Anti-discrimination policy in recruitment and selection

General principle
The operational management of ABflexkracht and ABflexkracht Uitzenden is aimed at giving jobseekers a fair chance of employment, regardless of their age, gender, marital status, sexual orientation, philosophy of life, political or religious beliefs, race, ethnic origin or nationality. During recruitment and selection, jobseekers are treated equally by being assessed solely on job-related criteria.

Objective

The objective of this policy is to be clear and transparent towards workers and third parties about:

What ABflexkracht understands by discrimination/discriminatory requests;

What ABflexkracht’s position is towards discrimination/discriminatory requests;

Action by workers:

a. What employees are expected to do in terms of how they act during their work, particularly when working (in support of the business activities) around recruitment and selection;

b. Where the worker can go for consultation and/or a report;

Responsibilities of ABflexkracht as employer.

Definition of discrimination

Discrimination means making direct and indirect distinctions between persons on the basis of age, gender, marital status, sexual orientation, philosophical, political or religious beliefs, race, ethnic origin or nationality. Discrimination expressly includes responding to requests from clients to make distinctions between persons in recruitment and selection on the basis of criteria that are not necessary or relevant to the proper filling of the position.

Position of ABflexkracht

a. ABflexkracht rejects any form of discrimination.

b. ABflexkracht does not cooperate with requests from clients to take certain criteria into account in recruitment and selection, these are only honoured if there is objective justification.

Objective justification exists if selecting on the requested criteria:

Serves a legitimate purpose. This means that there is a good, i.e. job-related, reason to select on relevant criteria during recruitment and selection (an example of a legitimate purpose is security);

Results in the achievement of the legitimate aim; the means is appropriate to achieve the purpose;

Is in reasonable proportion to the aim, there is proportionality to the purpose;

Is necessary because there is no other, less discriminatory way to achieve the purpose, the necessity criterion is met.

c. The management of ABflexkracht does not tolerate discriminatory treatment of workers by third parties. Workers here also include (international) workers who perform work under the management and supervision of a hirer company.

Action by employees

a. Employees have their own responsibility to be alert to requests from clients of a discriminatory nature, recognise such requests and ensure that they do not cooperate with them.

b. If the employee has doubts about whether or not there is objective justification for a client’s request to take certain criteria into account in recruitment and selection, or has questions about how to handle a request, the employee can contact his or her manager or ABflexkracht’s confidential advisor for consultation.

c. If the employee identifies discrimination and wishes to raise the matter,

wants to report wrongdoing or misconduct and/or has a confidentiality issue, the employee can contact his or her manager. If this does not lead to a satisfactory result for the employee, the employee can turn to ABflexkracht’s management or confidential advisor.

d. Responsibilities of ABflexkracht as employer.

ABflexkracht is responsible for:

a. Creating a safe working environment where people treat each other with respect, there is room for constructive discussion and undesirable behaviour in any form is prevented and dealt with;

b. The awareness and implementation of this anti-discrimination policy. This includes ensuring that employees:

  • are informed about and familiar with the policy. This is achieved in the following way;
  • we post a statement on our national and international websites,
  • upon employment, all our employees receive information describing our anti-discrimination policy.
  • our anti-discrimination policy is available on the web portal of ABflexkracht Uitzenden. Our flexworkers have access to this.
  • have received proper instructions and training on how to recognise discrimination and discriminatory requests;
  • are prepared for the situation when they are confronted with a discriminatory request and know how to conduct and turn the conversation with clients.

c. Evaluation and adjustment of this policy. ABflexkracht evaluates the anti-discrimination policy annually and adjusts it where necessary.

This anti-discrimination policy was last amended on: 14/03/2022 

Want to know what we can do for you?

At ABflexkracht we understand that the success of your organisation depends on the right people in the right place. Therefore, we strive to provide you with high-quality and suitable workers that meet your specific needs. With our experience and expertise in mediating migrant workers in various industries, we can help you find the perfect match.