Anti-discrimination policy

General starting point

WeR1 Connection’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.

In the recruitment and selection process, jobseekers are treated equally because they are exclusively assessed on criteria that are function related.



WeR1 Connection has an active anti-discrimination policy and working method to prevent discrimination among its own staff and flex workers.

During the recruitment and selection of employees and customers, attention is paid to the theme of discrimination. What do you face, how do you deal with requests that tend towards discrimination and what can you do to prevent and refute this?

There are no discriminatory expressions in our vacancy posts, we do not make any distinction or indicate preferences in our vacancy posts. Before the vacancy posts are placed online, they are checked for direct and indirect discriminatory statements by the confidential adviser.

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

What WeR1 Connection understands by discrimination/discriminatory requests;

The position is of WeR1 Connection towards discrimination/discriminatory requests;

Acting by the employees:

What is expected of employees and how they act during their work, especially in the work (to support the business activities) surrounding the recruitment and selection;

Where the employee can go for consultation and/or a report;

Employer Responsibilities.


  1. Definition of discrimination

Discrimination is understood to mean: making direct and indirect distinctions between persons on the basis of age, gender, marital status, sexual orientation, life, political or religious belief, race, ethnic origin or nationality.

Discrimination also expressly includes responding to requests from clients to make a distinction between people in the recruitment and selection process on the basis of criteria that are not necessary or relevant for the proper performance of the position.


  1. Position of WeR1 Connection.

WeR1 Connection rejects any form of discrimination.

Requests from clients to take certain criteria into account in the recruitment and selection process will only be honored if there is objective justification.

There is objective justification if selecting on the requested criteria:

  • A legitimate purpose. This means that there is a good job-related reason for selecting on the relevant criteria during recruitment and selection (an example of a legitimate purpose is safety);
  • Resulting in the achievement of the legitimate aim, the means is suitable to achieve the aim;
  • In reasonable proportion to the goal, there is proportionality in relation to the goal;
  • Necessary is because there is no other less discriminating way to achieve the goal, the necessity criterion is met.

WeR1 Connection does not tolerate employees being treated discriminatingly by third parties. Employees here also include employees who perform work under the management and supervision of a hirer.


  1. Acting by the employees

The employees have their own responsibility to be alert to requests from clients with a discriminatory character, to recognize such requests and to ensure that no cooperation is given.

If the employee has doubts about whether or not there is an objective justification for a request from a client to take into account certain criteria during recruitment and selection, or if he has questions about how to handle a request, the employee can go for consultation with the confidential adviser.

If the employee identifies discrimination and wants to bring it up, wants to report abuses or misconduct and/or has a trust issue, the employee can contact the confidential adviser.

If this does not lead to a satisfactory result for the employee, the employee can contact a second confidential adviser.


  1. Employer responsibilities

WeR1 Connection 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 whatever form is prevented and tackled;

The awareness and implementation of this anti-discrimination policy. This includes ensuring that employees:

Are informed about and familiar with the policy. This is realized in the following way:

Employees are issued with the necessary forms (policy statement, general instructions, and anti-discrimination policy) and explained when they enter the employment. They must sign these for notification.

Have been given proper instructions on how to recognize discrimination and discriminatory requests. This is realized in the following way:

Employees are issued with the necessary forms and explained upon commencement of employment. They must sign these for notification.

Be prepared for the situation that they are confronted with a discriminatory request and know how they can conduct and reverse the conversation with clients. This is achieved in the following way: See the guidelines as laid down in the file “Discrimination Guidelines”.

The evaluation and adjustment of this policy.


  1. Complaint’s procedure

Complaints about discrimination can be reported to the confidential adviser:


The postal address where a complaint can be submitted is:

WeR1 Connection B.V.| attn. the confidential counselor | Buikslotermeerplein 136, 1025EX Amsterdam, Netherlands, Chamber of Commerce 72784091

T: +31 20 73 73 263


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