In the Netherlands, several companies are taking innovative steps to increase diversity and inclusive hiring in the workplace. We are proud to say that our own company, Unique, an employment placement agency in the Netherlands, implemented an ambitious effort to guard against unconscious bias.

During the "Week of the Anonymous CV", age, gender, origin, dates and name were eliminated from resumes being evaluated by their clients. The only information the consultants of Unique gave to the hiring managers was the person's experience and education. Unique was seeking to give more attention to the skills, experience, and educational attributes of a candidate for a position; not the factors that may exclude qualified candidates based on bias.

Diana_Magielsen_UniqueUnique's Operational Director, Diana
Magielsen, expressed her thoughts on discrimination poignantly: "At Unique we
want to take a stand against distrust,
prejudice, stereotyping and exclusion. Unfortunately, discrimination is a persistent social problem that we cannot solve alone.
But when organizations are determined to reflect society's diversity, we can make a valuable contribution." 

Fostering a culture of inclusion

Recruit Group seeks to challenge the cultural meanings that people apply to one another - intentionally or unconsciously. We believe empowering a diverse team of people to pursue their passions, guided by equality
in the workplace, is the best way to
strengthen any team. 

Inclusivity is integral to successful organizations

When actions are taken to promote inclusive and sustainable workplaces, the results demonstrate the benefits of diversity in the workplace and its social impact. Our mission is to help people achieve their passions, regardless of race, gender, age, sexual orientation, religious affiliation, or disability. And in doing so, inclusivity becomes an integral element of successful organizations. Inclusivity allows businesses to benefit from having the most skilled employees on their teams, generating a wealth of diverse ideas and avenues toward growth.

RGF Staffing is subsidiary to Recruit Holdings. Read more on Sustainability at Recruit Holdings.
Published in Newsroom

Australia is in the middle of an important transition from fossil fuel-based energy systems to more renewable energy options. At its current rate, it is on track for a goal of 50% renewable electricity by 2025. The transition also creates job opportunities. As the workforce manager for a huge solar project in North West Victoria, Chandler Macleod Group is making sure that these opportunities benefit the local community.

Australia’s top solar spot

In 2018, Chandler Macleod Group (CMG) was appointed as the workforce management provider for a new 112 Megawatt Karadoc Solar Farm being constructed by Beon Energy Solutions. Remotely located in North West Victoria - Australia's top solar spot due to the state's highest solar exposure and average sunshine hours - the farm will generate enough power to supply 110,000 homes.

Prioritizing social value

Chandler Macleod Group was tasked with recruiting and employing a diverse and strictly local workforce of 300 people. Chandler Macleod Group partnered with six local community groups to ensure that the majority of the construction workers were locally sourced, and that people were from a variety of different backgrounds including female, indigenous and mature workers and the long-term unemployed.

Read the full story at Recruit Holdings. 

Recruit Global Staffing is subsidiary to Recruit Holdings. Read more on Sustainability at Recruit Holdings

Published in Newsroom

Clients, media and candidates responded enthusiastically to Unique’s Week of the Anonymous CV

Gender, age and origin should have no impact on whether a candidate gets the chance to achieve dreams and ambitions. That’s why in October all Unique consultants started working with anonymous CVs.

These resumes have been stripped of personal data such as date of birth, first day of work, gender, name and date of graduation, and focus on a candidate’s talents, motivations, qualifications and what makes them special. The Week of the Anonymous CV is part of Unique's 26-week action plan against discrimination in staffing.

Selecting without prejudice

The Week of the Anonymous CV was a success. For example, our clients’ response to Unique's initiative was overwhelmingly positive, as shown by this news item from NOS, the biggest news network in The Netherlands.  

Website visitors positive

During the week we asked visitors to Unique’s website for feedback. "This week we only propose anonymous candidates to our clients. What do you think of this idea?” More than 3,000 visitors responded. 49% of them responded with “very good, this should be standard practice". Another 33% thought it was "fine" and 18% didn’t think the initiative was necessary.

Emphasis on work experience and knowledge

We also asked visitors to motivate their answers. For example, many who didn’t feel it was necessary to apply anonymously felt it didn’t tackle the underlying problem. Other candidates feared that after submitting an anonymous CV, discrimination could still be an issue during a job interview. But the overall response was that anonymous CVs are a good way of placing more emphasis on work experience and knowledge - the aspects that really matter in an application.

No one-off initiative

The week is not a one-off initiative: Unique will continue to propose anonymous candidates, as part of Unique’s 26-week plan.

CEO Marion van Happen: "The world seems to be getting more short-sighted and increasingly impersonal. At Unique we want to take a stand against distrust, prejudice, stereotyping and exclusion. Unfortunately, discrimination is a persistent social problem that we cannot solve alone. But when organisations are determined to reflect society’s diversity, we can make a valuable contribution."

'Equal opportunities as our cornerstone'

"Equal opportunities for everyone, which is the idea behind the 26-week plan against discrimination and for inclusiveness, has been a cornerstone of our way of working for years. Now is the time to share that with the world. To show exactly how we are fighting discrimination, and which of our clients are working with us. Such ‘Naming & faming’, we hope, will inspire others to do the same. This is how we are reinventing the labour market.”

Published in Newsroom
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