Anti-discrimination policy

1. Introduction

This anti-discrimination protocol is intended for all temporary workers mediated by temporary employment agencies affiliated to the NBBU. The protocol aims to create a workplace in which temporary workers feel safe, respected and treated equally, regardless of their origin, gender, age, sexual preference, religion, disability or other characteristics.

2. Purpose of the protocol

The purpose of this protocol is to:

Counteract discrimination in the workplace.
Make temporary workers aware of their rights.
Provide instructions on how to act when discrimination is suspected.
Promote the workplace as an inclusive environment for all.

3. What is discrimination?

Discrimination is any unequal treatment of a person based on characteristics such as:

Gender: woman, man, transgender woman, transgender man, non-binary, etc.
Age: age discrimination in recruitment or promotions, for example.
Origin/Ethnicity: racial or ethnic discrimination.
Sexual orientation: unequal treatment based on sexual preference.
Religion: discrimination based on religion or worldview.
Disability: unequal treatment based on physical or mental disability.

Discrimination can be both direct and indirect and can take different forms, such as verbal, physical or subtle through exclusions.

4. Your rights as a temporary worker

Every temporary worker is entitled to:

Equal treatment: No one may be treated differently on the basis of personal characteristics.
Freedom from harassment: You have the right to work without fear of harassment, sexual harassment or verbal abuse.
Equal opportunities: You have the right to equal opportunities in terms of the positions you qualify for, pay and other working conditions.
Safe working environment: You have the right to a working environment free from threats, harassment or discrimination.

5. Responsibilities of the temporary employment agency

The temporary employment agency has the following responsibilities:

Provide a discrimination-free work environment: The temporary employment agency must ensure that there is no discrimination in the workplace and that employees feel safe.
Training and awareness: The employment agency must regularly train and inform its staff about discrimination and inclusion.
Handling of complaints: The employment agency must provide a transparent and fair procedure for reporting and handling discrimination complaints.
Reporting and monitoring: The employment agency should periodically monitor workplaces and procedures to prevent discrimination.

6. Reporting discrimination

If a temporary worker experiences discrimination, it is important to report it. There are different ways to do this:

Internal reporting system at the temporary employment agency: Report the discrimination through the internal reporting system. This can be done anonymously or through a trusted contact person.
NBBU complaints procedure: If a solution is not satisfactory, the complaint can be further submitted by the temporary worker to the NBBU, which will investigate further.
External hotline: Discrimination can also be reported to an external hotline, such as the National Ombudsman or anti-discrimination agencies.

7. Procedure for handling complaints

Report: The temporary agency worker reports the complaint to the private employment agency or through a confidential adviser. For FlexWerk the confidential advisor is Clarisse Bouquet, she can be emailed at clarisse@flex-werk.eu.
Investigation: The temporary employment agency carefully investigates the complaint, respecting the privacy of all parties involved.
Actions and sanctions: If the complaint is upheld, appropriate action will be taken against the party/parties involved. These may range from discussion and warning to dismissal or other disciplinary actions.
Feedback to the temporary worker: The temporary worker will receive feedback on the handling of the complaint and the measures taken.

8. Preventive measures

The temporary employment agency takes the following steps to prevent discrimination:

Recruitment and selection policy: The recruitment and selection process must be transparent and based on objective criteria.
Trainings and workshops: Regular training for all employees on diversity, inclusion and preventing discrimination.
Awareness-raising: Ensure that all temporary workers know that discrimination will not be tolerated.

9. Sanctions in cases of discrimination

Warnings: A warning may be given for a first incident.
Suspension or dismissal: In cases of serious or repeated discrimination, stricter measures, such as suspension or dismissal, may be taken.
Taking responsibility: Both the temporary worker and the employer may be held liable for discrimination, depending on the situation.

10. Final provisions

This protocol applies to all temporary workers mediated by NBBU members. The protocol will be evaluated regularly and adapted if necessary. The NBBU and the temporary employment agency remain committed to a workplace without discrimination and work with temporary workers to maintain a positive and inclusive work culture.