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Join us for an inspiring session on how NN Group leverages Community Investment to strengthen both society and employee engagement.
We’ll explore how NN’s approach combines financial support, in‑kind contributions, and transformative volunteering and empowers colleagues to make meaningful impact in the areas of financial, physical, and mental well‑being.
You’ll learn how employee‑led initiatives and long‑term partnerships help NN contribute to societal challenges while building pride, purpose, and connection across teams.
We’ll also discover the benefits of corporate volunteering for HR: from higher engagement to stronger culture and development of leadership skills.
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Key take-aways:
Community Investment at NN shows how societal contribution can move from “nice to have” to a strategic driver of engagement, culture, and organizational value. Rather than positioning volunteering as an add-on, NN embeds it in its purpose, strategy, and HR agenda—making it easier for leaders to support, for employees to engage, and for the organization to scale impact without losing focus.
The case highlights that clarity, focus, and integrity are essential. By working with clear definitions, focused themes, and a deliberate Theory of Change, NN avoids fragmentation and “social washing.” Volunteering becomes most powerful when it creates value simultaneously for society, employees, and the organization—and when ownership is shared with employees rather than centralized in HR.
- Treat Community Investment as strategy, not side work.
NN anchors community investment in its organizational DNA and long-term ambition. This strategic embedding drives leadership support, employee buy-in, and credibility—showing that scale is less important than coherence and fit with what the organization stands for. - Clarity enables ownership, measurement, and storytelling.
A clear definition of Community Investment (aligned with B4SI) and focused themes—financial, physical, and mental well-being—create structure. This clarity supports partner choices, impact reporting, and consistent internal and external communication. - Design volunteering where societal, employee, and organizational value overlap.
Volunteering works best at the intersection of partner needs, employee purpose and development, and organizational outcomes like engagement and culture. Multiple formats (hands-on, skill-based, long-term, bottom-up) ensure inclusivity and relevance. - Make it employee-led to scale authentically.
NN’s Ambassador Network demonstrates that employee-led activation increases authenticity, reach, and relevance. HR’s role shifts from ownership to enablement—providing structure, guardrails, and integration into organizational rhythms.
