Non-Discrimination Policy of Detaconcept Uitzendgroep BV

 

Article 1 General provisions

Detaconcept Uitzendgroep BV is established at ‘s Gravenzandseweg 4, 2291 PE Wateringen. The Non-discrimination Policy of Detaconcept Uitzendgroep BV is laid down in this Code of Conduct.
As a temporary employment agency, Detaconcept Uitzendgroep BV is a member of the ABU and is obliged to observe the imposed standards that the ABU has laid down with regard to the proper conduct of members in order to safeguard socially responsible business operations. The purpose of the Code of Conduct is to provide the permanent employees, temporary agency workers and clients/hirers of Detaconcept Uitzendgroep BV with clarity on how to make intentional and unintentional unequal treatment prohibited by law on the grounds of gender, race, ethnic origin or skin colour, nationality, religion, philosophy of life, political affiliation, marital status, sexual orientation, disability and age.

 

Code of Conduct based on Dutch laws and regulations

The starting point of the Code of Conduct is the prevention of and fight against discrimination in the workplace and in the professional field, hereinafter referred to as the Code of Conduct. This is laid down in principle in Article 1 of the Constitution of the Netherlands. Detaconcept Uitzendgroep shall act in accordance with the laws and regulations applicable in the Netherlands in respect of permanent employees, temporary agency workers and clients/hirers and other temporary employment agencies, and will not discriminate directly or indirectly. Direct discrimination shall mean making a distinction in the approach to or treatment of people based on gender, race, ethnic origin or skin colour, nationality, religion, philosophy of life, political affiliation, marital status, sexual orientation, disability and age. Indirect discrimination shall mean making a distinction based on a neutral criterion which affects certain persons disproportionately in relation to the characteristics of persons referred to above, this in the absence of an objective justification.

Preventing intentional and unintentional discrimination

The Code of Conduct primarily extends to Detaconcept Uitzendgroep BV as an employment organisation aimed at its permanent employees, temporary agency workers and client/hirers. The Code of Conduct has been drawn up to promote that Detaconcept Uitzendgroep BV’s Personnel Policy implements the principle referred to in the first paragraph, and that permanent employees, temporary agency workers and client/hirers are provided with clarity about how intentional and unintentional discrimination may occur and how to prevent it.
The Code of Conduct focuses on:
- Specifying the non-discrimination principle;
- Doing justice to the principle of equal opportunities with respect to the (potential) employees and temporary agency workers of Detaconcept Uitzendgroep BV on the basis of Detaconcept Uitzendgroep BV’s Code of Conduct. 

Enforcement of Non-Discrimination Policy

The responsibility for the implementation of this Non-Discrimination Policy lies with Detaconcept Uitzendgroep BV as an employment agency. Detaconcept Uitzendgroep BV is responsible for developing a non-discrimination policy. The starting point is always to choose the most suitable candidate, preventing discrimination against minority groups and taking action against discriminatory behaviour and racist requests from hirers.

Notification of Code of Conduct

Detaconcept Uitzendgroep BV is committed to public disclosure of the Code of Conduct. Detaconcept Uitzendgroep BV’s permanent employees, temporary agency workers and clients/hirers are informed and kept informed of the contents of the Code of Conduct and, where necessary, instructed in its application.

Evaluation of the Code of Conduct

The Code of Conduct is reviewed annually.

Article 2 Discrimination prohibition
Rejection of discrimination

In accordance with the provisions of the Dutch General Equal Treatment Act (AWGB), the Dutch Equal Treatment for Men and Women Act (WGB), the Dutch Equal Treatment on the grounds of Disability and Chronic Illness Act (WGBH/CZ) and the Dutch Equal Treatment in Employment (Age Discrimination) Act (WGBL), Detaconcept Uitzendgroep BV rejects discrimination on the grounds of gender, religion, belief, political affiliation, race, nationality, sexual orientation, marital status, disability or chronic illness and age. 

Rejection of requirements or wishes with discriminatory intent

Opinions or preferences of clients, their employees or their business relations are not a valid reason to exclude persons. Detaconcept Uitzendgroep BV will inform clients and prospective clients if necessary that they will not cooperate in meeting requirements or wishes with a discriminatory intent.

Article 3 Recruitment and selection

Equal opportunities (Principle of equal opportunity)

In the selection of temporary and permanent staff, it is ensured that everyone has an equal chance of selection. The text and images accompanying advertisements should not give the impression that potential candidates belonging to a particular minority have a reduced chance of selection.

Avoiding prejudice against ethnic minorities

Selection criteria shall be set in such a way that they do not contain any element of direct or indirect discrimination. When criteria are formulated, particular attention shall be paid to avoiding prejudice and/or discrimination against candidates.

Comments on psychological tests

If an applicant needs to undergo a psychological test, cultural bias that may exist in such tests will be taken into account. This is also taken into account when conducting and interpreting psychological tests.

Recognition of non-Dutch diplomas

Non-Dutch diplomas are recognised in accordance with comparable Dutch diplomas.

 

Preferential policy for vacancies

Detaconcept Uitzendgroep BV is permitted by law to pursue a preferential policy with regard to vacancies exclusively for three groups: women, persons belonging to a certain ethnic or cultural minority group and persons with a disability or chronic illness. However, this is only permitted if the purpose of this policy is to put persons belonging to these groups in a privileged position in order to eliminate inequalities. Detaconcept Uitzendgroep BV may not pursue a preferential policy with regard to groups other than those mentioned above - such as men, persons who do not belong to an ethnic or cultural minority group (“natives”). Nor is it permitted to pursue a preferential policy on the basis of other personal characteristics. Preferential policies are subject to requirements laid down in the Dutch General Equal Treatment Act and the Dutch Equal Treatment on the grounds of Disability and Chronic Illness Act.
Detaconcept Uitzendgroep BV is solely guided by functional provisions with due observance of the statutory provisions on the recruitment, selection and making available of temporary agency workers.
Detaconcept Uitzendgroep BV will inform client/hirers that the law prohibits cooperation in meeting requirements or requests with a discriminatory intent.
Detaconcept Uitzendgroep BV will ensure that open relationships are designed in such a way that they do not indicate any preference of gender and age. In so far as making a distinction on the basis of equal treatment legislation is permitted by way of exception, this reason will be explicitly stated when the job is offered.
Detaconcept Uitzendgroep BV is not allowed to ask questions about personal characteristics such as pregnancy, disability or chronic illness and medical history in the selection phase, unless this is permitted by way of exception based on equal treatment legislation. 

Article 4 Personnel management

Discrimination should not be a factor in assessing the performance of employees. Criteria established for determining whether employees may participate in education, training or courses shall be such that they do not contain any element of direct or indirect discrimination. Criteria set for career or mobility policies shall be such that they do not contain any element of direct or indirect discrimination.

Article 5 Departures

Grounds for dismissal or reasons leading to not renewing an employment agreement may not be related to the skin colour, nationality or ethnic origin of the employee.

Article 6 Measures to prevent discrimination

There shall be no discrimination in daily interaction with each other. Everyone at Detaconcept Uitzendgroep BV treats each other equally. Everyone must be able to feel at home in the organisation.

Article 7 Penalties

The management of Detaconcept Uitzendgroep BV may take disciplinary measures and report to the police for violation of the criminal prohibitions against discriminatory behaviour under the relevant legal descriptions.

Article 8 Complaints procedure

The Detaconcept Uitzendgroep BV personnel is obliged to follow the Code of Conduct. Complaints from employees, temporary agency workers and clients about discrimination are handled with the greatest possible care at all times.
Complaints include:
- verbal or physical provocation;
- problems of communication and understanding;
- differences in cultural background or behaviour. 

Internal parties:

You can contact various parties within the organisation. 
- immediate superior, or higher/other superior
- colleagues, both immediate and from other departments
- HR
- counsellor
- occupational health physician (Arbo) 

External parties:

You can contact various parties outside the organisation.
- Police
By reporting it to the police. This can only be based on criminal grounds. You can make an appointment by phone at 0900-8844 or by completing the online contact form.
- Website - www.discriminatie.nl. This website shows how you can report discrimination in a few steps. You will find information about discrimination, a reporting guide and contact details of relevant organisations.