The description of your professional experience and education does not have to be very extensive. It is important to include the most important information from the employer's point of view.
Our recruiters need to know what your skills and strengths are and how to contact you. Below you will find a small cheat sheet.
Name and surname, address, current phone number, e-mail.
Point 2
Education
You don't have to describe every school you've finished. It is enough to include the last school you finished in this section.
Point 3
Work experience
It's good to write down what your responsibilities were for each position.
Point 4
Foreign language
Be sure to write whether you can communicate in another language and at what level.
Point 5
Additional qualifications
Have you completed a course? Don't forget to mention it, it's an extra asset! If you have a driving license or additional qualifications, write about it as well.
Point 6
Interests
It is always good to write a few words about yourself - what you like to do in your free time.
How to create a CV correctly?
The description of your work experience and education does not have to be very extensive. It is important to include the most important information from the employer’s point of view.
Our recruiters need to know what your skills and strengths are and how to contact you. Below you will find some guidelines.
In few steps:
Write your CV based on our guidelines;
Familiarize yourself with our job offers;
Apply to one of the job offers listed on our site;
Send your CV to recruitment@fhs.jobs;
Wait for a contact from our side;
Point 1
Personal data
Name and surname, date of birth, address, current phone number, e-mail address.
Point 2
Education
Include a short summary of your educational level.
Point 3
Working Experience
Here you need to include your job title, the duration of employment, and the name of your employer. It's also helpful to include information about your responsibilities and duties for each position.
Point 4
Foreign languages
Make sure to include which languages you speak and your proficiency level in each.
Point 5
Additional qualifications
Have you completed any courses? Don't forget to mention them, as they are an additional asset! If you have a driving license, forklift certificate, or any other certifications, be sure to include them as additional information.
Point 6
Interests
It's always good to write a few words about yourself – what are your hobbies or what you like to do in your free time.
Housing shortage is high
In the theme issue 'Good employees are worth their weight in gold' of Leiden INTO Business, author Dennis Captein puts his finger on the sore spot of the housing problem and its consequences. The housing shortage is high, and without Eastern European workers, the Netherlands has a major problem... Due to a housing shortage, economic growth is under pressure. The main causes of this are:
The recovery of the housing market, which means fewer temporary homes are available
Greater need for housing quality: higher demands on space and privacy
Municipal policy: only limited permission is given for new alternative locations
But, Captein argues, we are now seeing that the number of sound homes for migrant workers is growing, and the nuisance as a result is decreasing. We are not there yet: there is still a considerable gap to be closed. In the area between the four major cities, there is a shortage of no less than ten thousand homes for migrant workers.
"A major joint effort is needed to realize sufficient housing for migrant workers. From the business community, but certainly also from municipalities. The need is high, the economic interest is great, and therefore aldermen in our country must pay more attention to the problem of housing for migrant workers."
Migrant workers are not cheaper than Dutch employees. "That is often suggested, but that is not the case," says employment agency director Nico Geerlings in Stand van Nederland. "The Dutch employer determines what someone should earn." One of the companies for which Geerlings is looking for employees is the plant nursery of Patrick Hogenboom. This potted plant nursery mainly works with migrant workers. "We have a lot of manual work. It is difficult to find motivated Dutch employees for that," says Hogenboom.
'A doctor won't pick tomatoes'
Geerlings understands that many people do not want to do the work. "The Dutch probably have a different education than the work we have. I can imagine that if you have studied to be a doctor, you are not going to pick tomatoes. I'll leave it in the middle whether that's good or bad. It is the fact we are dealing with."
Hoogenboom also emphasizes that it is not cheaper for him to work with migrant workers. "We have to pay the same as to a Dutch person on the work floor. There is no difference."
Migrant workers indispensable
For Hoogenboom's company, migrant workers are indispensable. "Without these people, part of the business would be lost. I personally wouldn't want to miss them either, but beyond that, we cannot function in horticulture without foreign employees."
On Thursday, April 4, from 9:10 PM to 10:00 PM, Flexible Human Services will be featured on the TV program Stand van Nederland. This program will be broadcast on NPO2. This episode focuses on labor migration and highlights the story behind the numbers. In 2017, one in ten jobs was filled by an employee who was not born in the Netherlands. These foreign employees earned 23.7 billion euros that year. Who are these employees, and to what extent are they indispensable to the Dutch economy? Watch it on Thursday!
Open your eyes: the economy will stall without migrant workers
Open your eyes: we are increasingly dependent on labor migrants, and the idea of displacement in the labor market is long outdated. It concerns work that Dutch people do not want or cannot do. This staff shortage is expected to be filled by an additional 50,000 migrants annually.
But, says NOS, we will have to do everything we can to remain attractive to labor migrants, because without them 'the economy will come to a standstill'.
The Netherlands is pricing itself out of the market, especially in the area of housing. FHS recognizes the importance of clean and safe housing that meets the SNF quality mark, and calls for people to open their eyes: we cannot do without labor migrants, and they cannot do without good housing. It is therefore in the general interest to create more good housing for this indispensable population group.
Noordwijkerhout, February 8, 2019 – At the Labor Migrant Housing Conference on February 7, the urgent need for housing for labor migrants was emphasized. This year, the shortage of 100,000 housing units will grow to 120,000 to 150,000 units, according to the Temporary Housing Standards Foundation, a quality mark for temporary housing, and the Flex Housing Expertise Center.
Housing shortage
For some time now, temporary employment agencies and employers have been raising concerns about the growing shortage of suitable housing for labor migrants. The tight labor market in the Netherlands means that employers need workers from other European countries. However, the increasing lack of good housing is making it difficult to attract these workers.
Practice
To date, many municipalities have been hesitant to address this problem. This hesitation is mainly due to the fear of nuisance caused by housing migrants.
However, in practice, providing housing in the form of residential complexes for labor migrants solves this problem in every way. The complexes prevent employers from being forced to house their workers privately, which prevents further shortages in the housing market.
In addition, practice shows that housing with the SNF quality mark results in a satisfied workforce. The underlying idea is that good housing actually prevents nuisance. "A safe home makes you happier, more productive, and more pleasant company," says Nico Geerlings, director of employment agency Flexible Human Services.
Putting heads together
Therefore, Nico Geerlings encourages local politicians not to hide behind a smokescreen of policy, but to think in terms of solutions. With creative thinking, both temporary and permanent residential locations can be realized. "Consider locations where housing or industrial zones will be built in the future, or vacant offices located on the border between residential and work areas. Such offices can be converted into housing for labor migrants. I am happy to assist the local government in the search for solutions."
Practical example
De Trampoline is a practical example of a residential location with the SNF quality mark. The residential complex of Flexible Human Services, which opened in 2016, offers housing to 144 labor migrants in two-person studios. The studios have their own kitchenette and bathroom. The site offers ample parking, a spacious bicycle shed, and a sports field. The manager of De Trampoline lives on the premises and is available 24/7 for residents and the surrounding area. More great practical examples can be found at http://flexwonen.nl/praktijkvoorbeelden/.
No to discrimination in the temporary employment sector
The General Association of Temporary Employment Agencies (ABU) established a Reporting Center for Discriminatory Requests three months ago. Employees of employment agencies like Flexible Human Services can report to this center if they receive a discriminatory request from a potential client. These could be requests such as, 'I don't want any employees other than Polish for this assignment, because...' or 'I only want employees in age category x, because...' The ABU conducted a national study to test whether employees know how to find this reporting center if they receive such a request. They investigated, using mystery calls in which a discriminatory request was made, whether employees would report the request. This happened, and that is good news! Other reports that were made mainly concerned discrimination based on age. The study also showed that 87% of the requests made via a mystery call were not acted upon. This is also a great result!
At Flexible Human Services, we also believe it is important to offer all our temporary workers a fair chance. Regardless of ethnicity, age, or gender: everyone deserves a fair chance in the labor market. That is why our employees also pay extra attention when speaking to potential clients.
The answers to the five most frequently asked questions from temporary employees
Trying to find work abroad is a tough task that can cost a lot of time. Therefore we would love to help you find your job. On a daily basis, we are in contact with potential candidates who have some questions about working in the Netherlands en the mode of operation of FHS. In every conversation, the same questions are asked. Here are the most commonly asked questions en the answers tot hem.
What do I have to do to work at FHS? At FHS we are always looking for motivated, hard workers. To work at FHS, you should register yourself on our website, at Job offers. To apply for a job, you have to fill in your personal information, your contact details, education, language skills and resume. When you have applied through our website, we will contact you as soon as possible.
When do I get my salary? With the job you do, you earn a salary. There are divers ways companies can choose to pay employees their salary. At FHS we choose to pay your salary weekly, in the first 26 weeks.
What does the housing look like? Because FHS is an international employment office, we also offer housing. Proper housing is the basis for a content worker. Our housing offers rooms for 2 or 3 persons and meets the criteria to earn the SNF-quality mark.
Is it legal to work at FHS? As an international, it may be hard to find a job abroad. However, at FHS, the work you do is entirely legal. Flexible Human Services is a member of the ABU (General Union of Temporary Employment Agencies) and has the ABU-quality mark, which means FHS meets the highest criteria.
Does FHS offer transportation to and from work? Yes, FHS also offers transportation to your job. For example by bike (with a maximum of 10 kilometers) or by car. Workers who drive other workers to work, get an extra bonus.
Apply now! Now that we’ve answered your questions, you can apply for your new job through our Job Offers. If you have any other questions, you can of course always contact us.
The labor market is a strong magnet
Leo Lucassen is Research Director of the International Institute of Social History (IISG) and professor at Leiden University. This summer, he wrote an essay on the future of migration on behalf of the Scientific Council for Government Policy (WRR). According to Lucassen, the political discussion is often full of factual inaccuracies. In particular, the great importance of labor migration for the Dutch economy is underestimated, he argues.
What does immigration look like in numbers?
"We've seen immigration increase since 2013, with 2017 as the peak year, when the number of immigrants reached 234,000. In that year, 154,000 people emigrated, resulting in a net increase of 81,000 people in the Netherlands. It's important to realize that nine out of ten immigrants come to the Netherlands to work."
Does our labor market need these people?
"We desperately need them. Economic growth is creating a high demand for labor. Moreover, the available labor supply will decrease in the coming years due to the aging workforce. Furthermore, you see that certain types of work are not favored by Dutch people, such as work in slaughterhouses or in agriculture and horticulture. At the higher end of the labor market, too few young people are choosing technical studies. So, there as well, companies are forced to recruit employees from Asia. A high-tech company like ASML currently employs thousands of foreigners."
So, our open economy cannot function without labor migration?
"No, that has always been the case throughout our history. However, you see differences per period. From 1975 to 2000, immigration was mainly determined by the arrival of Surinamese people, family reunification of guest workers, and asylum migration. Since the beginning of this century, labor migration has become much more prominent, and we have certainly seen this trend in the last five years. Our labor market is an increasingly strong magnet."
Germany is choosing to be an 'immigration country.' Is that wise?
"That is indeed the official policy of the German government. Given the shrinking working population, I can well imagine that choice. Germany is systematically committed to recruiting workers. They even recruit among rejected asylum seekers. We are not that far in the Netherlands yet."
But politicians like Wilders and Baudet mainly warn against a wave of immigrants...
"Historically, the number of asylum seekers has decreased enormously. We are now at a relatively low level. Such statements are pure scaremongering, full of factual inaccuracies. It undermines support for immigration, while labor migration is a dire necessity due to demographic developments. I see a lot of cowardice in politics. Angela Merkel is one of the few who is not afraid. I would sometimes like to see more courageous politicians in the Netherlands as well."
An labor migrant survey was recently conducted on behalf of the ABU and NBBU. What stood out to you?
"The figures show that the share of Polish temporary workers has fallen sharply, from over 79% to 72.8%. The economy is growing in Poland, making it more difficult to attract Polish people. And Germany is also an attractive alternative for Polish employees: close to home and economically prosperous. Pull factors for labor migrants are the level of wages, working conditions, and good housing. For the temporary employment sector, those are the buttons to turn. That's how you can distinguish yourself from other countries."
Of the ABU and NBBU members who mediate for labor migrants, no less than three-quarters experience a shortage of housing. Does that shock you?
"That is significant. More than a quarter of the temporary employment agencies even indicate that they need more than a hundred living spaces. So, there is a task for the temporary employment sector to convince local authorities that much more effort is needed, and to show that the economic interest for the regions is great. The white paper that the ABU released last year clearly shows this. At the same time, municipalities must be aware that doing nothing is not an option. Because if you do nothing, labor migrants will end up in rickety barns and dilapidated holiday parks. That ultimately creates more problems locally and is very bad for the image of the Netherlands."
Do you see other excesses when it comes to labor migrants?
"You see, for example, that there are transport companies that have a head office in, for example, Bucharest, because social security contributions are much lower there. The drivers then simply work in the Netherlands. That is a form of unfair competition, which disadvantages Dutch drivers. It is still legal for the time being, but European legislation will make this impossible from 2021. I think that is a good step forward."
So it is important to remain critical?
"Certainly. For example, a new distribution center may be built right in the middle of the countryside. The local labor supply is sidelined in this way, because it is difficult to travel there. Subsequently, cheaper workers from Eastern Europe are deployed. Unfortunately, these kinds of improper practices do no good for labor migration. But that does not alter the fact that labor migration has been of great importance to the Netherlands in the past and will continue to be of great importance in the coming decades."
Source: Flex & Figures, January 2019
Overview of labor migrants placed by ABU and NBBU members
In the autumn of 2018, Conclusr conducted a study on behalf of the ABU and NBBU among ABU and NBBU members who provide labor migrants. It is a repeat of the study conducted in 2016. It provides insight into the number of labor migrants placed by ABU and NBBU members, the composition of this group, and their housing. In total, 225 of the 360 members who provided labor migrants in 2018 participated in the study. The response rate is therefore 62.5%, providing a representative picture of labor migrants placed by members of the industry organizations in 2018.
Number of labor migrants
In the period between June 1, 2017, and June 1, 2018, ABU and NBBU members provided more than 184,000 labor migrants. In the same period two years ago, this number was 119,598. Compared to two years ago, the number of ABU and NBBU members providing labor migrants has increased by 60 (+20%). The increase in the number of labor migrants provided can also be explained by the fact that we are now in a boom (during the previous measurement in 2016, we were just emerging from the crisis).
Top 5 countries of origin
Most labor migrants come from Poland, Romania, Hungary, Bulgaria, and Lithuania. The share of Poles provided decreased from 79.3% in 2016 to 72.8% in 2018. It is currently more difficult to attract Polish workers due to the growing economy in Poland. This makes it easier to find work in Poland, and the workers stay in their country to work there.
Top 6 sectors in which labor migrants are employed
The growth in the food industry is remarkable. This is partly due to the strong recovery in food production since the second half of 2017, thanks to the growth in consumer spending.
Logistics 29%
Food industry 27%
Horticulture 14%
Metal industry 7%
Agricultural 5%
Transport 4%
Distribution of migrant workers by age
The largest age group of migrant workers, at 36%, is between 24 and 30 years old. However, the group of migrant workers is aging slightly. In 2016, 40.4% of this group was older than 30 years. In 2018, this percentage increased to 44.9%.
Facilitating housing
Providing housing is seen by Flexible Human Services as fulfilling a basic need. Good housing is the foundation for a motivated employee. ABU and NBBU members facilitated the housing needs of over 133,000 migrant workers between June 1, 2017, and June 1, 2018.
Apply now at Flexible Human Services
Are you looking for the right job for you? Register on our website, leave your resume, and we will contact you as soon as we have found a job for you. Curious about what Flexible Human Services can do for you? Please contact us!
Answer to the five most frequently asked questions from temporary workers
Finding the right job abroad is a difficult task that takes a lot of time. That's why we would like to help you find a job. Every day we are in contact with interested candidates who have a number of questions about working in the Netherlands and how FHS works. In every conversation, some of the same questions come up. Below are the answers to the five most frequently asked questions.
What do I have to do to be able to work at FHS?
At FHS we are always looking for good and motivated employees. To be able to work at FHS, you must register on our website via ‘Job offers’. To register, you must enter your personal details, contact details, training, attach your resume and provide language skills. As soon as you register via our website, we will look for a suitable job for you. As soon as we find a job for you, we will contact you as soon as possible!
When will I receive my salary?
You receive a salary for the work you do. There are different ways of paying employees in companies. At FHS, we pay the salary weekly for the first 26 weeks.
What does the accommodation look like?
Because FHS is a company that focuses on international employment mediation, we also offer accommodation. Good housing conditions are the basis for employee satisfaction. The accommodation consists of 2- and 3-person rooms. This accommodation and rooms comply with the SNF quality mark.
Is it legal to work at FHS?
Nowadays it is easy to come across dishonest employment agencies. Working at FHS is completely legal. Flexible Human Services is a member of the Employers' Organization (ABU) and we have the ABU quality mark. As an ABU member, we focus on quality, security and financial reliability.
Does FHS also offer transportation to and from work?
Yes, FHS also offers free transportation to and from work. For example, by bicycle (up to 10 kilometers) or by car. Employees who drive to work will receive an extra bonus.
Apply today!
Now that the most frequently asked questions have been answered, you can apply for one of our vacancies. If you still have other questions, you can always contact us.
Answers to the five most frequently asked questions from temporary workers
Searching for a suitable job abroad is a difficult task that takes a lot of time. That's why we are happy to help you find your job. Every day, we have contact with interested candidates who have a number of questions about coming to work in the Netherlands and how FHS works. In every conversation, some of the same questions come up. We have listed the five most frequently asked questions and answered them for you.
What do I need to do to work at FHS?
At FHS, we are always looking for good and motivated employees. To work at FHS, you must register on our website via the vacancies. To apply, you must fill in your personal information, contact details, education, resume, and language skills. Once you have registered via our website, we will look for the right job for you. If we have found a job for you, we will contact you as soon as possible!
When will I get paid?
The work you do naturally comes with a salary. There are different ways in which employees are paid at companies. At FHS, we choose to pay your salary weekly for the first 26 weeks.
What does the accommodation look like?
Since FHS is a company that does international recruitment, we also offer accommodation. Good accommodation is the basis for a satisfied employee. The accommodation consists of 2- and 3-person rooms. This accommodation and rooms meet the SNF quality mark.
Is working at FHS legal?
Nowadays, it is difficult for an international to find legal work in another country. The work you do for FHS is completely legal. Flexible Human Services is a member of the Algemene Bond Uitzendondernemingen (ABU) and we have the ABU quality mark. This means that FHS meets the highest quality requirements.
Does FHS also offer transport to and from work?
Yes, FHS also offers free transport to your work. For example, by bicycle (up to 10 kilometers distance) or by car. If there are employees who go to work as drivers, they will receive an extra bonus.
Apply now!
Now that the most frequently asked questions have been answered, you can apply for your new job directly via our vacancy page. If you still have other questions, you can of course always contact us.
Nico Geerlings as a guest at Bollenstreek Entrepreneurs
On Sunday, September 16, 2018, Nico Geerlings from FHS was interviewed by Bart Weijers in the program Bollenstreek Ondernemers. Each week, Bollenstreek Ondernemers focuses on an entrepreneur from one of the five municipalities. In Bollenstreek Ondernemers, Nico Geerlings talked about how FHS, Flexible Human Services, originated, what FHS does, and how he sees the future for the company and the Industries.
The start of FHS
Nico Geerlings initially started in the agricultural industry, but eventually started his own employment agency. Through his work in his father's company, he came into contact with many workers from different countries, from Irish to English and Polish. Within his father's company, working with labor migrants went very well. An associate in his network was having problems with workers and came to Nico Geerlings for help. Eventually, he helped his associate find good labor migrants. One thing led to another, and Flexible Human Services was founded in January 2002.
Recruitment of labor migrants
FHS has now built up a large and trusted network in Eastern Europe. Because Flexible Human Services has a good reputation here, local offices are eager to work together. FHS does not have its own offices in Eastern Europe, but it does ensure that the quality of the office and its workers is maintained. Traditionally, many labor migrants came from Poland and the Baltic States; nowadays, many are recruited in Romania, Hungary, and Bulgaria.
Housing for labor migrants
Providing workers with housing is a basic need. Good housing is the foundation for motivated workers and is therefore very important for FHS. The workers must be able to live in decent conditions and feel at home. That is why flexwonen.nu was started to eliminate abuses and misunderstandings about labor migrants, housing, and exploitation. Flexwonen.nu now offers around 1400 to 1500 housing places for labor migrants.
Continuous learning and certifications
Nico Geerlings believes it is important for himself and his employees to continue learning. That is why all employees are currently taking an English course to be able to communicate in multiple languages. In addition, FHS meets the criteria of various certifications, such as SNA, SNF, VCU, and ABU. If you are a member of these certifications, you are checked every six months or year. Nico Geerlings himself is on the board of ABU and therefore faithfully monitors the criteria of the various certifications.
FHS also has its own education center. In this education center, FHS gives its workers the opportunity to learn Dutch. They then follow an intensive traineeship for six weeks in a row. Especially the workers who intend to stay in the Netherlands longer have the motivation to do this well and continue learning. The labor migrants don't have to do anything, but: 'people who join are the talents of tomorrow.'
FHS in the Netherlands
At the FHS office in Noordwijkerhout, 40 people work with 5 to 6 different nationalities. In total, FHS has 1500 to 2000 talents at its disposal and there are now more than 140 clients for whom FHS supplies employees. The employment services of FHS extend from the head of North Holland to Rotterdam and Utrecht.
The future of FHS
Nico Geerlings sees a lot of opportunities in technology and construction, as there is currently a shortage in the Netherlands in these sectors. However, this requires certain knowledge, so the workers will have to be retrained. There is also a labor shortage in healthcare, but communication between the patient and healthcare provider quickly becomes a problem there. That is why FHS offers the education center to teach the workers Dutch so that they can work in these types of Industries.
At the moment, a lot of aging is taking place, but Nico Geerlings sees a change coming in that. The rise of younger labor migrants will then follow quickly. Temporary employment will always remain and will be a gateway to permanent employment in the future.
Working at FHS
Listen to the full radio program below. Would you like to know more about FHS? Are you curious about what we can do for you? Or do you want to apply directly? You can! Contact us or apply directly via our website.
Sunny and successful mud run 2018
Last Sunday, September 2, 2018, the 14th edition of the 'baggerloop' (mud run) Noordwijkerhout took place, organized by CV De Vikings. Flexible Human Services has been sponsoring the T-shirts for the participants for years, who are allowed to get dirty during the run through the ditches and meadows in Noordwijkerhout. The popular Noordwijkerhout mud run traditionally stands for hard work, perseverance, and fun for young and old and is also the start of the annual Orange festivities in the village.
'We're not afraid of getting our hands dirty' is emblazoned on the T-shirts provided by Flexible Human Services for this mud run. Just like the participants in the Noordwijkerhout mud run, the FHS employees also show that they can work hard and give their all.
Proud of our ABU membership
Meeting and continuing to meet the highest quality requirements. Our clients and temporary employees know that they can count on quality, security and financial reliability. We are proud of achieving our ABU membership.
To be even stronger in the market, we have become a member of the ABU industry association. We have had the ABU certificate since this spring. This allows us to join forces in the market and limit the risks. The ABU has the interests of labor migrants as a top priority. More information can be found via www.abu.nl/themas/arbeidsmigranten.
New living room in use
Welcome to our new FHS living room!
The renovation of our office in Noordwijkerhout is almost complete. This is where candidates and temporary employees meet FHS and its employees.
Feeling at home in international recruitment is what we are all about. And that is so much more than just placement. You can only start feeling at home somewhere if everything is well organized. You can only get the best out of yourself if you feel at home somewhere. The new living room is the place where the first contact with FHS takes place. It is important to us that this is a place where everyone is welcome, where you can feel at home.
Gladioli galore
Our employees at Th. J. Hulsebosch & Zn are working hard for the most beautiful gladioli in the vase.
The gladiolus is completely back. The hero of the flower world, grand and sweeping, blooms from late spring to deep autumn.
The flower stands for strength, victory and pride.
Action plan for diversity in the labor market published
The ABU is taking drastic and comprehensive measures to combat discrimination. These are set out in an action plan that was published on May 1, 2018 and is part of the letter from State Secretary Van Ark to the House of Representatives. The plan gives ABU members more and better tools to combat discrimination. For example, an independent reporting center will be set up in the industry this summer that will provide insight into the nature and extent of discriminatory requests from clients. The ABU itself will also conduct mystery call investigations on a periodic basis. ABU members must also ensure an active and demonstrable anti-discrimination policy. This will be an additional membership requirement that will take effect this summer. Failure to comply with this requirement may lead to expulsion.
The ABU action plan is in line with the approach proposed by Van Ark in her letter. Jurrien Koops: “The State Secretary is opting for a realistic approach to combating discrimination in the labor market, in which not only the temporary employment sector but also employers must take their responsibility. She also recognizes that a cultural shift is needed. We agree and that is reflected in our plan. We are doing everything we can to eliminate discrimination.”
The Action Plan Diversity labor market has four pillars: prevention and information, self-regulation and sanctioning, research and monitoring, and communication and expansion.
Prevention and information
The ABU is investing even more in information and training. A training course is now available for consultants in which they can practice conversation techniques to increase their resilience to discriminatory requests. A cheat sheet and app are also available and work is being done on a call script that provides guidance during difficult conversations.
Self-regulation and sanctions
The ABU (Dutch Association of Temporary Employment Agencies) is introducing an additional membership requirement, which supplements the existing anti-discrimination rules. ABU members are expected to implement active anti-discrimination policies. Failure to comply with this requirement may result in expulsion. Independent certification bodies will monitor compliance with this membership requirement. The requirement will take effect this summer, pending approval by the members.
Research and monitoring
This year, the ABU will begin conducting periodic mystery call investigations to check whether members are adhering to the rules. The results will be published, anonymized. The design and timing of the investigation are currently being determined in consultation with a research agency.
Communication and expansion
Discrimination is a persistent social problem that the temporary employment sector cannot solve alone. Therefore, a partnership will be established with various stakeholders, including anti-discrimination organizations and employers. An independent reporting center will be set up to gain more insight into discriminatory requests. In addition, the ABU is initiating a cross-sector campaign to prevent discrimination and promote a diverse labor market.
The plan was created in consultation with members, representatives from various anti-discrimination agencies, the Netherlands Institute for Human Rights, and a temporary worker who has experienced discrimination, ensuring broad support.
Not just low-skilled work
"I certainly have fifty vacancies that I cannot fill because Eastern Europeans cannot live in our region," says Nico Geerlings, director of Flexible Human Services in Noordwijkerhout. His employment agency focuses on labor migrants "And," he likes to add. "It's not just about low-skilled work."
The entrepreneur is disappointed with the situation and has therefore joined the Taskforce Huisvesting Arbeidsmigranten (THA). This organization has written to all fourteen municipalities of the Holland Rijnland cooperation, hoping that politicians will address the housing problem. So far without much success, and the Noordwijkerhout resident is annoyed about that.
His disappointment is partly due to the fact that agreements have not been kept. In 2014, the municipalities of Holland Rijnland agreed with the business community to create 4250 living spaces for labor migrants by 2018. The number has remained at around a thousand, some of which are also replacements for beds in a place where the municipality did not want to tolerate this. In Geerlings' eyes, that's not really progressing.
That immediately creates a problem for him, because native Dutch people do not fill the vacancies either. "Unemployment is simply low." For example, he went to Servicepunt Werk to get 'people out of the filing cabinet'. But the agency that is supposed to help residents of the Duin- en Bollenstreek find a job did not find any suitable employees. So he is dependent on labor migrants.
'The economy is picking up and there is no house to be found,' says Dennis van der Voort of THA. 'There is plenty of work in the region and we can also find plenty of foreign employees. But if there is no accommodation for them, they will not come here.'
And that costs money, he calculates. Because not only does the government miss out on money (around 1800 euros per worker per year), but so does the economy in general. A seasonal worker contributes around 2000 euros to the economy per stay, and a migrant who stays in the Netherlands for a few years contributes an average of 20,000 euros, according to figures from SEO Economic Research.
So municipalities must act quickly, the task force believes. A minimum of 1500 beds are needed in the Leiden region in the very short term to meet the current demand. These must first be housed in larger (temporary) complexes. If a migrant wishes to stay in the Netherlands, they must be able to find a regular home through the usual housing allocation system.
Municipalities must take into account that a large proportion of Eastern Europeans want to continue living in the region, according to research presented yesterday by the Social and Cultural Planning Office. More than three-quarters of Poles intend to stay in the Netherlands.
Housing construction is therefore necessary, according to Van der Voort. He believes it is important that Eastern Europeans do not displace native Dutch people. In the short term, more locations in the region need to be designated for large temporary housing complexes, such as in Noordwijkerhout where 140 migrants live in the Trampoline, and in Katwijkerbroek where about 60 foreigners reside.
Willem Weggeman of Homeflex set up the complex in Katwijk. Under the leadership of the former mayor Jos Wienen, the municipality has proved to be very proactive, he says. "Katwijk really wanted to help us. I have also spoken with other municipalities, such as Leiden, and it is all a lot more difficult there. My call to the municipalities in the Leiden region is therefore: follow the example of Katwijk."
