ANTI-DISCRIMINATION POLICY FOR RECRUITMENT AND SELECTION General principle
The business operations of Techvisie B.V. is aimed at giving job seekers a fair chance at work, regardless of their age, gender, marital status, sexual orientation, lifestyle, political or religious beliefs, race, ethnic origin or nationality.
During recruitment and selection, job seekers are treated equally because they are assessed exclusively on job-related criteria.
Goal The purpose of this policy is to be clear and transparent towards employees and third parties about: What Techvisie B.V. means discrimination/discriminatory requests; What is the position of Techvisie B.V. with regard to discrimination/discriminatory requests; Action by the employees: a. What is expected of employees and how they act during their work, especially in the activities (in support of company activities) surrounding recruitment and selection; b. Where the employee can go for consultation and/or a report; Responsibilities of the employer.
1. Definition of discrimination Discrimination is defined as: making direct and indirect distinctions between persons on the grounds of age, gender, marital status, sexual orientation, lifestyle, political or religious beliefs, race, ethnic origin or nationality. Discrimination explicitly also includes responding to requests from clients to distinguish between people during recruitment and selection on the basis of criteria that are not necessary or relevant for the proper fulfillment of the position.
2. Position of Techvisie B.V.
a. Techvisie B.V. rejects any form of discrimination.
b. 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 selection based on the requested criteria: Serves a legitimate purpose. This means that there is a good job-related reason to select based on relevant criteria during recruitment and selection (an example of a legitimate goal is safety); Result in achieving the legitimate aim, the means are appropriate to achieve the aim; Is in reasonable proportion to the purpose, there is proportionality to the purpose; Necessary is because there is no other, less discriminating way to achieve the goal, the necessity criterion is met.
c. Techvisie B.V. does not tolerate discriminatory treatment of employees by third parties. Employees also include employees who perform work under the management and supervision of a hirer.
3. Action by the employees
a. The employees have their own responsibility to be alert to requests from clients of a discriminatory nature, to recognize such requests and to ensure that no cooperation is provided.
b. 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 handle a request, the employee can go for consultation to his direct manager.
c. If the employee identifies discrimination and wants to raise it, report abuse or misconduct and/or has a confidence issue, the employee can contact his direct manager or Jaap de Klerk, director of Techvisie. If this does not lead to a satisfactory result for the employee, the employee can contact Mrs. G. Hofmeijer. She has been appointed as a confidential counselor. The employee can discuss confidential matters relating to his work with the confidential counselor, even if this is related to the discrimination policy.
4. Responsibilities of the employer Techvisie B.V. is responsible for:
a. Creating a safe working environment where people treat each other with respect, there is room for constructive consultation and undesirable behavior in any form is prevented and tackled;
b. The awareness and implementation of the current anti-discrimination policy. This includes ensuring that employees: be informed and familiar with the policy; have received good instructions on how to recognize discrimination and discriminatory requests. The instructions are part of the training day and summarized in the document Tips and tricks in case of discrimination; be prepared for the situation in which they are confronted with a discriminatory request and know how to conduct and reverse the conversation with clients. Techvisie has issued a call script as a tool for conversations with job seekers and clients.
c. The evaluation and adjustment of this policy. d. If the employee does not adhere to the agreements set out above, this may have consequences for his employment contract. Anti-discrimination policy Techvisie 12-2022