General premise 

The business operations of HCA Project Support Nederland B.V. are aimed at giving job seekers a fair chance of employment, regardless of their age, gender, marital status, sexual orientation, life, political or religious beliefs, race, ethnic origin or nationality. 

In recruitment and selection, job seekers are treated equally by being evaluated only on criteria that are job-related. 

Target 

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

1. What we mean by discrimination/discriminatory requests; 

2. What is our organization's position on discrimination/discriminatory requests; 

3. Acting by employees: 

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

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

4. Employer responsibilities. 

1. 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 by clients to distinguish between persons in recruitment and selection on the basis of criteria that are not necessary or relevant to the proper filling of the position. 2 

2. Position of HCA Project Support Nederland B.V. 

a. HCA Project Support Nederland B.V. rejects any form of discrimination. 

b. Requests by clients to consider certain criteria in recruitment and selection will be honored only if there is objective justification. 

There is objective justification when selecting on the requested criteria: 

• Serves a legitimate purpose. This means that there is a good -job-related- reason to select on relevant criteria in 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 goal; 
• Necessary because there is no other, less discriminating way to achieve the purpose, the necessity criterion is met. 

c. HCA Project Support Nederland B.V. will not tolerate discriminatory treatment of employees by third parties. Employees here also include employees who perform work under the management and supervision of a hirer. 

3. Acting by employees 

a. Employees have a personal responsibility to be alert to requests from clients of a discriminatory nature, recognize such requests and ensure that they are not cooperated with. 

b. If the employee has doubts about whether or not there is 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 may contact Jeroen Dijker (Operations Director) for consultation 

c. If the employee identifies discrimination and wishes to raise it, report abuse or misconduct and/or has a confidentiality issue, the employee may contact Jeroen Dijker ( Operational Director). If this does not lead to a satisfactory result for the employee, the employee may contact Chris Werkhoven ( General Director). 

4. Responsibilities of employer 

HCA Project Support Nederland B.V. is responsible for: 

a. Creating a safe working environment where people treat each other with respect, there is room for constructive discussion and undesirable behavior in any form is prevented and addressed; 

b. The awareness and implementation of this anti-discrimination policy. This includes ensuring that employees: 

• are informed about and familiar with the policy. This will be accomplished by securing our anti-discrimination policy on our website www.hca.nu. In addition, the anti-discrimination policy will be sent with the contract to new employees and it can be found in a fixed location on the server ( For employees within HCA Project Support B.V.). 

For new employees employed by hirer: they will be briefed on the AD policy before starting work. 

• have received proper instructions on how to recognize discrimination and discriminatory requests. This is realized in the following way: by organizing an information meeting and periodically discussing this topic in work meetings. (fixed agenda item). 
• are prepared for the situation that they are confronted with a discriminatory request and know how to conduct and turn the conversation with clients. This is accomplished in the following way: include topic in work meetings. (fixed agenda item once per quarter)

c. The evaluation and updating of this policy.