Anti-discrimination policy in recruitment and selection

 

General principle

The management of EU-People BV is committed to offering job seekers a fair chance at employment, regardless of age, gender, civil status, sexual orientation, philosophy of life, political or religious belief, race, ethnic origin, or nationality.

Job seekers are treated equally during recruitment and selection, as they are assessed solely on criteria that are relevant to the position.

 

Goal

The purpose of this policy is to provide clarity and transparency to employees and third parties regarding:

  • what EU people understand by discrimination / discriminatory requests;
  • the position of EU-People regarding discrimination / discriminatory requests;
  • the actions of employees:
    • what is expected of employees in the performance of their duties, particularly regarding recruitment and selection activities;
    • where employees can go for consultation and/or to report situations;
  • the responsibilities of the employer.

 

1. Definition of discrimination

Discrimination is defined as: making a direct or indirect distinction between persons on the grounds of age, gender, civil status, sexual orientation, philosophy of life, political or religious belief, race, ethnic origin or nationality.

Discrimination is also explicitly understood to mean: requests from clients during recruitment and selection to differentiate between individuals based on criteria that are not necessary or relevant for the proper performance of the job.

 

2. Position of EU-People

EU-People rejects all forms of discrimination.

Requests from clients to take certain criteria into account in recruitment and selection are only granted when there is an objective justification for doing so. There is an objective justification when selection based on the requested criteria:

  • serves a legitimate purpose. This means that there is a good, job-related reason for applying these selection criteria within the recruitment and selection process (an example of a legitimate purpose is safety);
  • is suitable to achieve the legitimate aim; is in reasonable proportion to the aim (proportionality);
  • is necessary because there is no other, less discriminatory way to achieve the goal (necessity criterion).

EU-People does not tolerate discrimination against employees by third parties. Employees are also understood to mean persons who perform work under the direction and supervision of a client.

 

3. Employee conduct

Employees have a personal responsibility to be alert to discriminatory requests from clients, to recognize such requests, and to ensure that no cooperation is given to them.

When an employee is in doubt about the existence of an objective justification for a client's request to take certain criteria into account in recruitment and selection, or has questions about how to handle this, the employee can discuss this with his or her direct manager.

When an employee observes discrimination and wishes to discuss it, wants to report wrongdoing, and/or has a confidential matter, they can contact their direct manager. If this does not lead to a solution satisfactory to the employee, contact can be made with EU-People management.

4. Employer Responsibilities

EU-People is responsible for:

  • creating a safe working environment in which people treat each other with respect, there is room for constructive consultation, and undesirable behavior in any form is prevented and addressed;
  • familiarity with and implementation of this anti-discrimination policy. This includes, among other things, that employees:
    • informed about and familiar with the policy. Every employee was informed about this policy during a weekly meeting and also received the policy by email;
    • received clear instructions on recognizing discrimination and discriminatory requests. This has been discussed within the team using examples. When such a request is received, it is immediately shared with the team and discussed how to handle it in that specific situation;
    • be prepared for situations in which they are confronted with a discriminatory request and know how to conduct the conversation with clients about this. During team meetings, it is discussed how such requests may arise and how to respond to them correctly;
  • the evaluation and updating of this policy.