Anti-Discrimination Policy

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General Principles

At GPS2Work B.V., our business operations provide job seekers with a fair opportunity for employment. Everyone is welcome. We do not discriminate based on age, gender, marital status, sexual orientation, life philosophy, political or religious beliefs, race, ethnic origin, or nationality. In recruitment and selection, we assess job seekers solely based on job-related criteria.

Goal

  • With this policy, we aim to be clear and transparent to employees and third parties about:

  • What we understand by discrimination and/or discriminatory requests.

  • Our position regarding discrimination and/or discriminatory requests.

  • How we expect employees to act in relation to recruitment and selection.

  • Where employees can go for consultation and/or to make a report.

  • What the responsibilities of the employer are.

Definition of Discrimination

By discrimination, we mean: making direct or indirect distinctions between individuals based on age, gender, marital status, sexual orientation, life philosophy, political or religious beliefs, race, ethnic origin, or nationality. Discrimination explicitly also includes responding to client requests to make distinctions between individuals during recruitment and selection based on criteria that are not necessary or relevant for the proper fulfillment of the position.

Position of the Management of GPS2Work B.V.

  • We reject all forms of discrimination.

  • Requests from clients to take certain criteria into account during recruitment and selection are only honored if there is an objective justification.

  • Objective justification exists when selecting based on the requested criteria:

  • Is necessary because there is no other, less discriminatory way to achieve the goal (necessity criterion).

  • Is proportionate to the purpose; there is a reasonable relationship between the means and the goal.

  • Results in achieving the legitimate purpose; the means are suitable to achieve the goal.

  • Serves a legitimate purpose, with a valid job-related reason, for example “safety.”

  • We do not tolerate third parties treating employees in a discriminatory manner. Employees also include workers performing tasks under the direction and supervision of a client.

Employee Conduct

  • Employees have their own responsibility to be alert to client requests that may have a discriminatory nature, so that they can recognize such requests and ensure that no cooperation is given.

  • Employees can always contact a member of the Management Team (MT) with questions about how to handle a request, including if they are unsure whether there is an objective justification for the request.

  • Employees can always contact a member of the MT to report observed discrimination, misconduct, wrongdoing, or a matter of trust. If this does not lead to a satisfactory outcome, the employee can escalate the matter to the management.

 
 

Responsibilities of the Employer

GPS2Work B.V. is responsible for:

  • Creating a safe working environment where everyone treats each other with respect. There is room for constructive discussion, and any form of unwanted behavior is prevented and addressed.

  • Have received proper instructions on how to recognize discrimination and discriminatory requests, by discussing this topic in every work meeting using practical case examples.

  • Are prepared to confront a discriminatory request and know how to engage in discussions with clients regarding such requests, which is achieved through periodic training.

  • Ensuring the visibility and implementation of this anti-discrimination policy. This includes, among other things, that employees:

  • Are informed about and familiar with the policy, for example through signing upon employment and participating in a kick-off meeting on discrimination.

  • The evaluation and revision of this policy.

COMPLAINT PROCEDURE FOR THE ANTI-DISCRIMINATION POLICY IN RECRUITMENT AND SELECTION

At GPS2Work B.V., we are responsible for the social policy within our organization. We aim to create an environment in which employees and job seekers respect each other’s integrity. On the basis of this responsibility, a procedure has been established for handling complaints regarding discrimination in recruitment and selection.

If you have a complaint concerning discrimination, you can submit it, and it will be handled appropriately.