Anti-discrimination policy

General principle on Anti-discrimination policy in CentralJob recruitment and selection

CentralJob’s operations are designed to give jobseekers 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, jobseekers are treated equally by being assessed only on job-related criteria.

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

  1. What CentralJob understands by discrimination/discriminatory requests;
  2. What CentralJob’s position is on discrimination/discriminatory requests;
  3. Acting by staff:
    a.What is expected of staff how they act during their work, especially in the work (in support of business activities) around recruitment and selection;
    b.Where the employee can go for consultation and/or a report;
  4. Employer responsibilities.

 

1. Definition of discriminationz

Discrimination means 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 from clients to distinguish between individuals in recruitment and selection on the basis of criteria that are not necessary or relevant to the proper filling of the position.

2. Standpunt van CentralJob
a. CentralJob rejects any form of discrimination.
b. Requests by clients to take certain criteria into account in recruitment and selection will only be honoured if there is objective justification. There is objective justification when selecting on the requested criteria:

  • A legitimate purpose This means that there is a good -job-related- reason to select on relevant criteria when recruiting and selecting (an example of a legitimate purpose is security);
  • Results in the achievement of the legitimate goal, the means is appropriate to achieve the goal;
  • In reasonable proportion to the purpose, there is proportionality to the purpose;
  • Necessary because there is no other, less discriminating way to achieve the purpose, the necessity criterion is met.

c. CentralJob tolereert niet dat de medewerkers discriminerend worden bejegend door derden. Employees here also include employees performing work under the management and supervision of a hirer.

3. Handelen door de medewerkers
a. Employees have a personal responsibility to be alert to requests from clients of a discriminatory nature, recognise such requests and ensure that they are not cooperated with.
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 during recruitment and selection, or has questions about how to deal with a request, the employee can contact CentralJob’s manager / contact person for consultation.
c. If the employee notices discrimination and wants to raise it, wants to report abuses or misconduct and/or has a confidentiality issue to deal with, the employee can go to supervisor / contact person. If this does not lead to a satisfactory result for the employee, the employee can turn to the owner (Rene Mulder).

4. Responsibilities of employer
CentralJob 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. Awareness and implementation of the present anti-discrimination policy. This includes ensuring that employees:

  • are informed about and familiar with the policy. This is achieved by addressing the issue of discrimination separately when discussing the employment contract.
  • received proper instructions on how to recognise discrimination and discriminatory requests. This is achieved by addressing the issue of discrimination separately when discussing the employment contract.
  • be prepared for the situation when they are confronted with a discriminatory request and know how to conduct and turn the conversation with clients. This is achieved by addressing the issue of discrimination separately when discussing the employment contract.c. The evaluation and updating of the present policy.