The Dutch Diversity, Equality, and Inclusion (DEI) Taskforce has published its annual 2026-27 work plan, with a focus on strengthening dialogue, sharing knowledge, and increasing visibility and collaboration within the pension sector and beyond.

The work plan outlined seven areas of focus for the upcoming year and a half, such as involvement through dialogue and events with stakeholders and pension funds.

For example, the taskforce plans to conduct 10 to 15 discussions with pension funds and other stakeholders to identify challenges, needs, and potential solutions.

Additionally, in 2026, it will host a sector-wide event to bring together experts, facilitating the sharing of knowledge and encouraging discussions on DEI.

Following this, the taskforce said it will utilise the second half of 2027 for evaluation and future planning to determine what is needed to embed DEI beyond 2027 permanently.

The work plan was approved by the Dutch Federation of Pension Funds (Pensioenfederatie) and the Dutch Labour Foundation, which set up the taskforce with the aim of increasing DEI within the pension sector.

In 2026 and 2027, both organisations will continue to provide the taskforce with administrative and financial support, as well as access to knowledge and expertise.

In addition to the work plan, the taskforce also published its annual report for 2025, outlining the work it completed over the previous year, with a particular focus on increasing its visibility.

The report said that following various discussions between itself and De Nederlandsche Bank (DNB) in 2025, the bank has indicated its intention to embed diversity more explicitly in the suitability matrix. This will include adding a supplementary question about a candidate's contribution to the fund’s diversity policy.

At the beginning of 2025, the taskforce drew up a communication plan to outline policy and guide principles for external communications, using its website and posts on LinkedIn to achieve this.

Last year also saw the taskforce continue to engage in discussions with stakeholders, which it said helped the organisation gain a better understanding of what different parties are doing in the DEI area and where concerns remain.

According to the taskforce, these discussions also raised its profile and provided it with more attention from the pension sector.

In addition to this, the taskforce drafted a guidance document building on Pensioenfederatie’s 2016 guide to increasing diversity. The updates ensured it was more comprehensive and no longer solely focused on diversity based on age and gender.

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