Anti-discrimination policy

The business operations of Upeople B.V. are aimed at giving job seekers a fair chance at employment, regardless of their age, gender, marital status, sexual orientation, life, political or religious beliefs, race, ethnic origin, or nationality.

During recruitment and selection, job seekers are treated equally because they are assessed solely on job-related criteria.

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

• What Upeople understands to be discrimination/discriminatory requests;
• What Upeople’s position is on discrimination/discriminatory requests;
• Employee actions:
  • What is expected of employees and how they act during their work, particularly when working (in support of business activities) related to recruitment and selection;
  • Where employees can go for consultation and/or to report a problem;
• Employer Responsibilities.

Discrimination is defined as: making a direct or indirect distinction between people based on age, gender, marital status, sexual orientation, life, political or religious beliefs, race, ethnic origin, or nationality.

Discrimination explicitly also includes responding to clients’ requests to distinguish between people during recruitment and selection based on criteria that are not necessary or relevant to properly fulfilling the position.

Upeople rejects any form of discrimination.

Requests from clients to consider certain criteria during recruitment and selection will only be honored if there is objective justification.

Objective justification exists if selecting based on the requested criteria:

• Serves a legitimate purpose. This means that there is a valid, job-related reason to select based on the relevant criteria during recruitment and selection (an example of a legitimate purpose is safety);
• Results in achieving the legitimate objective, the means are suitable for achieving the objective;
• Is reasonably proportionate to the objective, there is proportionality to the objective;
• Is necessary because there is no other, less discriminatory way to achieve the objective, the necessity criterion is met.

Upeople does not tolerate third-party discrimination against its employees. Employees in this context also include employees who perform work under the direction and supervision of a hiring company.

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

If the employee has any doubts about whether there is objective justification for a client’s request to consider certain criteria during recruitment and selection, or has questions about how to handle a request, the employee can consult their manager.

If an employee observes discrimination and wishes to raise it, report misconduct or abuse, and/or raise a confidential issue, they can contact their manager. If this does not lead to a satisfactory outcome for the employee, they can contact Upeople’s management.

Upeople is responsible for:

• 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 addressed;
• The awareness and implementation of this anti-discrimination policy. This includes ensuring that employees:
  • Are informed about and familiar with the policy. This is achieved as follows: This document is sent to employees by email, included in the Attachments in Carerix, and explained verbally.
  • Have received proper instructions on how to recognize discrimination and discriminatory requests. This is achieved during a verbal explanation.
  • Be prepared for the situation where they are confronted with a discriminatory request and know how to handle and reverse the conversation with clients. This is achieved during an oral explanation.
• The evaluation and adjustment of this policy.

February 2026, Upeople