Anti-discrimination policy in recruitment and selection

General principle

The business operations of C&M Labour Supply BV are aimed at giving job seekers a fair chance at work, regardless of their age, gender, marital status, sexual orientation, life, political or religious beliefs, race, ethnic origin or nationality. Job seekers are treated equally during recruitment and selection because they are only assessed on criteria that are related to the job.

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Goal

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

1. What C&M Labour Supply BV understands by discrimination/discriminatory requests;
2. What is the position of C&M Labour Supply BV with regard to discrimination/discriminatory requests;
3. Employee actions:
   a. What is expected of employees and how they act during their work, in particular in the work (in support of business activities) surrounding recruitment and selection;
   b. Where the employee can go for consultation and/or a report;
4. Employer responsibilities.

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1. Definition of discrimination

Discrimination means making a direct or indirect distinction between persons on the grounds of age, gender, marital status, sexual orientation, life, political or religious beliefs, race, ethnic origin or nationality.

Discrimination is also explicitly understood to mean responding to requests from clients to make a distinction between persons during recruitment and selection on the basis of criteria that are not necessary or relevant for the proper performance of the position.

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2. Standpunt C&M Labour Supply B.V.

1. C&M Labour Supply BV rejects any form of discrimination.
2. 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 the selection is based on the requested criteria:

• Serves a legitimate purpose. This means that there is a good -function-related- reason to select on the relevant criteria during recruitment and selection (an example of a legitimate purpose is safety);
• Results in the achievement of the legitimate aim, the means is suitable to achieve the aim;
• Is in reasonable proportion to the objective, there is proportionality in relation to the objective;
• Necessary is because there is no other, less discriminatory way to achieve the goal, the necessity criterion is met.

C&M Labour Supply BV does not tolerate employees being treated discriminatorily by third parties. Employees are also understood to mean employees who perform work under the direction and supervision of a hirer.

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3. Action by the employees

1. Employees have their own responsibility to be alert to requests from clients that are discriminatory in nature, to recognize such requests and to ensure that no cooperation is provided.
2. If the employee has any 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 contact his/her manager for consultation.
3. If the employee notices discrimination and wishes to raise the issue, report abuses or misconduct and/or has a matter of trust, the employee can contact his/her manager.

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4. Employer Responsibilities

C&M Labour Supply BV is responsible for:

• Creating a safe working environment where people treat each other with respect, there is room for constructive consultation and unwanted behavior in any form is prevented and addressed;
• The recognisability and implementation of this anti-discrimination policy. This includes ensuring that employees:
  - are informed about and familiar with the policy.
  - have received proper instructions on how to recognise discrimination and discriminatory requests.
  - are prepared for the situation in which they are confronted with a discriminatory request and know how to conduct and reverse the conversation with clients.
• The evaluation and adjustment of this policy.

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