Anti-discrimination policy in recruitment and selection
The business operations of Ruwer Uitzendbureau voor Vormgeving B.V are aimed at giving jobseekers a fair chance at work, regardless of their age, gender, marital status, sexual orientation, life, political or religious beliefs, race, ethnic origin or nationality.
Jobseekers are treated equally in recruitment and selection because they are only assessed on criteria that are job-related.
The purpose of this policy is to be clear and transparent to employees and third parties about:
What Ruwer Employment Agency for Design B.V. understands discrimination / discriminatory requests;
What is the position of Ruwer B.V. towards discrimination / discriminatory requests;
Actions by the employees:
What is expected of the employees how they act during their work, especially in the work (to support the business activities) related to recruitment and selection;
Where the employee can go for consultation and / or reporting;
Responsibilities of the Employer.
Definition of discrimination
Discrimination is understood to mean: making a direct and indirect distinction between persons on the basis of age, sex, marital status, sexual orientation, life, political or religious beliefs, race, ethnic origin or nationality.
Discrimination is also explicitly understood to mean responding to requests from clients to make a distinction between people in recruitment and selection on the basis of criteria that are not necessary or relevant for the proper fulfillment of the position.
Position of Ruwer Uitzendbureau voor Vormgeving B.V.
Ruwer Employment Agency for Design B.V. rejects any form of discrimination.
Requests from clients to take certain criteria into account during recruitment and selection will only be honored if there is objective justification.
There is objective justification if selecting on the requested criteria:
A legitimate goal This means that there is a good job-related reason to select the relevant criteria during recruitment and selection (an example of a legitimate goal is safety);
Results in the achievement of the legitimate end, the means is suitable to the end;
Is in reasonable proportion to the goal, there is proportionality to the goal;
Necessary because there is no other, less discriminating way to achieve the goal, the necessity criterion is met.
Ruwer Employment Agency for Design B.V. does not tolerate employees being discriminated against by third parties. Employees also include employees who perform work under the direction and supervision of a hirer.
Acting by the employees
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.
If the employee has doubts about whether or not there is an objective justification for a request from a client to take certain criteria into account in recruitment and selection, or has questions about how to handle a request, the employee can go for consultation. with Mr. Ron van Loenen.
If the employee identifies discrimination and wants to raise it, wants to report wrongdoing or misconduct and / or has a confidence issue, the employee can turn to Mr. Ron van Loenen. If this does not lead to a satisfactory result for the employee, the employee can turn to Ms Kathalijne Brink.
Responsibilities of the Employer
Ruwer B.V. is responsible for:
Creating a safe working environment where people treat each other with respect, there is room for constructive consultation and undesirable behavior in any form whatsoever is prevented and tackled;
The recognisability and implementation of this anti-discrimination policy. This includes ensuring that employees:
be informed about and familiar with the policy. This is achieved in the following way: employees receive this document by email;
have received proper instructions on how to recognize discrimination and discriminatory requests. This is realized in the following way; Employees are trained to a sufficient level to recognize and take action on discrimination in good time.
be prepared for the situation that they are confronted with a discriminatory request and know how to conduct and reverse the conversation with clients. This is achieved in the following way: employees are sufficiently trained to deal with this.
The evaluation and adjustment of this policy.