{"id":465,"date":"2026-08-10T11:11:14","date_gmt":"2026-08-10T10:11:14","guid":{"rendered":"https:\/\/uitzendbureaukepil.nl\/?page_id=465"},"modified":"2026-08-10T11:11:38","modified_gmt":"2026-08-10T10:11:38","slug":"antidiscriminatiebeleid","status":"publish","type":"page","link":"https:\/\/uitzendbureaukepil.nl\/en\/antidiscriminatiebeleid\/","title":{"rendered":"Anti-discrimination policy"},"content":{"rendered":"<section class=\"block block--text\">\n    <div class=\"container\">\n           <div class=\"row justify-content-center\">\n                <div class=\"col-md-10 col-lg-8 col-xl-6\">\n                                             <h2 class=\"block--text__title h2 title\">\n        <span class=\"title__desktop\">\n            Anti-discrimination policy\n        <\/span>\n\n            <\/h2>\n                    \n                                            <div class=\"block--text__text\">\n                            <span class=\"text-wrapper\">\n                                <h3>1. Starting point<\/h3>\n<p>We stand for a labour market in which everyone is given equal opportunities and treated with respect. During recruitment, selection, mediation, placement, employment and further support, we assess people solely on objective, relevant and job-related criteria.<\/p>\n<p>Discrimination is not accepted within our organisation. This applies to the actions of our own employees (agency workers and internal staff), as well as to the conduct and requests of clients, hirers, suppliers and other associates.<\/p>\n<p>This policy applies to:<\/p>\n<ul>\n<li>applicants and candidates;<\/li>\n<li>agency workers and other labour forces;<\/li>\n<li>internal employees;<\/li>\n<li>clients and hirers;<\/li>\n<li>other individuals involved in our services or business operations.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h3>2. Purpose of this policy<\/h3>\n<p>With this policy we want to:<\/p>\n<ol>\n<li>preventing discrimination in recruitment, selection and mediation, and at work;<\/li>\n<li>empowering employees to recognise discriminatory requests and behaviour;<\/li>\n<li>clarify how employees should act in such situations;<\/li>\n<li>ensure that there is a safe and accessible way to report discrimination;<\/li>\n<li>ensuring that reports are thoroughly investigated and followed up;<\/li>\n<li>demonstrably implement, evaluate and improve the policy within the organisation.<\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<h3>3. What do we mean by discrimination?<\/h3>\n<p>By \u2018discrimination\u2019, we mean treating people differently, putting them at a disadvantage or excluding them, either directly or indirectly, on the basis of a personal characteristic, without valid reason.<\/p>\n<p>This may include discrimination on the grounds of:<\/p>\n<ul>\n<li>race, skin colour, descent or national or ethnic origin;<\/li>\n<li>nationality;<\/li>\n<li>religion, belief or political affiliation;<\/li>\n<li>sex, pregnancy, maternity, gender identity or gender expression;<\/li>\n<li>sexual orientation;<\/li>\n<li>marital status;<\/li>\n<li>age;<\/li>\n<li>disability or chronic illness;<\/li>\n<li>working hours;<\/li>\n<li>a temporary or permanent employment contract;<\/li>\n<li>any other legally protected ground.<\/li>\n<\/ul>\n<p>We also define discrimination as:<\/p>\n<ul>\n<li>intimidation or hurtful behaviour related to a personal characteristic;<\/li>\n<li>instructing others to discriminate;<\/li>\n<li>responding to discriminatory requests from clients;<\/li>\n<li>to disadvantage someone because they have reported discrimination, lodged a complaint about it or cooperated with an investigation.<\/li>\n<\/ul>\n<p>Not every difference in treatment is prohibited. Distinction is only made when there is a statutory exception for this or, where the law allows it, the distinction serves a legitimate purpose and is appropriate, necessary and proportionate. In case of doubt, prior consultation is held with the management or the person designated for this purpose.<\/p>\n<p>&nbsp;<\/p>\n<h3>Recruitment, selection and placement<\/h3>\n<p>Candidates are selected on the basis of pre-determined, objective and role-related criteria, such as:<\/p>\n<ul>\n<li>education, professional knowledge and relevant work experience;<\/li>\n<li>skills and competences;<\/li>\n<li>certificates required for the post;<\/li>\n<li>availability and working hours;<\/li>\n<li>necessary and justified security or functional requirements.<\/li>\n<\/ul>\n<p>Job descriptions and selection criteria are worded in a neutral and inclusive manner. Requirements that may exclude certain groups, such as language, age or availability requirements, are only imposed if they are demonstrably necessary and proportionate to the role.<\/p>\n<p>Personal preferences, assumptions, stereotypes or a client\u2019s presumed preferences are irrelevant. Even where we may use digital or automated selection and matching tools, we remain responsible for ensuring an objective and non-discriminatory outcome.<\/p>\n<p>&nbsp;<\/p>\n<h3>5. Discriminatory requests from clients<\/h3>\n<p>We do not comply with any request from a client to exclude or select candidates on the basis of irrelevant personal characteristics.<\/p>\n<p>If an employee is faced with a request that may constitute discrimination, they should proceed as follows:<\/p>\n<ol>\n<li><strong>Probing further<\/strong>the employee asks for the reason for the request and for the concrete requirements that are necessary for the proper and safe performance of the role.<\/li>\n<li><strong>Translate to objective job requirements<\/strong>the employee investigates whether the underlying requirement can be translated into neutral and function-related criteria, such as demonstrable experience, a specific language proficiency level, or a required certificate.<\/li>\n<li><strong>Provide an explanation and refuse the request<\/strong>the employee explains that we exclusively select on objective job requirements and do not cooperate with discriminatory selection criteria.<\/li>\n<li><strong>Discuss and record<\/strong>in case of doubt or if the client maintains their request, the employee shall submit the situation to the management or the person internally designated for this purpose. The request and the manner in which it was handled shall be recorded objectively and in compliance with privacy regulations.<\/li>\n<li><strong>Execute assignment without discrimination<\/strong>If the client persists, the discriminatory criterion is not applied. If necessary, the assignment is refused, suspended or terminated.<\/li>\n<\/ol>\n<p>Commercial interests never form a justification for cooperating with a discriminatory request.<\/p>\n<p>&nbsp;<\/p>\n<h3>6. Discrimination during work activities<\/h3>\n<p>We do not accept temporary agency workers or other employees being treated in a discriminatory, harassing or disrespectful manner by a client.<\/p>\n<p>A report regarding discrimination of a temporary worker during work for\/at the client can be made to any internal employee of ours.<\/p>\n<p>A report concerning discrimination of an internal employee during work activities can be made, at the individual's choice, to the manager, management or the confidential adviser.<\/p>\n<p>Every report is investigated seriously and promptly. Depending on the circumstances, we can:<\/p>\n<ul>\n<li>contact the client;<\/li>\n<li>demand immediate measures to end the unsafe situation;<\/li>\n<li>temporarily relocating the workforce or removing them from the site;<\/li>\n<li>making arrangements for recovery and prevention of recurrence;<\/li>\n<li>suspend or terminate the collaboration with the client.<\/li>\n<\/ul>\n<p>Measures are taken as far as possible in consultation with the worker involved. The whistleblower is in no way prejudiced as a result of the report. This does not alter the fact that it is not the intention for deliberately false reports to be made.<\/p>\n<p>When we provide accommodation or arrange for it to be provided, objective and transparent criteria are also applied to the allocation, use and termination of accommodation. This non-discrimination policy applies equally to those aspects.<\/p>\n<p>&nbsp;<\/p>\n<h3>7. Responsibilities of employees<\/h3>\n<p>Each employee is expected to:<\/p>\n<ul>\n<li>complies with this policy;<\/li>\n<li>treats candidates and workers objectively and respectfully;<\/li>\n<li>is alert to discriminatory requests and behaviour;<\/li>\n<li>did not cooperate with discrimination;<\/li>\n<li>consults in good time if in doubt;<\/li>\n<li>reports signals and incidents;<\/li>\n<li>contributes to research, instructions, training and evaluations on this subject.<\/li>\n<\/ul>\n<p>This policy will be published on the website and, for internal staff, in the digital workspace used.<\/p>\n<p>An employee who acts in breach of this policy may be addressed on this. Depending on the severity and circumstances, employment law or other appropriate measures may follow, including dismissal.<\/p>\n<p>&nbsp;<\/p>\n<h3>8. Reporting and complaints<\/h3>\n<p>Any candidate, worker or internal employee who experiences or reports discrimination can make a report of it. Please refer to paragraph 6 for this.<\/p>\n<p>If a temporary worker does not know who to report to, they can make a report to:<\/p>\n<p><strong>Contact person<\/strong>K.D. Kepil<br \/>\n<strong>Email address<\/strong>Dorukhan@uitzendbureaukepil.nl<br \/>\n<strong>Telephone number<\/strong>: 06 24 17 21 68<\/p>\n<p>A notification becomes:<\/p>\n<ul>\n<li>confirmed as soon as possible;<\/li>\n<li>treated confidentially and discussed only with the necessary individuals;<\/li>\n<li>carefully and impartially investigated;<\/li>\n<li>dealt with, applying the right to be heard where necessary;<\/li>\n<li>provide a substantive response within a reasonable timeframe.<\/li>\n<\/ul>\n<p>We aim to provide a substantive response within four weeks of receiving the report. If more time is needed, the reporter will be informed accordingly. The reporter will not be disadvantaged as a result of making a report or cooperating with an investigation.<\/p>\n<p>&nbsp;<\/p>\n<h3>9. Management responsibilities<\/h3>\n<p>The management board takes and bears ultimate responsibility for:<\/p>\n<ul>\n<li>het cre\u00ebren van een veilig en respectvol werkklimaat;<\/li>\n<li>het vaststellen en uitdragen van dit beleid;<\/li>\n<li>het beschikbaar stellen van het beleid op de website en de interne bestandenschijf;<\/li>\n<li>het informeren en instrueren van medewerkers;<\/li>\n<li>het bespreken van dit beleid bij de indiensttreding van nieuwe medewerkers;<\/li>\n<li>het bieden van ondersteuning bij discriminerende verzoeken of incidenten;<\/li>\n<li>een zorgvuldige registratie en behandeling van meldingen;<\/li>\n<li>het periodiek evalueren en zo nodig aanpassen van dit beleid.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h3>10. Registratie en privacy<\/h3>\n<p>Meldingen, discriminerende verzoeken en genomen maatregelen worden alleen geregistreerd voor zover dat noodzakelijk is voor de behandeling, opvolging, evaluatie en verantwoording van het beleid.<\/p>\n<p>Persoonsgegevens worden zorgvuldig behandeld, niet langer bewaard dan noodzakelijk en uitsluitend gedeeld met personen die deze gegevens voor de behandeling van de kwestie nodig hebben.<\/p>\n<p>&nbsp;<\/p>\n<h3>11. Evaluatie<\/h3>\n<p>Dit beleid wordt ten minste eenmaal per jaar en daarnaast naar aanleiding van relevante incidenten, wijzigingen in wet- en regelgeving of bevindingen uit controles en audits ge\u00ebvalueerd.<\/p>\n<p>Bij de evaluatie wordt onder meer gekeken naar:<\/p>\n<ul>\n<li>ontvangen meldingen en klachten;<\/li>\n<li>discriminerende verzoeken van opdrachtgevers;<\/li>\n<li>de wijze waarop medewerkers hebben gehandeld;<\/li>\n<li>gegeven instructies en trainingen;<\/li>\n<li>noodzakelijke verbetermaatregelen.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h3>12. Vaststelling<\/h3>\n<p>Dit antidiscriminatiebeleid is vastgesteld door de directie van Uitzendbureau Kepil.<\/p>\n<p><strong>Versie<\/strong>: 202601<br \/>\n<strong>Datum<\/strong>: 5 augustus 2026<\/p>\n\n                            <\/span>\n                        <\/div>\n                    \n                    \n                                    <\/div>\n           <\/div>\n<\/section>","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-465","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Antidiscriminatiebeleid - Uitzendbureau Kepil<\/title>\n<meta name=\"description\" content=\"Wij zetten de juiste mensen op de juiste werkplek. - Antidiscriminatiebeleid\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/uitzendbureaukepil.nl\/en\/antidiscriminatiebeleid\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Antidiscriminatiebeleid - 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