Anti-discrimination policy in recruitment and selection

General starting point

The management of EU-People BV is aimed at giving job seekers a fair chance of work, regardless of their age, gender, marital status, sexual orientation, life, political or religious conviction, race, ethnic origin or nationality.
 Jobseekers are treated equally in recruitment and selection because they are only assessed on criteria that are function-related.


The purpose of this policy is to be clear and transparent towards employees and third parties about:

  1. What EU-People understands by discrimination / discriminatory requests;
  2. What is the position of EU-People in relation to discrimination / discriminatory requests;
  3. Acting by the employees:
    • What is expected of the employees how they act during their work, particularly in the activities (to support the business activities) around the recruitment and selection;
    • Where the employee can go for consultation and/or a report;
  4. Responsibilities of the employer.

1. Definition of discrimination

Discrimination means: making direct and indirect distinctions between persons on the grounds of age, gender, marital status, sexual orientation, life, political or religious convictions, race, ethnic origin or nationality.


Discrimination is also expressly understood to include requests from clients to make a distinction between persons in the recruitment and selection on the basis of criteria that are not necessary or relevant for the proper performance of the job.

2. Position of EU-People

  1. EU-People rejects any form of discrimination.
  2. Requests from clients to take account of certain criteria during recruitment and selection will only be honored if there is objective justification. There is objective justification as selecting on the requested criteria:
    • Serves a legitimate purpose. This means that there is a good-function-
      related reason for selecting recruitment criteria in the recruitment and selection process (an example of a legitimate goal is safety);
    • Result in achieving the legitimate goal, the means is suitable to reach the goal;
    • In a reasonable relation to the goal, there is proportionality in relation to the goal;
    • It is necessary because there is no other, less distinctive way to reach the goal, the necessity criterion is met.
  3. EU-People does not tolerate that employees are discriminated against by third parties. Employees are also understood here as employees who perform work under the direction and supervision of a hirer.

3. Acting by employees

  1. The employees have their own responsibility to be alert to requests from clients of a discriminatory nature, to recognize such requests and to ensure that they are not cooperated with.
  2. If the employee has doubts about the presence or absence of an objective justification for a request from a client to take into account certain criteria during the recruitment and selection, or has questions about how to handle a request, the employee can consult with his direct supervisor.
  3. If the employee identifies discrimination and wants to raise it, wants to report misconduct and / or has a confidentiality issue, the employee can go to the direct supervisor. If this does not lead to a result that is sufficient for the employee, the employee can contact the management of EU-People.

4. Responsibilities of employer

EU-People is responsible for:

  1. Creating a safe working environment where one treats each other with respect, there is room for constructive consultation and undesirable behavior in any form is prevented and tackled;
  2. The knowledge and implementation of this anti-discrimination policy. This includes, among other things, ensuring that the employees:
    1. be informed about and familiar with the policy. Every employee has been informed about this policy during a weekly meeting and has also received this policy for support by e-mail.
    2. have received good instructions on how to recognize discrimination and a discriminatory request. This has been discussed within the team using examples. Upon receipt of such a request, this is immediately shared with the team and discussed how, for this specific request, to act.
    3. be prepared for the situation that they are confronted with a discriminatory request and know how they can conduct and turn the meeting with clients. It is discussed during the team meetings how such a request can present itself and how they can respond to this correctly.
  3. The evaluation and updating of this policy.