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Rewarding participation

Gaspar Baleriola Sánchez has been a key participant in TAUW’s employee participation scheme since 2021. He is very enthusiastic about the opportunities and benefits it brings. Gaspar explains what the scheme entails, how it works and why it works.

TAUW Participation is the foundation that holds 100% of TAUW stock. In other words: it is the owner of the company. TAUW Participation issues share certificates to employees with a permanent contract. There are three types of participants:

  • Employee participants: Employees with a permanent contract are given five share certificates and can buy more if they choose. Employee participants are entitled to dividend and choose two representatives on the Board of TAUW Participation.
  • Key participants: Employees who use at least one-third of their annual net income to purchase share certificates are eligible to become a ‘Key participant’. Key participants are part of the TAUW Leaders group that is consulted on the strategic decisions of the company. Key participants have one representative on the Board.
  • Management participants: Senior managers that are invited by the CEO of TAUW Group and acquire a set number of share certificates are ‘Management participants’. They have two Board members and are part of the TAUW Leaders group that is consulted on the strategic decisions of the company.

Different scheme, different mindset

At first glance, the scheme appears comparable to the employee share ownership of other commercial companies. Employees of those companies can speculate with their shares, selling them to outsiders or trading on the stock market if the company is listed. They can move into management positions by buying a significant number of shares.

That is the first difference. TAUW shares may not be sold to others. Participants may only sell shares to TAUW and when employees leave the company or retire, TAUW buys back their shares. Participants may not hold more than 2% of the value of TAUW Group or 5% of the total number of certificates. That ensures that power is shared and prevents individuals or outsiders getting a decisive say in the company.

According to Gaspar, the most significant distinction is mindset. “This participation scheme is an effect of the caring human culture at TAUW. TAUW has a unique work culture, employing socially motivated professionals. We work not only for profit but also for larger social goals. My colleagues and I are committed to creating a better world through our work as environmental consultants. TAUW Participation is a reflection of that mentality.”

It pays to work at TAUW
Key participants such as Gaspar invest in TAUW with time and money. They become part of the TAUW Leaders Group which contributes to strategic topics. Gaspar has been closely involved with diversity and inclusion projects and the employer value proposition. Besides contributing to the direction and culture of TAUW, employees joining the participation scheme also reap monetary benefits. TAUW allocates 40% of its benefits to dividend payment. That is a significant amount. As the value of the company increases through its reputation and impact, the value of its shares increases also.

Gaspar: “Being a key participant is highly rewarding. There is the obvious financial gain, but the main reason for me is to contribute to the TAUW mission and help colleagues. That gives me enormous job and life satisfaction.”