Work Wise - Onshore & Offshore Services

Work Wise BV's business operations are aimed at giving 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. Job seekers are treated equally during recruitment and selection because they are assessed exclusively on job-related criteria.

Goal

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

1. What Work Wise BV understands by discrimination/discriminatory requests;

2. What is Work Wise BV's position with regard to discrimination/discriminatory requests;

3. Actions by the employees:
a. What is expected of the employees and how they act during their work, in particular in the activities (in support of the business activities) surrounding recruitment and selection;

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

4. Responsibilities of the Employer.

1. Definition of discrimination

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

2. Position of Work Wise Bv

a. Work Wise BV rejects any form of discrimination.

b. Requests from clients to take certain criteria into account during recruitment and selection will only be honored if there is objective justification. There is objective justification if selecting on the requested criteria:

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

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

• Is 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.

c. Management does not tolerate discriminatory treatment of employees by third parties. Employees are also understood here to mean employees who perform work under the direction and supervision of a hirer.

3. Action by the employees

a. The employees have their own responsibility to be alert to requests from clients with a discriminatory character, to recognize such requests and to ensure that they do not cooperate.

b. If the employee has doubts about whether or not there is an objective justification for a request from a client to take certain criteria into account during the recruitment and selection, or has questions about how to handle a request, the employee can consult at
M. Pappelendam

c. If the employee identifies discrimination and wants to raise it, report abuses or misconduct and/or has a question of confidence, the employee can contact M Pappelendam. If this does not lead to an adequate result for the employee, the employee can contact R.Ruts.

4. Responsibilities of Employer

Work Wise BV 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 any form is prevented and dealt with;

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

• be informed and familiar with the policy. This is achieved by discussing this policy document, letter dealing with discriminatory requests from recipients.

• have received proper instructions on how to recognize discrimination and discriminatory requests. This is achieved by discussing practical examples.

• be prepared for the situation in which they are confronted with a discriminatory request and know how they can conduct and turn the conversation with clients. This is achieved by using the discrimination poster and video how to deal with discriminatory requests
(https://www.youtube.com/watch?v=YEjpbYLKxMU)

c. The evaluation and adjustment of this policy.