Anti-discrimination policy in recruitment and selection

The operations of Meta Carrière Uitzendbureau B.V. are aimed at giving job seekers a fair chance of employment regardless of their age, gender, marital status, sexual orientation, life, political or religious beliefs, race, ethnic origin or nationality. In recruitment and selection, job seekers are treated equally by being evaluated solely on criteria that are job-related.

 

Purpose

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

• What Meta Carrière Uitzendbureau B.V. understands by discrimination/discriminatory requests;
• What the position of Meta Carrière Uitzendbureau B.V. is towards discrimination/discriminatory requests;
• Acting by employees:
• What is expected of the employees how they act during their work, especially when working (in support of the business activities) around recruitment and selection;
• Where the employee can go for consultation and/or a report;
• Responsibilities of the employer.

 

Definition Discrimination

Discrimination is defined as: making direct and indirect distinctions between persons on the basis of age, gender, marital status, sexual orientation, life, political or religious beliefs, race, ethnic origin or nationality.

Discrimination expressly includes responding to requests by 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 Meta Carrière Uitzendbureau B.V.

Meta Carrière Uitzendbureau B.V. rejects any form of discrimination. Requests from clients to take into account certain criteria in recruitment and selection will only be honored if there is objective justification.

Objective justification exists if the selection based on the requested criteria:

A legitimate purpose This means that there is a good -job-related- reason to select on relevant criteria in recruitment and selection (an example of a legitimate purpose is security);
Results in the achievement of the legitimate goal, the means is appropriate to achieve the goal;
Is in reasonable proportion to the goal, there is proportionality to the goal;
Is necessary because there is no other, less discriminatory way to achieve the goal, the necessity criterion is met.
Meta Carrière Uitzendbureau B.V. does not tolerate discriminatory treatment of its employees by third parties. Employees here also means employees who perform work under the management and supervision of a hirer.

 

Actions by 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 do not cooperate with them.

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 during recruitment and selection, or has questions about how to deal with a request, the employee can contact his or her superior for consultation.

If the employee notices discrimination and wants to raise the issue, wants to report abuses or misconduct and/or has a confidentiality issue, the employee can contact his or her superior. If this does not lead to a satisfactory result for the employee, the employee can turn to his Contact person in Start Career.

 

Responsibilities of employer

Meta Carrière Uitzendbureau B.V. is responsible for:

Creating a safe working environment where people treat each other with respect, there is room for constructive discussion and undesirable behavior in any form is prevented and dealt with;
The awareness and implementation of this antidiscrimination policy. This includes ensuring that employees are
are informed about and familiar with the policy. This will be realized in the following way: by organizing an information meeting and periodically discussing this theme in work meetings (fixed agenda item).
have received proper instructions on how to recognize discrimination and discriminatory requests. This will be realized in the following way: by organizing an information meeting and periodically discussing this topic in work meetings (fixed agenda item). Also, the handout made available by NBBU will be actively used, explained in work meetings and provided by email.
are prepared for the situation that they are confronted with a discriminatory request and know how to conduct and turn the conversation with clients.
This is achieved by actively using the NBBU discrimination handout as a guideline and discussing discriminatory requests on a case-by-case basis in the periodic consultations and making a plan of approach which will be recorded (in writing). The organization also intends to organize training on this subject and interview techniques.

Recipients will be informed (annually) through a newsletter that Meta Carrière Uitzendbureau B.V. conforms to this policy. If the situation arises at a hirer then a customized approach will be used (including written registration) which in the extreme can lead to the end of the cooperation.
This policy will be available on the website of Meta Carrière Uitzendbureau B.V..
The evaluation and updating of this policy.