Labor market diversity action plan published

The ABU is taking strong and comprehensive measures to tackle discrimination. These are contained in an action plan published on May 1, 2018 and part of State Secretary Van Ark's letter to the House of Representatives. The plan gives ABU members more and better tools to fight discrimination. Among other things, an independent industry hotline will be set up this summer that will provide insight into the nature and extent of discriminatory requests from clients. The ABU itself will also conduct mystery call surveys on a periodic basis. ABU members must also ensure an active and demonstrable anti-discrimination policy. This will be an additional membership requirement effective this summer. Failure to meet this requirement may result in expulsion.

The ABU's action plan is in line with the approach proposed by Van Ark in her letter. Jurrien Koops: "The State Secretary opts for a realistic approach to combat discrimination on the labor market, in which not only the temporary employment industry but also employers must take responsibility. She also recognizes that a culture change is needed. We agree and this is reflected in our plan. We are going all out to eliminate discrimination."

The Action Plan Diversity labor market has four pillars: prevention and education, self-regulation and sanctioning, research and monitoring, and communication and outreach.

Prevention and education

The ABU is putting even more effort into informing and training. A training course is now available for intermediaries in which they can practice interview techniques in order to increase their resilience in the face of 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 sanctioning

The ABU imposes an additional membership requirement. This is in addition to the rules of conduct against discrimination that the ABU already has. ABU members are expected to ensure active anti-discrimination policies. Failure to meet this requirement can lead to expulsion. This membership requirement is monitored by independent certifying bodies. The requirement, once approved by members, will go into effect this summer.

Research and monitoring

The ABU is going to start periodically commissioning mystery call surveysbefore the end of this year. This is to check whether members comply with the rules. The results will be made public - anonymously. The design and timing of the survey are currently being determined in consultation with a research agency.

Communication and broadening

Discrimination is a persistent social problem that the staffing industry cannot solve alone. There will therefore be a partnership with various stakeholders, including anti-discrimination organizations and employers. An independent hotline will be established. Intended to gain more insight into discriminatory requests. The ABU is also initiating a cross-sector campaign to prevent discrimination and for a diverse labor market.

The plan was created in consultation with members, representatives of various anti-discrimination facilities, the Human Rights Board and a temporary worker who has experienced discrimination, and therefore can count on broad support.