General premise
Magno IT Recruitment B.V., hereafter referred to as: “Magno IT”, business practices are aimed at giving all jobseekers a fair chance of finding work, regardless of their age, gender, marital status, sexual orientation, lifestyle, political stance, religious beliefs, race, ethnic origin or nationality. During the recruitment and selection process, jobseekers are treated equally as their assessment is solely based on job-related criteria.

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

1. What Magno IT means by discrimination / discriminatory requests;
2. What Magno IT’s position is on discrimination / discriminatory requests;
3. Employee conduct:
   1. The behaviour that is expected of employees during their work, in particular when performing duties related to recruitment and selection (in support of business operations);
   2. Where an employee can seek consultation and/or a report;
4. Employer responsibilities.

1. Definition of discrimination
Discrimination is defined as: making a direct or indirect distinction between individuals on the basis of age, gender, family status, sexual orientation, lifestyle, political stance, religious beliefs, race, ethnic origin or nationality. Discrimination is also explicitly understood as responding to a client request to make a distinction between individuals during the recruitment and selection process based on criteria that are not necessary or relevant with regard to the effective execution of the position.

2. Magno IT’s position on discrimination

1. Magno IT rejects any form of discrimination.
2. Any request from a client to take a certain criteria into account during the recruitment and selection process will only granted if objective justification can be demonstrated.
   Objective justification is considered demonstrated if the requested selection criteria:
   • Serves a legitimate purpose. This means that there is a valid, job-related reason for selecting the particular criteria during the recruitment and selection process (an example of a legitimate purpose is safety);
   • Results in the achievement of the legitimate purpose, it is a justifiable means to an end;
   • Is in reasonable proportion to the objective pursued, there is proportionality with regards to the objective;
   • Is necessary because no other less discriminatory action can be taken to achieve the objective, the criteria of necessity has been met.
3. Magno IT does not tolerate discriminatory behaviour towards employees by third parties. The term employees includes employees who perform work under the direction and supervision of a hiring party.

3. Employee conduct

1. Employees are responsible for being mindful of requests made by clients that are of a discriminatory nature, for recognising this type of request and for ensuring non-complicity.
2. If an employee should have any doubt as to the presence or absence of objective justification concerning a request made by a client for certain criteria to be taken into account during the recruitment and selection process, or if an employee has a question concerning how to handle a particular request, the employee may seek consultation from the assigned Account or Team Manager or a representative of Magno IT’s Backoffice.
3. If the employee becomes aware of a case involving discrimination and wishes to address the situation, to report abuse or misconduct and/or if the matter involves confidentiality, the employee may contact the assigned Account or Team Manager. If this does not lead to a satisfactory result for the employee, the employee may contact a representative of Magno IT’s Backoffice.

4. Employer responsibilities
Magno IT is responsible for:

1. Creating a safe working environment in which people treat each other with respect, where there is room for constructive dialogue, and where any form of undesirable behaviour whatsoever is prevented and addressed;
2. The disclosure and implementation of this anti-discrimination policy. This is understood to include that:
   • all employees are informed of and familiar with the policy. This is achieved by;
     1. prior to the start of employment, the anti-discrimination policy is shared with the employee;
     2. the employee confirms knowledge of and agreement with the policy by signing the anti-discrimination policy;
     3. in case of queries concerning the policy the employee can consult the assigned Account or Team manager or a representative of Magno IT’s Backoffice.
   • employees involved in the process of recruitment and selection have received adequate instructions as to how to recognise discrimination and discriminatory requests. This is achieved through a training in the first week of employment;
   • employees involved in the process of recruitment and selection are prepared to handle a situation in which they are faced with a discriminatory request, and are aware of how they can conduct and guide dialogue with clients. This is achieved through a training in the first week of employment;
3. The assessment and adjustment of this policy.