{"id":6411,"date":"2023-01-27T12:50:26","date_gmt":"2023-01-27T11:50:26","guid":{"rendered":"http:\/\/recrout.com\/?p=6411"},"modified":"2023-06-23T19:24:55","modified_gmt":"2023-06-23T18:24:55","slug":"de-wet-toezicht-gelijke-kansen-bij-werving-en-selectie-dit-betekent-het-voor-jouw-organisatie","status":"publish","type":"post","link":"https:\/\/recrout.com\/en\/de-wet-toezicht-gelijke-kansen-bij-werving-en-selectie-dit-betekent-het-voor-jouw-organisatie\/","title":{"rendered":"2023: The Equal Opportunities in Recruitment and Selection Act \u2014 What It Means for Your Organization"},"content":{"rendered":"

Everyone should have the opportunity to participate in today\u2019s labor market and receive equal chances. This is established in Dutch law, which prohibits excluding people based on age, gender, or background\u2014commonly referred to as discrimination. However, in practice, not everyone receives these opportunities, leaving talent untapped and putting increasing pressure on you as an employer. So how can you ensure equal opportunities for everyone in your recruitment and selection process?\u00a0<\/span><\/p>\n

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(Un)conscious biases<\/span><\/h2>\n

In the blog \u201cTackling Discrimination with Innovative Recruitment Technology\u201d<\/a>, we already discussed conscious and unconscious discrimination in the labor market. Many organizations are unaware of their biases, which play a significant role in the recruitment and selection process. Research has shown that this discrimination mainly occurs unconsciously, making it even more important to scrutinize your recruitment process. The Equal Opportunities in Recruitment and Selection Act aims to promote fair chances in the labor market and prevent discrimination as much as possible\u2014whether it occurs consciously or unconsciously.<\/p>\n

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Direct or indirect discrimination<\/span><\/h2>\n

Equal opportunities for everyone means that there is no direct or indirect distinction based on gender, race, nationality, political preference, sexual orientation, marital status, disability, illness, age, religion, or beliefs.<\/span><\/p>\n

Direct discrimination is easy to recognize, as it involves rejection based on a characteristic such as those mentioned above. Indirect discrimination, on the other hand, is sometimes harder to detect and is often where unconscious discrimination occurs.\u00a0<\/span><\/p>\n

Indirect discrimination is often thought to involve neutral requirements, such as speaking Dutch or having flexible availability. However, these requirements are not always necessary for a particular role. For example, in warehouse stocking, speaking Dutch may not be strictly required.\u00a0<\/span><\/p>\n

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Who does the law apply to?<\/span><\/h2>\n

The Equal Opportunities in Recruitment and Selection Act applies to anyone who has an open vacancy. This can be either an internal or external position, and the Working Conditions Act (Arbowet) is applicable.\u00a0<\/span><\/p>\n

To ensure that you comply with the law as an employer, you can work according to three principles: systematic, verifiable, and transparent.<\/span><\/p>\n