During the conference Connect and Act 2026, Joris De Ceuster (DUO for a JOB) and Professor Peggy De Prins (Antwerp Management School) plunged the audience into the world of corporate volunteering. Missed the panel? No problem. We look back at key lessons that show how mentoring is the ultimate catalyst for talent and inclusion.
We often hear the following questions: How can we develop our employees’ soft skills? What CSR initiatives can we implement to meet CSRD criteria? How can we retain our talent through skills-based volunteering?
The discussion highlighted one thing: for businesses, DUO for a JOB is much more than just a social project. It is a strategic partner within a hybrid training (L&D) strategy.
Here are the 5 key things to remember:
1. From “unconscious” to “conscious” competence
An experienced professional often acts on autopilot. By guiding a young person with an immigration background into the job market, this experience suddenly becomes tangible again.
“Mentoring at DUO works like a mirror,” explains Joris De Ceuster. “The job search forces the mentor to reformulate his own knowledge. As an expert, you become “consciously competent” again in your own profession and in your coaching abilities.”
2. The scientific win-win (HR + ESG)
La Prof. Peggy De Prins (Antwerp Management School) has shown why this form of commitment is so powerful for HR policy. It is a direct response to talent development goals and reporting criteria. CSRD.
“Employees develop in the field Soft Skills, such as empathetic listening or intercultural communication, which are simply impossible to simulate in traditional meeting room training. It's talent management with a social soul.”
3. A driver of innovation for diversified teams
In teams marked by differences in generations or origins, having good mentors is not a luxury, but a necessity. They make it possible to create bridges between perspectives and to transmit knowledge effectively.
Joris De Ceuster : “Businesses that invest in mentoring skills are investing in their ability to innovate. When employees learn to really listen to other points of view, it leads to better decision-making on a daily basis.”
4. Learning in the “real” world
The animator Charlotte Vroemans focused on context: why is external volunteering more effective than internal training? The answer lies in the diversity of society.
“It was inspiring to see how employees grow out of their 'business bubble' through volunteering,” summarizes Charlotte Vroemans. “They exercise their skills at the heart of society, where their customers and partners are also located.”
5. Employer brand and retention through “meaning”
Employees who have the opportunity to have a social impact through their work feel more closely connected to their employer. The search for meaning is the engine of fidelity.
“We see that motivation and loyalty increase significantly when employees can put their expertise at the service of others,” concludes the Prof. Peggy De Prins. “It strengthens your employer brand and allows you to retain your talents for longer.”
A crucial HR process
Whether it's mobilizing people over 50, strengthening the employer brand or building an inclusive work environment: corporate volunteering is no longer a simple “bonus”. It is a qualitative, personal and sustainable investment in human capital.
Do you want to translate the vision of this panel within your organization? Discover how DUO for a JOB can become your strategic partner in talent and inclusion.
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