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Discrimination policy

The operations of SD Worx Staffing Solutions are aimed at giving jobseekers a fair chance of employment, regardless of their age, gender, marital status, sexual orientation, life, political or religious beliefs, race, ethnic origin or nationality.

During recruitment and selection, jobseekers are treated equally by being assessed solely on job-related criteria.

Goal discrimination policy

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

  • What SD Worx Staffing Solutions understands by discrimination/discriminatory requests.
  • What is SD Worx Staffing Solutions' position on discrimination/discriminatory requests.
  • Acting by staff:
    • What is expected of staff how they act during their work, especially when working (in support of business activities) around recruitment and selection;
    • Where the employee can go for consultation and/or a report;
  • Responsibilities of SD Worx Staffing Solutions.
  • Registration of discrimination reports.


Definition of discrimination

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

Discrimination expressly includes responding to requests from clients to make distinctions between persons in recruitment and selection on the basis of criteria that are not necessary or relevant to the proper filling of the position.


What does SD Worx Staffing Solutions understand by discrimination?

  • SD Worx Staffing Solutions rejects any form of discrimination.
  • Requests by clients to take certain criteria into account in recruitment and selection will only be honoured if there is objective justification. Objective justification exists if selection is based on the requested criteria:
    • Serves a legitimate purpose. This means that there is a good -job-related- reason to select on relevant criteria during recruitment and selection (an example of a legitimate purpose is security);
    • Results in the achievement of the legitimate goal, the means is appropriate to achieve the goal;
    • In reasonable proportion to the purpose, there is proportionality to the purpose;
    • Necessary because there is no other, less discriminating way to achieve the purpose, the necessity criterion is met.
  • SD Worx Staffing Solutions will not tolerate discriminatory treatment of employees by third parties.


Acting by employees

  • Employees have a personal responsibility to be alert to requests from clients of a discriminatory nature, recognise such requests and ensure that they are not cooperated with.
  • If the employee has doubts about whether or not there is an objective justification for a client's request to take certain criteria into account in recruitment and selection, or has questions about how to handle a request, the employee can contact his or her immediate superior for consultation.
  • If the employee identifies discrimination and wants to raise it, report wrongdoing or misconduct, and/or has a confidentiality issue on his/her hands, the employee can contact his/her immediate supervisor.
  • Furthermore, this report should be reported by the employee or his/her supervisor to the quality manager via the ticket system within 24 hours.
  • The quality manager maintains the register of all reports of discrimination. The quality manager informs the management of each report.
  • Management and quality manager determine the follow-up steps for each report.


Responsibilities of SD Worx Staffing Solutions

SD Worx Staffing Solutions is responsible for:

  • Creating a safe working climate where people treat each other with respect, where there is room for constructive consultation and where undesirable behaviour in any form is prevented and dealt with; (see also the SD Worx Staffing Solutions ARBO policy on the intranet).
  • Awareness and implementation of this discrimination policy. This includes ensuring that employees are informed about and familiar with the policy. This is achieved in the following way:
    • All employees will personally receive the discrimination policy by e-mail. Furthermore, the discrimination policy will be a fixed agenda item in work meetings at least once a quarter.
    • Periodically, the ABU's current information material is named via intranet (www.werkjijmeezegnee.nl).
    • Since the introduction of this policy, discrimination has been a regular part of the 'familiarisation' process
    • Have received proper instructions on how to recognise discrimination and discriminatory requests. This is achieved through communication via the intranet (examples and theory) and periodically discussing this topic in work meetings (fixed agenda item).
  • Hirers will be informed that SD Worx Staffing Solutions conforms to the discrimination policy. If the situation arises at a hirer then a tailor-made approach will be adopted which may, in the extreme, lead to the end of the cooperation.
  • The discrimination policy is on the SD Worx Staffing Solutions site.


The evaluation and updating of the present policy.

SD Worx Staffing Solutions will frequently review and possibly amend the policy.

  • The policy will be reviewed annually with the management and adjusted if necessary.
  • Possible adjustment of the policy following the findings of the mystery guest or call.