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Privacy Policy

This Website is owned and managed by House of Work. House of Work respects the privacy of all users of its website and sees to it that the personal information which you may provide to it will be treated confidentially and in accordance with the Personal Data Protection Act.

Processing of personal data

When visiting the Website, your computer automatically provides us with some technical data, such as the IP address you use, the operating system, the internet browser you use and (in some cases) the last internet page you visited. In addition, we process personal data that you actively provide to us, such as your name, contact details and preferences.

Purposes of processing

The personal data provided by you will be used exclusively for the following purposes:

To be able to contact you;
    • To inform you about new services/products and/or offers from House of Work;
    • To improve the Website and the services of House of Work;
    • Conducting market research for House of Work; and Processing your personal data in any other way only takes place to the extent that you have unambiguously granted House of Work permission to do so. Such consent may be apparent from the mere fact that you have submitted a question to House of Work, by e-mail or otherwise;
    • Naturally, you can withdraw this permission at the moment that you no longer wish to make use of our services. You can unsubscribe via:

Anti-discrimination policy during recruitment and selection

General principle

The management of House of Work is aimed at giving jobseekers a fair chance of employment, irrespective of their age, gender, marital status, sexual orientation, personal or religious beliefs, race, ethnic origin or nationality. During recruitment and selection, job-seekers are treated equally by being assessed solely on job-related criteria.


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

  • What House of Work understands by discrimination/discriminatory requests;
  • What the position of House of Work is towards discrimination/discriminatory requests;
  • Action by employees:
  • What is expected from the employees how they act during their work, especially when working (in support of the business activities) around recruitment and selection;
  • Where the employee can go for consultation and/or a report;
  • Responsibilities of the employer;

Definition of discrimination

Discrimination is defined as: making a direct or indirect distinction between people on the grounds of age, gender, marital status, sexual orientation, personal beliefs or convictions, race, ethnic origin or nationality. Discrimination is explicitly also understood to mean accepting requests from clients to make a distinction in recruitment and selection between persons on the basis of criteria which are not necessary or relevant for a good filling of the position. 

Position of House of Work

House of Work rejects any form of discrimination. Requests from clients to take certain criteria into account during recruitment and selection are only honoured if there is objective justification. There is objective justification if selecting on the requested criteria:

  • A legitimate aim. This means that there is a good -job-related- reason to select on the criteria in question when recruiting and selecting (an example of a legitimate aim is safety);
  • Results in the achievement of the legitimate aim, the means is suitable to achieve the aim;
  • Is in reasonable proportion to the aim, there is proportionality to the aim;
  • Is necessary because there is no other, less discriminating, way to achieve the aim, the necessity criterion is met.

House of Work will not tolerate any discriminatory treatment of its employees by third parties. In this context, employees are also understood to be those who perform work under the management and supervision of a hirer.

Action by employees

Employees have their own responsibility to be alert to requests from clients that are discriminatory in nature, to recognise such requests and to ensure that they are not complied with. If the employee doubts whether there is an objective justification for a request from a client to take certain criteria into account in the recruitment and selection, or has questions about how to deal with a request, the employee can consult Anita van Wingerden. If the employee notices discrimination and wants to raise the issue, wants to report abuses or misconduct and/or has a confidentiality issue, the employee can contact Anita van Wingerden. If this does not lead to a satisfactory result for the employee, the employee can contact the director.

Responsibilities of the employer

House of Work is responsible for: Creating a safe working environment where people treat each other with respect, where there is room for constructive consultation and where undesirable behaviour is prevented and dealt with in whatever form. This includes ensuring that staff members:

  • Are informed about and familiar with the policy. The policy is handed out on commencement of employment and gone through in detail.
  • Have received proper instructions on how to recognise discrimination and discriminatory requests.
  • Are prepared for the situation that they are confronted with a discriminatory request and know how to conduct and turn around the conversation with clients.
  • The evaluation and adjustment of this policy.


House of Work B.V., Stoelmatter 38, 2292 JL. Wateringen
E-mail: and telephone number 0174352093