Offering employment opportunities to individuals from vulnerable socio-economic backgrounds, people with disabilities, or those facing barriers to traditional employment contributes to social equity and community wellbeing. It helps reduce inequalities, supports skill-building and workforce integration and fosters a more inclusive and supportive workplace culture.
The establishment has implemented at least 1 of the following initiatives during the last certification period (2 years) or during the last 12 months for first-time applicants:
- a traineeship or apprenticeship lasting at least 3 months for long-term unemployed individuals;
- active promotion of the recruitment, retention and development of staff with disabilities;
- part-time or flexible employment contracts for people with limited employability, as some individuals may not be able to work full time (e.g. due to disabilities, age, or health conditions) and flexible arrangements support their inclusion in the workforce;
- employment or training opportunities for individuals with limited language skills, or from vulnerable socio-economic backgrounds (e.g. migrants, survivors of violence, single parents, or economically disadvantaged individuals); and/or
- active collaboration with programmes or partnerships that facilitate the transition from school or social support into employment for disadvantaged groups.
Overall, the establishment supports workplace inclusion and equal treatment by adapting roles, working hours, or conditions to the abilities and needs of the individuals (e.g. flexible working hours or adjusted responsibilities).
During the audit, the establishment presents evidence corresponding to the implemented initiative(s). Accepted evidence includes, depending on the initiative(s) selected:
- employment or traineeship records (e.g. contracts, attendance logs, certificates of completion, or HR reports, if legally permitted), demonstrating a duration of at least 3 months within the past certification period (or up to 12 months for first-time applicants). Collaboration documents with employment agencies or social services may also be shown;
- records of reasonable accommodation measures (e.g. adapted workstations or flexible tasks), staff training materials supporting disability inclusion, or documentation of cooperation with disability employment organisations, job centres, or NGOs;
- employment contracts indicating part-time, flexible, or adjusted hours; HR summaries showing the number of staff benefiting from such arrangements; internal policies outlining flexible work options; or records of participation in welfare-to-work or social employment schemes, where applicable;
- evidence of employment or training contracts (anonymised where necessary), documentation of language support or training programmes, records of internships, entry-level training, or mentorship opportunities, as well as agreements or cooperation evidence with NGOs, migrant support organisations, or social service providers demonstrating engagement in such initiatives; and/or
- cooperation agreements, partnership contracts, participation records, or project descriptions with relevant institutions.
During the visual inspection, the auditor may conduct interviews with management that confirm the implementation of 1 of the listed initiatives and the support measures provided to these employees.
Offering employment opportunities to individuals from vulnerable socio-economic backgrounds, people with disabilities, or those facing barriers to traditional employment contributes to social equity and community wellbeing. It helps reduce inequalities, supports skill-building and workforce integration and fosters a more inclusive and supportive workplace culture.
The establishment has implemented at least 1 of the following initiatives during the last certification period (2 years) or during the last 12 months for first-time applicants:
- a traineeship or apprenticeship lasting at least 3 months for long-term unemployed individuals;
- active promotion of the recruitment, retention and development of staff with disabilities;
- part-time or flexible employment contracts for people with limited employability, as some individuals may not be able to work full time (e.g. due to disabilities, age, or health conditions) and flexible arrangements support their inclusion in the workforce;
- employment or training opportunities for individuals with limited language skills, or from vulnerable socio-economic backgrounds (e.g. migrants, survivors of violence, single parents, or economically disadvantaged individuals); and/or
- active collaboration with programmes or partnerships that facilitate the transition from school or social support into employment for disadvantaged groups.
Overall, the establishment supports workplace inclusion and equal treatment by adapting roles, working hours, or conditions to the abilities and needs of the individuals (e.g. flexible working hours or adjusted responsibilities).
During the audit, the establishment presents evidence corresponding to the implemented initiative(s). Accepted evidence includes, depending on the initiative(s) selected:
- employment or traineeship records (e.g. contracts, attendance logs, certificates of completion, or HR reports, if legally permitted), demonstrating a duration of at least 3 months within the past certification period (or up to 12 months for first-time applicants). Collaboration documents with employment agencies or social services may also be shown;
- records of reasonable accommodation measures (e.g. adapted workstations or flexible tasks), staff training materials supporting disability inclusion, or documentation of cooperation with disability employment organisations, job centres, or NGOs;
- employment contracts indicating part-time, flexible, or adjusted hours; HR summaries showing the number of staff benefiting from such arrangements; internal policies outlining flexible work options; or records of participation in welfare-to-work or social employment schemes, where applicable;
- evidence of employment or training contracts (anonymised where necessary), documentation of language support or training programmes, records of internships, entry-level training, or mentorship opportunities, as well as agreements or cooperation evidence with NGOs, migrant support organisations, or social service providers demonstrating engagement in such initiatives; and/or
- cooperation agreements, partnership contracts, participation records, or project descriptions with relevant institutions.
During the visual inspection, the auditor may conduct interviews with management that confirm the implementation of 1 of the listed initiatives and the support measures provided to these employees.