This is a translation for your convenience. In case of any differences, the Dutch version prevails.

General principle

The business operations of Drivers For Company B.V. and Taxibedrijf P.L. Zwart B.V. are aimed at giving job seekers a fair chance of employment, regardless of their age, gender, marital status, sexual orientation, philosophical, political or religious beliefs, race, ethnic origin or nationality.

In recruitment and selection, job seekers are treated equally as they are assessed solely on job-related criteria.

Purpose

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

• What the company understands by discrimination / discriminatory requests;
• The company's position on discrimination / discriminatory requests;
• Conduct of employees;

How employees are expected to act in the course of their work, in particular in work (supporting the business activities) relating to recruitment and selection;

Where employees can turn for consultation and/or to make a report;

• Responsibilities of the employer.

Definition of discrimination

Discrimination means: making a direct or indirect distinction between persons on the basis of age, gender, marital status, sexual orientation, philosophical, political or religious beliefs, race, ethnic origin or nationality.

Discrimination explicitly also includes complying with requests from clients to distinguish between persons in recruitment and selection on the basis of criteria that are not necessary or relevant for properly filling the position.

Position of the company

The company rejects all forms of discrimination.

Requests from clients to take certain criteria into account in recruitment and selection are only honoured if there is objective justification.

There is objective justification if selecting on the requested criteria:

• Serves a legitimate aim. This means there is a good, job-related reason to select on the criteria concerned in recruitment and selection (an example of a legitimate aim is safety);
• Results in achieving the legitimate aim: the means is suitable for achieving the aim;
• Is in reasonable proportion to the aim: there is proportionality in relation to the aim;
• Is necessary because there is no other, less discriminatory way of achieving the aim: the necessity criterion is met.

The company does not tolerate employees being treated in a discriminatory manner by third parties. Employees here also include workers who perform work under the direction and supervision of a hirer.

Conduct of employees

Employees have their own responsibility to be alert to requests from clients of a discriminatory nature, to recognise such requests and to ensure that no cooperation is given to them.

If an employee is in doubt as to whether there is objective justification for a client's request to take certain criteria into account in recruitment and selection, or has questions about how to handle a request, the employee can consult his/her manager.

If an employee notices discrimination and wishes to raise it, report abuses or misconduct and/or has a confidential matter, the employee can turn to his/her manager. If this does not lead to a satisfactory result for the employee, the employee can turn to the management.

Responsibilities of the employer

The company is responsible for:

Creating a safe working environment in which people treat each other with respect, there is room for constructive consultation and undesirable behaviour in any form is prevented and addressed;

Making this anti-discrimination policy known and implementing it. This includes ensuring that employees:

• are informed about and familiar with the policy. This is achieved by publishing the current policy on both the public and the private part of the company's website;
• have received proper instructions on how to recognise discrimination and discriminatory requests;
• are prepared for the situation in which they are confronted with a discriminatory request and know how to conduct and turn around the conversation with clients;
• The evaluation and revision of this policy.