Anti discrimination policy

General principle
Our business operations are aimed at providing all job seekers with equal opportunities, regardless of age, gender, marital status, sexual orientation, beliefs, political preference, religion, race, ethnic background, or nationality. During recruitment and selection, all candidates are treated equally and assessed solely on job-related criteria.

Purpose of this policy
With this policy, we aim to provide clarity and transparency to employees and external stakeholders. We define what discrimination and discriminatory requests mean, state our position on discrimination and such requests, and describe the expected conduct of employees in their daily work, particularly in recruitment and selection. This includes guidelines for professional behavior, contact points for consultation or reporting concerns, and the responsibilities of the employer.

1. Definition of discrimination
We define discrimination as making a direct or indirect distinction between individuals based on the aforementioned characteristics. This also includes complying with client requests to make distinctions in recruitment or selection based on criteria that are not relevant or necessary for proper job performance.

2. Our position
We reject all forms of discrimination. Requests from clients to take specific criteria into account will only be honored if they are objectively justified. A request is objectively justified when it serves a legitimate and job-related purpose, such as safety, when the means are suitable to achieve that purpose, when it is proportionate to the intended outcome, and when it is necessary with no less discriminatory alternatives available. We do not tolerate discriminatory behavior towards our employees, including temporary workers under the supervision and direction of clients.

3. Guidelines for employees
Employees are responsible for recognizing discriminatory requests and ensuring they do not comply with them. If an employee doubts whether a request is objectively justified, they can consult their supervisor or the back-office manager. Employees who observe discrimination, misconduct, or confidential issues can discuss these with their supervisor or the back-office manager. If this does not lead to a satisfactory outcome, the employee can turn to the confidential advisor.

4. Responsibilities of the employer
We are responsible for creating a safe work environment where respect is central, open dialogue is encouraged, and undesirable behavior is actively prevented and addressed. We also ensure the communication and implementation of this policy. This means employees are informed about this policy during onboarding and through quarterly meetings, receive clear instructions and case examples to recognize discrimination and respond appropriately, and are prepared for conversations with clients about discriminatory requests. Finally, we are responsible for regularly evaluating and adjusting this policy where necessary.