Anti-Discrimination Policy

ANTI-DISCRIMINATION POLICY

At MAC People we have an anti-discrimination policy which can be found here:

Anti-discrimination policy in recruitment and selection

General starting point

MAC people’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:

What MAC People understands by discrimination / discriminatory requests;
What is MAC People’s position on discrimination/discriminatory requests;
Actions by the employees:
What is expected of the employees how they act during their work, in particular in the activities (in support of the business activities) surrounding recruitment and selection;
Where the employee can go for consultation and/or a report;
Responsibilities of the Employer.
Definition 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.

MAC people’s point of view
MAC people rejects any form of discrimination.
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:

A legitimate goal 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 reasonably proportionate to the target, there is proportionality to the target;
Necessity is because there is no other, less discriminating way to achieve the goal, the criterion of necessity is met.
MAC people 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.
actions by employees
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.
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 with the manager within MAC people
If the employee identifies discrimination and wants to raise it, report abuses or misconduct and/or has a question of trust, the employee can contact the manager within MAC people. If this does not lead to an adequate result for the employee, the employee can contact the director of MAC people.
Responsibilities of Employer
MAC people is responsible for:

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 tackled;
The awareness and implementation of this anti-discrimination policy. This includes ensuring that employees:
be informed and familiar with the policy. This is achieved in the following way: information posters are available
have received proper instructions on how to recognize discrimination and discriminatory requests. This is realized in the following way; 1 on 1 instructions to each employee
are 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 realized in the following way; case handling with employee
The evaluation and adjustment of this policy.
If you recognize signs of discrimination in our firm, please let us know.