Anti-discrimination policy in recruitment and selection


General principle

The business operations of Transport People B.V. is 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.

During recruitment and selection, job seekers are treated equally because they are assessed exclusively on job-related criteria.



The purpose of this policy is to be clear and transparent towards employees and third parties

  • What Transport People B.V. means discrimination/discriminatory requests;
  • What is the position of Transport People B.V. with regard to discrimination/discriminatory requests;
  • Action by the employees:
    • What is expected of employees and how they act during their work, especially in the activities (in support of company activities) surrounding recruitment and selection;
    • Where the employee can go for consultation and/or a report;
  • Responsibilities of the employer.


Definition of discrimination

Discrimination is defined as: making direct and indirect distinctions between persons on the grounds of age, gender, marital status, sexual orientation, lifestyle, political or religious beliefs, race, ethnic origin or nationality.

Discrimination explicitly also includes responding to requests from clients to distinguish between people during recruitment and selection on the basis of criteria that are not necessary or relevant for the proper fulfillment of the position.


Position of Transport People B.V.

  • Transport People B.V. 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 selection based on the requested criteria:
    • Serves a legitimate purpose. This means that there is a good job-related reason to select based on relevant criteria during recruitment and selection (an example of a legitimate goal is safety);
    • Result in achieving the legitimate aim, the means are appropriate to achieve the aim;
    • Is in reasonable proportion to the purpose, there is proportionality to the purpose;
    • Necessary is because there is no other, less discriminating way to achieve the goal, the necessity criterion is met.
  • Transport People B.V. does not tolerate discriminatory treatment of employees by third parties. Employees also include employees who perform work under the management and supervision of a hirer.


Action by the employees

  • 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 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 recruitment and selection, or has questions about how to handle a request, the employee can contact his or her manager.
  • If the employee identifies discrimination and wants to raise it, wants to report abuses or misconduct and/or has a confidentiality issue, the employee can contact his or her manager. If this does not lead to a satisfactory result for the employee, the employee can contact the management.


Responsibilities of employer

The board and management of Transport People B.V. is responsible for:

  • Creating a safe working environment 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 the current anti-discrimination policy. This includes ensuring that employees:
    • be informed and familiar with the policy. The anti-discrimination policy is part of the training procedure and can be read in the manuals and protocols on the T-disk.
    • have received good instructions on how to recognize discrimination and discriminatory requests, through; explanation upon hiring of the manager.
    • be prepared for the situation in which they are confronted with a discriminatory request and know how to conduct and reverse the conversation with clients. This is achieved by the manager making this a topic of discussion during team meetings.
  • The evaluation and adjustment of this policy.