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.