows the company to optimize interaction with its customers and stakeholders, and effectively respond to challenges in different ways. In that context, bnode has designed a Diversity Policy aimed at creating diversity and inclusion awareness within the company. The purpose of this Diversity Policy is to support bpost employees and management in creating a culture in which diversity and inclusion are a daily practice. Diversity and inclusion are at the heart of bnode’s values.
Speak up policy :
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Escalation policy :
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Reporting FAQ :
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Our social commitments for 2030
We have set clear targets to further enhance a more diverse, skilled, safe and supportive workplace across our group.
Gender diversity
40% women in management, including the Executive Committee.
Training and development
An average of 32 hours of training and development per employee each year.
Health and safety
A 30% reduction in the lost-time injury frequency rate, supported by stronger prevention, better tools and committed leadership.
Employee retention
85% of new employees retained after one year.
Absenteeism
Absenteeism reduced to 8.1% at Bpost NV/SA by 2031.
A respectful workplace
A continued zero-tolerance approach to violence and harassment, helping create a safe, respectful and inclusive workplace.
