Anti-discrimination policy

General premise

Demt-flex's business practices are designed to give job seekers a
fair employment opportunity, regardless of one's age, gender, marital status, sexual orientation
life, political or religious beliefs, race, ethnic origin or nationality.
In recruitment and selection, job seekers are treated equally by being assessed solely
assessed on criteria that are job-related.

Target

The purpose of this policy is to be clear and transparent to employees and third parties about:

1. What Demt-flex understands by discrimination/discriminatory requests;

2. What is Demt-flex's position on discrimination/discriminatory requests;

3. Acting by employees:

a. What is expected of employees how they act during their work, particularly
especially when working (in support of business activities) around recruitment and
selection;

b. Where the employee can go for consultation and/or a report;

4. Employer responsibilities.

1. Definition of discrimination

Discrimination means making direct and indirect distinctions between persons on
because of age, gender, marital status, sexual orientation, life, political or religious beliefs,
race, ethnic origin or nationality.

Discrimination expressly includes responding to requests by clients to make
the recruitment and selection of persons on the basis of criteria that are not necessary
or relevant to the proper filling of the position.

2. Position of Demt-flex

a. Demt-flex rejects any form of discrimination.

b. Requests by clients to take into account certain
criteria will be honored only if there is objective justification.

There is objective justification when selecting on the requested criteria:

- Serves a legitimate purpose. This implies that there is a good -job-related- reason to select on the basis of relevant criteria in
recruitment and selection on relevant criteria (an example of a legitimate purpose
is security);

- Results in the achievement of the legitimate goal, the means is appropriate to achieve the goal;

- Is reasonably related to the purpose; there is proportionality to the
purpose;

- Necessary because there is no other, less discriminating way to achieve the purpose
achieved, the necessity criterion is met.

c. Demt-flex will not tolerate discriminatory treatment of employees by third parties. The term
employees here also includes employees who perform work under the management
and supervision of a hirer.

3. Acting by employees

a. Employees have a personal responsibility to be alert to requests from op
principals of a discriminatory nature, to recognize such requests, and to ensure
ensure that they are not cooperated with.

b. If the employee is in doubt as to whether or not there is objective justification
a request from a client to take certain criteria into account in recruitment and selection, or has
criteria, or has questions as to how to handle a request, the employee may consult with
their immediate supervisor.

c. If the employee identifies discrimination and wishes to raise it, report wrongdoing or
misconduct and/or has a confidentiality issue on his/her hands, the employee may contact his/her immediate supervisor.
with his or her immediate supervisor. If this does not lead to a satisfactory result for the employee, the
employee may contact the management.

4. Responsibilities of employer

Demt-flex is responsible for:

a. Creating a safe working environment where people treat each other with respect, there is room for
constructive discussion and undesirable behavior in any form is prevented and dealt with;

b. The familiarity and implementation of this anti-discrimination policy. This includes
including ensuring that employees:

- are informed about and familiar with the policy. This is achieved by
organizing an information meeting and by periodically discussing this topic in
work meetings.

- have received proper instruction on how to recognize discrimination and discriminatory requests.
This is achieved by discussing the
discrimination poster/handout of the NBBU to be discussed.

- be prepared for the situation when faced with a discriminatory request and
know in what ways they can engage and turn the conversation around with clients. This
is achieved by actively using the NBBU discrimination handout as a guide
Discussing discriminatory requests on a case-by-case basis in the periodic consultation and
making a plan of approach which will be registered (in writing).

c. Borrowers will be informed (annually) through a newsletter that Demt-flex
conforms to this policy. If the situation arises at a hirer then a customized
approach (incl. written registration) which in the extreme sense can lead to the end of the cooperation.
of the cooperation.

d. This policy will be findable on the Demt-flex website.

e. The evaluation and updating of this policy.