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Anti Discrimination Policy

Anti Discrimination Policy Limburg Social Services

Anti-discrimination policy in recruitment and selection 

Document F-048 

 Let’s work together to ensure that everyone really gets equal opportunities. Equal opportunities for everyone. Work creates value for everyone. That is why we believe that everyone should have equal opportunities. Discrimination?  So we don’t do that! Limburg Social Services  is committed to equal treatment for everyone and for a diverse personnel policy. We strictly adhere to this conviction when recruiting and selecting candidates. 

 General starting point 

 The business operations of Limburg Social Services are aimed at giving job seekers a fair chance at work regardless of age, gender, marital status, sexual orientation, life, political or religion, race, ethnic origin or nationality. 

 In the recruitment and selection process, jobseekers are treated equally because they are exclusively assessed on criteria that are function-related. 


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

 • What Limburg Social Services understands by discrimination/discriminatory requests; 

 • What is the position of Limburg Social Services with regard to discrimination/discriminatory requests; 

 • Acting by the employees: 

 • What is expected of employees and how they act during their work, especially in the activities (to support the business activities) related to recruitment and selection; 

 • Where the employee can go for consultation and/or a report; 

 • Employer Responsibilities. 

 Definition of discrimination 

 Discrimination is understood to mean: making direct and indirect distinctions between persons on the basis of age, gender, marital status, sexual orientation, life, political or creed, race, ethnic origin or nationality. Discrimination also expressly includes responding to requests from clients to make a distinction between people in recruitment and selection on the basis of criteria that are not are necessary or relevant for the proper performance of the position. 

 Position of Limburg Social Services

 In practice, it turns out that a mistake is easily made. Our people don’t recognize every discriminatory either request and sometimes unconsciously go along with a client’s wish. Who may not be aware of its discriminatory claim. How easily a mistake is made? Everyone understands that an advertisement in which ‘no women’ or ‘no Moroccans’ is clearly discrimination. But ask for an employee with ‘between five and ten years of work experience’ is also not allowed. 

 Limburg Social Services rejects any form of discrimination. 

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

 There is objective justification if the selection on the requested criteria: 

 • Serves a legitimate purpose. This means that there is a good job-related reason to participate in the recruitment and select selection based on relevant criteria (an example of a legitimate purpose is security); 

 • Results in the achievement of the legitimate goal, the means is suitable to achieve the goal; 

 • In reasonable proportion to the goal, there is proportionality in relation to the goal; 

 • Necessary because there is no other less discriminating way to achieve the goal, there the necessity criterion is met. 

 Limburg Social Services does not tolerate that employees are treated discriminatingly by third parties. below employees is here also understood to be employees who perform work under management and supervision from a borrower. 

 Anti-discrimination policy in recruitment and selection 

 Recruitment and selection policy

 Let’s work together to ensure that everyone really gets equal opportunities. 

 Acting by the employees 

 • The employees have their own responsibility to be alert to requests from clients discriminatory in nature, to recognize such requests and to ensure that no cooperation is provided. 

 • If the employee has doubts about whether or not there is an objective justification for a request from a client to take into account certain criteria in the recruitment and selection process, or If you have any questions about how to handle a request, the employee can consult Nicolas Arrieta

 • If the employee identifies discrimination and wants to raise it, abuses or misconduct report and/or has a trust issue, the employee can contact Nicolas Arrieta. 

 • If this does not lead to a satisfactory result for the employee, the employee can contact the management of Limburg Social Services 

 Vacancy texts 

The vacancies on our website are written in such a way that they can be found via search engines. The way to work takes place largely on the web today. Therefore, specific and well-indexable vacancy texts are a must, so that people can find our vacancies well. For example, it can occur that we use the word ‘starter position’ in a vacancy. With this we only want to indicate that it is a position that does not require experience. We do not mean by this to say that we only mean young people looking for people. Limburg Social Services everyone is welcome and everyone gets equal opportunities. 

 Employer Responsibilities 

Limburg Social Services is responsible for: 

 • Creating a safe working environment where people treat each other with respect, there is room for it constructive consultation and undesirable behavior in whatever form is prevented and dealt with; The awareness and implementation of this anti-discrimination policy. This includes, among other things, ensure that employees: 

 • be informed about and familiar with the policy. This is realized in the following way; 

Discrimination is a permanent item on the agenda of the monthly work meeting. 

 • have been given proper instructions on how to recognize discrimination and discriminatory requests. This is realized in the following way: employees in the office have received the instruction; 

 • be prepared for the situation that they are confronted with a discriminatory request and know about how they can conduct and reverse the conversation with clients. This is realized on In the following manner: temporary workers are instructed that if something happens at the workplace, they are must report his or her intermediary who, together with the temporary worker, will have a meeting with the client concerns. 

 The evaluation and adjustment of this policy. Geleen, Dec 1, 2021. 

 Anti-discrimination policy in recruitment and selection 

 Recruitment and selection policy. 

 Let’s work together to ensure that everyone really gets equal opportunities. 

 Vacancy check 

 Age discrimination in job vacancies still occurs regularly: in 2017, 40,000 to 60,000 appeared online vacancies that can lead to age discrimination. Its effect is great. Age requirements scare older people job seekers to apply. In the decision to apply, an age requirement outweighs the salary, travel time and type of contract together. How do you, as an employer, prevent your people from rejects age in advance? 

Targeted search 

Looking for that one suitable colleague, you want to be able to separate the wheat from the chaff. That starts with the sharp drafting the vacancy. It is important to only ask for qualities, skills and knowledge that are function are relevant. If you don’t, you can exclude entire groups in search of that one candidate. And under in those groups, that one perfect new colleague may have just been hiding. 

 Direct or indirect distinction 

 Certain requirements can make a ‘direct distinction’ in a vacancy text. They immediately close a group people out. If you are looking for a ‘young’ person, you exclude an older person and that is not allowed by law. There are also terms that refer ‘indirectly’ to age. Ask about a starter, for example, or a student. Because the result may be that you also exclude older job seekers, it is better not to use these kinds of terms use. If they appear to discriminate, that too is prohibited. 

 Our research shows that these discriminatory job requirements are the most common: 

 Direct distinction: 

 1. Wanted: young candidate’ 

 2. Wanted: candidate between X and X years’ 

 3. Wanted: candidate X years or older’ 

 Indirect distinction: 

 1. Wanted: student 

 2. Wanted: starter’ 

 3. Offered: side job next to school or study’ In principle, these descriptions may NOT appear in a job advertisement: 

 • between X and X years 

 • from X years 

 • maximum X years old* 

 • young 

 • old 

 • student (this does not apply to internships) 

 • student (this does not apply to internships) 

 • school leaver 

 • recently graduated 

 • starter 

 • maximum work experience 

 • between X and X years of work experience 

 • young people feel at home in our working atmosphere 

 • fits in a team of 20-40 years old 

 • side job next to your education / study 

 • starting / upcoming 

 • junior candidate / senior candidate