Purpose
The purpose of this policy is to be clear and transparent towards employees and third parties about:
1. What ESG Staffing B.V. understands by discrimination/discriminatory requests;
2. ESG Staffing B.V.'s position regarding discrimination/discriminatory requests;
3. Conduct by employees:
a. What is expected of employees and how they should act during their work, particularly in activities (in support of the business operations) related to recruitment and selection;
b. Where employees can go for consultation and/or to submit a report;
4. The employer's responsibilities.
1. Definition of discrimination
Discrimination is understood to mean: making a direct or indirect distinction between persons on the basis of age, gender, marital status, sexual orientation, philosophical, political or religious beliefs, race, ethnic origin or nationality.
Discrimination expressly also includes complying with clients' requests to make distinctions between persons during recruitment and selection based on criteria that are not necessary or relevant for properly filling the position.
2. ESG Staffing B.V.'s position
a. ESG Staffing B.V. rejects every form of discrimination.
b. Clients' requests 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 based on the requested criteria:
- Serves a legitimate purpose. This means that there is a valid, job-related reason to select based on the criteria in question during recruitment and selection (an example of a legitimate purpose is safety);
- Results in the achievement of the legitimate purpose; the means are suitable for achieving the purpose;
- Is reasonably proportionate to the purpose; there is proportionality in relation to the purpose;
- Is necessary because there is no other, less discriminatory way to achieve the purpose; the necessity criterion is met.
c. ESG Staffing B.V. does not tolerate employees being treated in a discriminatory manner by third parties. In this context, employees also include workers who perform work under the direction and supervision of a hirer.
3. Conduct by employees
a. Employees have an individual responsibility to be alert to clients' requests of a discriminatory nature, to recognize such requests and to ensure that they do not cooperate with them.
b. If an employee is unsure whether 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 handle a request, the employee may consult management or HR.
c. If an employee identifies discrimination and wishes to raise the matter, report misconduct or improper behavior and/or has a matter of confidentiality, the employee may contact management. If this does not produce a satisfactory result for the employee, the employee may contact HR.
4. Employer responsibilities
ESG Staffing B.V. is responsible for:
a. Creating a safe working environment in which people treat one another with respect, there is room for constructive consultation, and undesirable behavior in any form is prevented and addressed;
b. Raising awareness of and implementing this anti-discrimination policy. This includes ensuring that employees:
- are informed about and familiar with the policy. The anti-discrimination policy can be found on the website (www.staffing-esg.nl);
- have received proper instructions on how to recognize discrimination and discriminatory requests;
- are prepared for situations in which they are confronted with a discriminatory request and know how to conduct and redirect the conversation with clients.
c. Evaluating and amending this policy.