Pollux gives job seekers equal employment opportunities, everyone is welcome.

Anti-discrimination policy in the recruitment and selection of employees

General assumptions

At Pollux Personeelsdiensten B.V. we give jobseekers a fair chance to find employment. Everyone is welcome. We make no distinctions based on age, gender, marital status, sexual orientation, life philosophy, political opinion, religion, race, ethnic origin or nationality. During recruitment and selection, we assess job seekers only on job-related criteria.

Objective

With this policy, we want to inform employees and third parties about this in a clear and transparent way:

  • what we mean by discrimination and/or discriminatory demands.
  • what our position is on discrimination and/or discriminatory demands.
  • what behaviour we expect from staff in relation to recruitment and selection.
  • where employees can go for consultation and/or reporting.
  • what the employer's obligations are.

Definition of discrimination

Discrimination is defined as: making direct and indirect distinctions between people on the basis of age, gender, marital status, sexual orientation, life philosophy, political opinion, religion, race, ethnic origin or nationality. Discrimination is also understood to mean: accepting clients' requests to distinguish people during recruitment and selection on the basis of criteria that are not necessary or relevant to fill a position well.

Position of the management of Pollux Personeelsdiensten B.V.

  • We reject all forms of discrimination.
  • We will only honour requests from clients to include certain criteria in recruitment and selection if it is objectively justified.

    There is objective justification if the choice is based on the required criteria:
    • serves a legitimate purpose, with a good, function-related reason. For example, 'security'.
    • pursues a legitimate aim, the means are appropriate for achieving that aim
       is in reasonable proportion to the objective, there is proportionality to the objective.
    • is necessary because there is no other, less distinctive way of achieving the goal (criterion of necessity).

  • We do not tolerate any discriminatory treatment of employees by third parties. The term "employees" also refers to persons who perform work under the direction and supervision of the principal.

Action taken by staff

  • Employees themselves are responsible for drawing attention to customer demands of a discriminatory nature. In this way, they can recognise the demands and ensure that theyare not met.
  • Employees can always ask a member of the MT how the matter has been handled. Also when they have doubts as to whether the request is objectively justified or not.
  • Employees can always contact a member of the MT to report any observed discrimination, abuse, misconduct or trust issues. If this does not result in a satisfactory outcome, the employee may approach management.

Obligations of the employer

Pollux Personeelsdiensten B.V. is responsible for:

  • creating a safe working climate in which people treat each other with respect. There is room for constructive consultation and unwanted behaviour in any form is prevented.
  • awareness and implementation of this anti-discrimination policy. This means, among other things, that employees:

    • are informed and made aware of this policy by attending a meeting on discrimination, which they acknowledge by signing at the time of employment.
    • were given good instruction on how to recognise discrimination and discriminatory demands, discussing the topic at each working meeting on the basis of practical cases.
    • are prepared to confront discriminatory demands and know how to talk to customers. We achieve this through periodic training.

  • evaluation and adaptation of this policy.

COMPLAINTS PROCEDURE FOR ANTI-DISCRIMINATION POLICIES IN RECRUITMENT AND SELECTION

As Pollux Personeelsdiensten B.V., we are responsible for social policy in our organisation. In doing so, we want to create a climate in which employees and jobseekers respect each other's integrity. Based on this responsibility, a regulation on the handling of complaints of discrimination in recruitment and selection has been established.If you have a complaint of discrimination you can make it and it will be dealt with appropriately. Regarding our complaints procedure, we refer you to our Complaints Procedure Anti-discrimination Policy for Recruitment and Selection