This anti-discrimination policy applies to ENCODE Group and its subsidiaries The Badger Company BV, Reg Dab recruitment services BV, A1 Werkplan BV, A1 Werkplan West BV and DBP Management BV.
General premise
The business of ENCODE Group and all its subsidiaries is aimed at providing jobseekers with a fair chance of employment, regardless of age, gender, marital status, sexual orientation, life, political or religious beliefs, race, ethnic origin or nationality.
Jobseekers are treated equally in recruitment and selection because they are only assessed on criteria that are job-related.


The purpose of this policy is to be clear and transparent to employees and third parties about:
1. What ENCODE Group understands by discrimination / discriminatory requests;
2. What is the position of ENCODE Group with regard to discrimination / discriminatory requests;
3. Actions by the employees:
a. What is expected of the employees how they act during their work, in particular with the work (to support the business activities) related to recruitment and selection;
b. Where the employee can go for consultation and / or reporting;
4. Responsibilities of the employer.

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

2. Position of ENCODE Group

a. ENCODE Group rejects any form of discrimination.
b. Requests from clients to take certain criteria into account in 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 safety);
• Results in the achievement of the legitimate goal, the means is suitable for achieving the goal;
• In reasonable proportion to the goal, there is proportionality with regard to the goal;
• Is necessary because there is no other, less discriminating way to achieve the goal, the necessity criterion is met.

c. ENCODE Group does not tolerate employees being discriminated against by third parties. Employees are also understood here to mean employees who perform work under the direction and supervision of a hirer.

3. Actions by the employees

a. The employees have their own responsibility to be alert to requests from clients of a discriminatory nature, to recognize such requests and to ensure that they are not cooperated.

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 in the recruitment and selection, or has questions about how to handle a request, the employee can go for consultation. with his or her supervisor.

c. If the employee identifies discrimination and wants to raise it, wants to report wrongdoing or misconduct and / or has a trust issue, the employee can turn to his or her supervisor. If this does not lead to a satisfactory result for the employee, the employee can contact the management of ENCODE Group.

4. Responsibilities of the employer
ENCODE Group is responsible for:
a. Creating a safe working environment where people treat each other with respect, there is room for constructive consultation and undesirable behavior in any form whatsoever is prevented and tackled;

b. The recognisability and implementation of this anti-discrimination policy. This includes ensuring that employees:
• be informed about and familiar with the policy. The policy is handed over and discussed in detail at the time of employment and anti-discrimination is discussed during information meetings and periodic discussions.
• have received proper instructions on how to recognize discrimination and discriminatory requests. To this end, employees receive the "Information discrimination" poster from the NBBU upon their employment and this will be discussed.
• By means of the same guide, employees are prepared for the situation in which they are confronted with a discriminatory request and know how to conduct and reverse the conversation with clients.

c. The evaluation and adjustment of this policy.