The vacancy text is the candidate's first introduction to your organisation. By setting clear job requirements, you hope to find the best candidate for the position and organisation. Sometimes you can unintentionally exclude (groups of) people with these requirements.
It is not allowed to make a direct distinction according to skin color, gender, sexual preference, age, religion and disability. Indirect references are also contrary to law, like asking for a starter or student, a female secretary or a flawless command of the Dutch language. By making an indirect distinction you exclude groups of people (elderly, women, ethnic minorities). Age discrimination is particularly common, see study Leeftijdsdiscriminatie in vacatureteksten (only available in Dutch).
Avoid discriminatory language in your job advert with these two tips from the Netherlands Institute for Human Rights:
The Vacature Check (only in Dutch) of the Netherlands Institute for Human Rights offers a solution if you are not sure. They share clear examples of what Dutch language is not allowed in a job advert and how you can adjust your text. You can download the Vacature Check as a PDF, so that you can easily share it with your colleagues.
Stay alert and avoid discriminatory language.