General starting point
The business operations of Pay-Send B.V. aims to give 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.
In the recruitment and selection process, jobseekers are treated equally because they are exclusively assessed on criteria that are job-related.
The purpose of this policy is to be clear and transparent to employees and third parties about:
- What Pay-Send B.V. understands discrimination/discriminatory requests;
- What is the position of Pay Send B.V. towards discrimination/discriminatory requests;
- Acting by the employees:
- What is expected of employees and how they act during their work, especially in the work (to support the business activities) surrounding the recruitment and selection;
- Where the employee can go for consultation and/or a report;
- Employer Responsibilities.
1. Definition 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 religious belief, race, ethnic origin or nationality.
Discrimination also expressly includes responding to requests from clients to make a distinction between people in the recruitment and selection process on the basis of criteria that are not necessary or relevant for the proper performance of the position.
2. Position of Pay-Send B.V.
- a. Pay-Send B.V. rejects any form of discrimination.
- Requests from clients to take certain criteria into account in the recruitment and selection process will only be 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 for selecting on the relevant criteria during recruitment and selection (an example of a legitimate purpose is safety);
- 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, the necessity criterion is met
- Pay Send B.V. does not tolerate the discriminatory treatment of employees by third parties. Employees here also include employees who perform work under the direction and supervision of a hirer.
3. Acting by the employees
- a. Employees have their own responsibility to be alert to requests from clients of a discriminatory nature, to recognize such requests and to ensure that no cooperation is given.
- 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 during recruitment and selection, or if he has questions about how to handle a request, the employee can go for consultation. with Leon Iwaniuk (director).
- If the employee identifies discrimination and wants to raise it, wants to report abuses or misconduct and/or has a trust issue, the employee can contact Leon Iwaniuk (director).
4. Employer Responsibilities
Pay Send B.V. is responsible for:
- a. Creating a safe working climate where people treat each other with respect, there is room for constructive consultation and undesirable behavior in whatever form is prevented and tackled;
- The awareness and implementation of this anti-discrimination policy. This includes ensuring that employees:
- be informed about and familiar with the policy. This is achieved by providing this policy to all employees and posting this policy on the website.
- have been given proper instructions on how to recognize discrimination and discriminatory requests. This is realized in the following way; via the discrimination poster that is visibly present at the location and requested to visit the information website https://www.nbbu.nl/themas/discrimination-op-de-arbeidsmarkt/ and to read the information and supporting video displayed on it
- be prepared for the situation in which they are confronted with a discriminatory request and know how they can conduct and reverse the conversation with clients on the basis of actively using discrimination from the NBBU as a guideline and discussing discriminatory requests on a case-by-case basis in the periodic consultations.
- The evaluation and adjustment of this policy.